A Guide to Apprenticeships in the UK

Apprenticeships in the UK have evolved dramatically in recent years and are now one of the most respected and accessible routes into skilled employment.

Once stereotyped as an option only for young people entering trades, apprenticeships now span hundreds of occupations – from engineering and accountancy to digital marketing, business administration, social care, law and even degree-level professions. They are used by some of the country’s largest employers as well as thousands of small businesses. They offer numerous benefits and play a central role in developing the future workforce.

Yet despite becoming more common, apprenticeships can be confusing for newcomers. Whether you’re a student, parent, adult considering retraining, employer thinking about hiring an apprentice or simply someone wanting to understand the system, it can be difficult to know where to start.

This beginner’s guide explains everything you need to understand apprenticeships in the UK. It covers what an apprenticeship is, who they are for, how they are funded, the types available, what apprentices do on a daily basis, how assessments work and the benefits for both learners and employers.

What exactly is an apprenticeship?

The simplest and most accurate definition of an apprenticeship is the following: a job with training.

Apprentices are employees in a real working environment from day one: they earn a wage, have holiday entitlement, work alongside experienced staff and develop practical skills.

Alongside their job duties, they complete structured training that leads to a nationally recognised qualification. Their learning combines workplace experience with off-the-job training delivered by a college, training provider or university.

Unlike traditional education, which involves full-time study, apprenticeships blend learning with employment. This means apprentices can immediately apply what they learn to professional tasks, while employers benefit from staff who are building skills and knowledge relevant to their role.

Modern UK apprenticeships are based on approved apprenticeship standards. These are nationally recognised frameworks created by employers and industry experts that set out what someone needs to know and be able to do to work confidently in a particular role. Every apprenticeship, regardless of level or industry, must follow these standards to ensure high quality and consistency across the country.

Apprenticeships are available from Level 2 (roughly equivalent to GCSE level) all the way up to Level 7 (postgraduate degree level). This means they are suitable for complete beginners as well as experienced professionals wanting to specialise or progress into leadership roles.

Who are apprenticeships for?

Many people assume that apprentices are for school-leavers – but they are actually open to anyone aged 16 and above, with no upper age limit. Here are some of the groups that can benefit from apprenticeships:

• Young people often choose apprenticeships because they want to earn a salary while gaining experience and working towards a qualification. For many, it’s a more engaging and practical alternative to traditional academic study, and enables young people to avoid student debt.
• Adults benefit from apprenticeships when they want to switch industries, improve their qualifications or move into a different professional field. Many sectors actively encourage adult apprentices because they already have valuable experience and transferable skills. They also benefit from life experience and maturity that most 18-year-olds don’t have.
• Existing employees may be enrolled in an apprenticeship to support their progression within a company. This helps employers develop a skilled workforce and gives staff opportunities to learn new competencies that align with evolving organisational goals.
• People with SEND or limited prior qualifications, and individuals who have been out of work for a period of time, can also thrive through apprenticeships. The structure of learning, combined with the stability of paid employment, makes apprenticeships an inclusive option.

Different types and levels of apprenticeships

There are four main levels of apprenticeships. Each reflects a different level of responsibility, autonomy and academic depth. All apprenticeships combine structured training, employer support, off-the-job learning and a final end-point assessment. What changes as the placement progresses is the complexity of the work and the expectations placed on the apprentice.

• Level 2 (Intermediate apprenticeships) – entry-level programmes roughly equivalent to GCSEs. They introduce the basics of a profession and suit people with little or no prior experience. Many learners start at Level 2 before moving on to higher levels.
• Level 3 (Advanced apprenticeships) – equivalent to A-levels and more in-depth than Level 2. These are common in sectors such as engineering, health and social care, construction, business administration and IT. Many employers recruit directly at this level.
• Level 4 and 5 (Higher apprenticeships) – comparable to year one and two of university study or a foundation degree. They focus on technical and specialist skills in areas like project management, accounting, network engineering and leadership.
• Level 6 and 7 (Degree apprenticeships) – combine paid work with university-level study, leading to a full bachelor’s or master’s degree. These apprenticeships are used in fields such as nursing, digital technology, engineering, finance, law and senior management.

How long does an apprenticeship take?

All apprenticeships must last at least 12 months, and many take longer. The exact length depends on the level, job role and industry.

• Level 2 and Level 3 apprenticeships – typically last between 12 and 24 months
• Higher apprenticeships – usually take around 18 to 36 months
• Degree apprenticeships – generally last 3–6 years, similar to university courses but completed alongside paid work

What do apprentices earn?

Apprentices are paid employees with legal employment rights. Under 19s and those in the first year of their apprenticeship must receive at least the Apprenticeship Minimum Wage. After the first year, apprentices aged 19 or older must be paid at least the National Minimum Wage for their age group.

In practice, many employers pay above the minimum, depending on several factors – industry, location and apprenticeship level. Some degree apprenticeships offer competitive salaries that reflect the professional nature of the role.

Apprentices also receive paid holiday, sick pay (depending on contract terms) and pension contributions, and they are subject to the same protections as other employees. The programme offers free or heavily subsidised training, meaning the qualification they achieve costs them nothing personally – unlike a university degree.

What is off-the-job training?

Off-the-job training – learning undertaken outside the normal duties of the job – is a key requirement for apprenticeships. It doesn’t always mean classroom learning or being physically away from the workplace. It just means time spent building new knowledge, skills or behaviours that support the apprenticeship standard.

Off-the-job training can include learning sessions at a training centre, online modules, workshops, shadowing colleagues, personal projects, completing professional tasks designed for practice or receiving structured coaching. For many apprentices, this training makes up around 20% of their working hours – although the exact format varies depending on the programme.

What qualifications do apprentices receive?

Every apprentice completes an approved apprenticeship standard, demonstrating that they are fully competent in a job role. Depending on the level, apprentices may also gain additional qualifications such as certificates, diplomas or university degrees. Some programmes include professional industry accreditations, licences to practise or membership to professional bodies.

To successfully complete an apprenticeship, learners must pass an end-point assessment (EPA). This is a final assessment carried out by an independent organisation to confirm that the apprentice meets all the requirements of the standard. EPAs can include practical tasks, interviews, written tests, work projects or presentations. They vary by occupation but are always designed to reflect real workplace expectations.

What is the apprenticeship levy?

The government introduced the Apprenticeship Levy to encourage employers to invest in training. Large employers with a pay bill over £3 million must contribute 0.5% of their payroll into a digital training account. They can then use these funds to pay for apprentices, enriching their workforce with skilled professionals.

Smaller employers don’t pay the levy but benefit from government co-investment. This means they only pay a small percentage of training costs, while the government covers the rest. In many cases – such as when employing 16–18-year-olds – the government pays the full training cost.

The levy helps make sure apprenticeship training is properly funded across different industries. It also nudges employers to think more carefully about how they use apprenticeships – for example, training people into roles they genuinely need, developing skills over time and planning for progression.

What does an apprentice do day to day?

An apprentice’s daily life varies depending on the industry. In some sectors, apprentices work alongside technicians, engineers or skilled workers, helping with practical tasks from the start. In others, apprentices take on customer-facing roles and administrative or digital responsibilities.

Although every job is different, apprentices typically divide their time between everyday job duties and learning. In the workplace, they try their hand at meaningful tasks under supportive, instructive supervision. During training sessions, they learn the theory, knowledge and behavioural standards needed to progress.

The benefits of apprenticeships for learners

Apprenticeships offer several major advantages that make them appealing to learners of all ages.

• Earn while you learn – apprentices receive a wage throughout their training, removing the need for student loans or tuition fees and making learning financially accessible.
• No tuition fees – apprenticeship training costs are covered, and many apprentices gain qualifications equivalent to or higher than a university degree without graduating with debt.
• Real work experience from day one – apprentices develop practical skills in a real workplace, gaining experience that many employers value as highly as formal qualifications.
• Direct link between learning and the job – what apprentices learn can be applied straight away. For example, a digital marketing apprentice might study analytics and use it on a live campaign the same week, while a healthcare apprentice may practise communication techniques during patient support.
• Clear progression routes – apprenticeships run from Level 2 through to Level 7, allowing learners to progress from entry-level roles to degree or master’s-level qualifications while remaining in employment.
• Stronger employability – combining qualifications with hands-on experience often gives apprentices an advantage when applying for future roles.
• Personal and professional confidence – apprentices develop communication skills, independence and professional behaviours through everyday workplace interactions, supporting long-term career growth.

The benefits of apprenticeships for employers

Employers also benefit significantly from offering apprenticeships.

• Bringing in new staff – apprentices allow organisations to recruit and train people in a way that reflects how the business actually works, from day-to-day tasks to workplace expectations.
• Developing existing employees – apprenticeships provide a structured route for upskilling current staff. With meaningful progression, staff are less likely to find another job.
• Reducing recruitment pressure – building skills internally can be more reliable and cost-effective than repeatedly hiring from outside, particularly in sectors with skills shortages.
• Accessing funded training – large employers can use apprenticeship levy funds, while smaller employers benefit from government contributions that reduce training costs.
• Improving productivity over time – as apprentices gain skills and confidence, they take on more responsibility and contribute more meaningfully to the team.
• Adding fresh perspectives – apprentices often bring new ideas and energy, which can have a positive impact on team culture and day-to-day working.

Common myths and misunderstandings

Apprenticeships are surrounded by outdated misconceptions.

One common myth is that apprenticeships are only for young people or those who don’t do so well at school. That’s not true. Apprenticeships are open to adults of any age and include some of the UK’s most demanding professional fields.

Another misconception is that apprenticeships are limited to manual trades. While construction, engineering and plumbing remain popular, modern apprenticeships cover healthcare, science, digital technology, management, law, finance, media and creative industries.

Some believe apprenticeships pay poorly. While under-19s and those in the first year of the apprenticeship are only required to receive the Apprenticeship Minimum Wage, in reality, many industries offer competitive salaries – especially at higher levels.

It’s also important to consider earning potential. Degree apprenticeships in particular can lead to careers with high wages.

There is also a misconception that apprenticeship qualifications are not “as good as” traditional academic pathways. Modern apprenticeships follow rigorous national standards and are widely recognised by employers, colleges, universities and professional bodies.

How to apply for an apprenticeship

Applying for an apprenticeship is similar to applying for a job. Applicants usually submit a CV or application form and attend an interview. Employers look for motivation, willingness to learn, communication skills and commitment. They are less interested in extensive experience, as the goal is learning and development.

It can be helpful to explore different industries before applying. Considering personal interests, strengths and long-term ambitions helps identify which apprenticeship standard might be the best match. Many people also benefit from seeking advice from career advisers, teachers, employment support services or apprenticeship ambassadors.

When preparing for an interview, applicants should think about why they want an apprenticeship, what they hope to achieve and how their personal qualities make them a great fit for the role. Employers value curiosity, reliability, teamwork and genuine interest in learning.

What happens after finishing an apprenticeship?

Many apprentices – across all levels – are offered permanent employment with their employer once they complete their programme. This is because employers who invest in apprentices often want to retain the staff they have supported and upskilled. It can be more beneficial than hiring externally, especially since the person is already embedded in the team.

Apprentices also have options to move into new roles, continue training or progress to higher-level apprenticeships. Someone completing a Level 2 programme may move into a Level 3 apprenticeship; a Level 3 apprentice might progress to a Level 5 higher apprenticeship; and those completing a Level 6 degree apprenticeship may advance into postgraduate study or senior roles.

An apprentice’s CV is typically strong, filled with real experience, qualifications and evidence of professional competence. They also have all-important references. This combination gives learners a competitive advantage compared with peers who may have qualifications but lack practical experience.

Round up of Apprenticeships

Apprenticeships in the UK have evolved into a respected and highly versatile training route. They are no longer limited to specific industries or age groups, nor are they a secondary option for people who didn’t thrive in school. They offer a credible, rewarding and practical pathway into skilled employment, providing the opportunity to earn, learn and progress simultaneously.

If you’re trying to understand the system, which can be confusing due to the many misconceptions surrounding it, remember that apprenticeships are simply jobs with training. They lead to qualifications that reflect real industry standards and provide opportunities for young people taking their first steps into work, adults changing careers, employees seeking progression and employers developing their teams.

Whether you want to become an engineer, a care worker, a software developer, a laboratory technician, a project manager or a legal professional, there is an apprenticeship that can support your ambitions. With clear progression routes, strong employment outcomes and increasing availability across sectors, apprenticeships continue to play a vital role in shaping the UK’s future workforce.