NAW 2025: The employer’s guide to apprenticeships
This week at RNN Group we’re celebrating all things apprenticeships for National Apprenticeship Week (NAW).
Apprenticeships bridge the gap between education and employment. They’re a hands-on approach to learning where students split their time 80/20 between the workplace and the classroom, gaining a broader range of skills from that dual experience.
Apprentices are the present and the future of workforces. They’re a breath of fresh air, bringing energy, new ideas and a different perspective to staff teams. For many businesses, they’ve become the secret ingredient to success.
However, we understand that there are still some sticking points and hesitations that employers have regarding hiring an apprentice.
In this employer’s guide we hope to answer any questions you have about apprentices. We also have a handy brochure for employers with more information and FAQs.
An employers guide to apprenticeships
I am interested in hiring an apprentice but unsure if my sector is eligible
Apprenticeships are no longer just for the construction industry. Over recent years there has been a growth across all sectors, with learners looking for meaningful and productive opportunities that enable them to earn while they learn.
Currently, we have students seeking apprenticeships in a range of industries such as:
- Business administration and customer service
- Childcare and education
- Construction
- Engineering
- Hair and beauty
- Health and social care
- Hospitality
- HR and recruitment
- Management and team leadership
- Motor vehicle
We work with employers of all sizes in areas such as the NHS, adult social care, early years’ settings, electrical contractors, and manufacturing and engineering.
How do I find the right candidate?
Recruiting staff at any level can be difficult in today’s competitive job market. But if you’re considering hiring an apprentice, you might not know where to start.
Here at RNN Group, we support our employer partners with a free apprenticeship recruitment service. We have a database of over 5,000 candidates who will be matched to your vacancy based on suitability. We can then shortlist candidates and arrange interviews if required.
Plumbing and heating specialists, A Lloyd Jones & Sons, are one of the companies we have supported with recruitment.
Director Chris Woodhead said:
“RNN Group supported me by recruiting my current apprentice, who has now progressed and gained a lot of experience within the company. The classroom based training RNN Group provided alongside the apprenticeship also developed the apprentice’s knowledge, understanding and key skills.
We have always employed apprentices and we feel we give them a good opportunity to learn the engineering trade. The apprentices benefit from our support on-site and the possibility of going on to work for us as qualified engineers.”
Aren’t apprenticeships just for 16-year-olds?
Many businesses still think apprentices are just school leavers, but there is no upper age limit and we are increasingly seeing students aged 19 and above who are interested in taking the apprenticeship route rather than going off to university.
There are also many paths to progression, with the option to retain and invest in your apprentice right up to degree level.
With the right support, apprentices can go on to become much valued members of your workforce. We are proud to have a thriving apprentice alumni who have gone on to gain full-time employment after their training schemes.
We have also had many award-winning apprentices in recent years, across industries like plumbing, joinery, engineering and business administration. This is thanks to the links we have built with employers and the support network we have built.
South Electrical is an advocate for apprenticeships. They have worked with RNN Group for 25 years, developing an award winning apprenticeship programme. A third of their 100-strong workforce are employed as apprentices.
Director Richard South said:
“Apprentices are getting better all the time and some of our best electricians are those who came through the ranks.
Our training program is key to our success and brings loyalty, conscientiousness, and continuity. This in turn helps our customers benefit from safe, quality installations delivered efficiently and effectively.”
How will I fund an apprenticeship?
Apprentices must be hired by companies as contracted members of staff. This means that their wage and company benefits, including statutory sick and holiday pay, are the responsibility of the employer.
However, apprenticeship wages are lower, which may be something to consider if you are thinking of recruiting another member of staff.
From April 2025, the national minimum wage for apprentices will increase to £7.55. This is the hourly rate for all apprentices under 19, or for those over 19 in their first year of an apprenticeship. This compares to £12.21/hour which will be the new national minimum wage for anyone over 21.
While wages remain the responsibility of employers, there is a government grant for hiring school leavers or young people with additional needs. You will be entitled to a £1,000 grant if you hire an apprentice aged 16 to 18, or 19 to 24 who is a care leaver or has an EHCP. This is paid by us in two parts: half after 90 days’ employment and the other half after 12 months. This grant can be used towards things like salaries, uniform or equipment.
As well as wages, employers are also responsible for paying training costs. However, there are funding options in place to help with this. Small businesses with an annual payroll of less than £3 million are entitled to funding for between 95-100% of their training costs. If you run a large company with an annual payroll bill that exceeds £3m, your apprenticeship levy will pay for training costs.
What about managing and training an apprentice?
Once you have successfully onboarded your apprentice, as with any new starter, they will have a lot to learn.
As an employer, you’ve got to think about how you’re going to manage that support they need without impacting your time and resources. Many businesses appoint a dedicated mentor, an experienced member of staff who they know has the skills, patience and time needed to help an apprentice.
Inevitably, as time progresses and their skills and confidence grow, the level of support needed should reduce.
As well as on-the-job training, an apprenticeship also includes an element off theoretical learning. Apprentices need to complete six hours of paid off-the-job training each week. This is where we come in.
We are an Ofsted ‘good’ rated education provider and our team can offer online training or in-person lessons at one of our campuses or your workplace. Our team can also support with self-study and research time, conferences and seminars, or simulation exercises.
If you choose to appoint RNN Group as your training provider, you’ll also get access to OneFile. This is an e-portfolio platform that enables you to log in and track an apprentice’s off-the-job progress and look at areas they need a bit more support with.
What support will RNN Group offer?
By choosing to partner with RNN Group, you and your apprentice will receive:
- Regular visits (every 8-12 weeks) from a qualified assessor to discuss progress, targets and feedback
- Off-the-job training at our campuses or your workplace
- Additional training in English, maths and IT if needed
- Advice and support to improve the conduct of an apprentice
- Flexible assessment methods and an independent assessor for the End Point Assessment (EPA)
- Access to our monthly employer awards and annual apprenticeship award ceremony.
Sustainable manufacturers AESSEAL have been impressed with the level of support received from RNN Group.
Julia Bloomer, learning and development specialist, said:
“As a last minute decision we decided to double our intake of engineering apprentices for the year. We didn’t expect that any provider would be able to help, as the new academic year was only a few weeks away, but RNN Group took up the challenge.
Not only did they find us a suitable number of applicants but the quality was exceptional! Communication between our business and the college was very good and clear.”
If you want to know more about how we support apprenticeships and functional skills, we will be hosting some online webinars during National Apprenticeship week. These will be on Tuesday 11th and Thursday 13th February between 1pm-1.45pm.
Or speak to our dedicated business development advisors to see how we could work together.
Call 01709 513 147 or email enquiries@rnngroup.ac.uk
The importance of apprenticeships for employers
Reliable recruitment option
Apprenticeships are a worthwhile investment all employers should consider for filling critical roles within their business. They’re a cost-effective method of recruiting, training, and retaining skilled employees, and the benefits continue long after the apprenticeship has been completed.
Fixes the skills shortage
The growth and success of your business depends on your workforce. The uniquecombination of education and training allows you to invest in the right talent from the off by moulding them around the specific skills needed in their role.
Increases productivity and profitability
Apprentices are assessed on three new standards: knowledge, skills and behaviours. They have to be fully competent in these to complete their apprenticeship. Skilled and experienced staff who have trained from the ground up are proven to increase sales and efficiency within a company.
Diversity and inclusivity
Apprenticeships are open to anyone, regardless of their age, background, race, religion, or work experience. They are ensuring everyone has an opportunity to reach their full potential.