General Apprenticeship Myths
No. While school leavers do take apprenticeships, they are open to anyone aged 16+ including those changing careers or upskilling later in life.
Yes. Many businesses use apprenticeships to train current employees, often to help them move into new roles or leadership positions.
Not at all. Apprenticeships range from Level 2 (GCSE equivalent) to Level 7 (master’s degree equivalent). They can support junior hires and senior managers alike. Here is a quick breakdown:
- Intermediate Apprenticeship (Level 2) – equivalent to 5 GCSE passes.
- Advanced Apprenticeship (Level 3) – equivalent to 2 A-level passes.
- Higher Apprenticeships (Level 4) – equivalent to foundation degree or higher-level qualification.
- Degree Apprenticeships (Level 6 and 7) – equivalent to full bachelor’s or master’s degrees.
Understanding these levels is critical for both employers and potential apprentices to determine the appropriate entry point based on existing qualifications and career aspirations.
No longer. While trades still benefit, there are now apprenticeships in IT, finance, healthcare, marketing, HR, and more.
Apprentices spend 20% of their time on off-the-job training. This is designed to fit around business needs and can be delivered flexibly.
There is no obligation to hire the apprentice after completion, although many employers choose to because of the skills and value developed.
Most apprenticeship learning takes place on the job. Formal training is supported by a provider but is usually blended with day-to-day tasks.
Funding and Cost Myths
Not necessarily. Small employers may only need to contribute 5% of the training cost. In some cases, even that can be waived.
Yes. Levy-paying and non-levy-paying employers can both use apprenticeships, and funding support is available for all.
Not always. If your apprentice is aged 16 to 18, or meets other eligibility criteria, the government may fund 100% of the training cost.
No. Government funding covers training and assessment only. The employer is responsible for paying the apprentice’s wages.
Yes. Levy-paying employers can transfer up to 25% of their unused funds to another organisation, such as a supplier or partner.
Hiring and Recruitment Myths
Not with the right support. Training providers help with recruitment, applications, and compliance – reducing admin for employers.
No. Apprenticeships can be completed part time, provided the required hours and duration are met.
There are some additional requirements, such as listing on the Apprenticeship Service platform, but standard recruitment channels can also be used.
There’s no formal cap. You can take on as many apprentices as your organisation can support and develop effectively.
No. Training providers handle the design, delivery, and assessment. Employers simply offer support and real-world experience.
Quality and Outcome Myths
Apprenticeship standards are developed by industry and reviewed regularly. Many are delivered by universities and top training providers.
Yes. Apprenticeships are a proven way to build internal talent pipelines and increase retention.
Like any new employee, apprentices need support early on. But many quickly become high-value team members with business-specific skills.
Academic qualifications don’t always match real-world needs. Apprenticeships develop skills that are directly relevant to your business.
