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Apprenticeship Training and Levels of Qualification
Following the changes to Apprenticeship qualifications in 2017, there are now over 700 possible apprenticeships available on the Institute for Apprenticeships’ approved list of qualifications (standards), ranging from entry-level (Levels 2 and 3), to Higher (Level 4) and Degree Apprenticeships (Levels 6 and 7).
It is also possible to use the apprenticeship formula to allow someone to train from entry level and become a highly trained and qualified professional in their industry. Our experts can advise and help you to navigate the possible routes and timelines.
There is also no upper age limit on apprenticeships, which means that you can select your apprentices from the widest range of people.
Any training provider funded through this programme must have a current Ofsted rating of at least 2 (Good). You can choose a provider, or Hackney Council can support you to find a provider. There is often competition between training providers, particularly for popular apprenticeship programmes, so we recommend that you meet a couple of providers to ensure a good fit with your organisation and working arrangements before making a final decision.
Salaries for your apprentices
We recommend that wherever possible, employers should pay all apprentices a salary that is the same as, or greater than the national living wage (£8.91 an hour as at April 2021) and ideally the London Living Wage, including any young apprentices aged 16-23. This is to enable you to attract and maintain the best candidates in a very competitive employment market.
We recognise that this may not be possible in some sectors, therefore there is some flexibility in some circumstances.
Apprenticeship training to upskill your existing workforce
It is possible to train your existing members of staff using apprenticeship training, either learning additional technical or leadership skills to create internal progression routes and reduce your recruitment costs . The staff member will already be familiar with your organisation, and the study and work based learning , which many staff would value.
Any staff member who undertakes an apprenticeship should remain on their current salary as a minimum. It is not good practice to attempt to reduce an experienced staff member’s salary down to an apprentice wage for the duration of the training. This is because they will be building on their existing skills, they will continue to carry out their duties and will be learning new skills which will enhance the organisation’s productivity.
Many employers choose to increment the salary towards the end of the apprenticeship to recognise the effort and additional value that the staff member will bring to your organisation.
Page last reviewed: November 5, 2021