Apprenticeship Programs Overview

With over 987,000 young people aged 16–24 not in education, employment or training (NEET), the Government’s decision to increase funding for apprenticeships is an essential and welcome step forward.   This is about more than just numbers. It’s about investing early in the careers of young people - giving them the opportunity to learn, to earn, and to build a future. It’s about ensuring that every young person, regardless of background, can access a pathway to a long, fulfilling career.   In construction and infrastructure, this couldn’t be more vital. Our industry faces well-documented skills shortages, with 62% of UK organisations reporting difficulty filling roles. Apprenticeships are not only a proven solution, they’re a catalyst for social mobility, growth, and innovation.   At Balfour Beatty plc, 7.4% of our UK workforce are in earn-and-learn roles. And ten years ago, I founded The 5% Club to help other employers make the same commitment. Because we know that investing in young talent isn’t just the right thing to do - it delivers long-term value for our people, our sector, and our economy.   The data speaks for itself: 🔹 94% of Level 2 apprentices go on to employment or further education 🔹 78% report significant personal growth 🔹 36% say they wouldn’t be working in their industry without an apprenticeship—rising to 40% among those who received free school meals   As industry leaders, we have a responsibility to nurture the next generation and create meaningful opportunities from day one. This announcement gives us the momentum to do exactly that. https://lnkd.in/eF9B6vQD

I attracted 53% of my old employer’s apprenticeship talent, with 1 simple tool and £0 budget. . I’ll be completely transparent… I LOVED my old job at Heathrow . In fact, I loved the airport so much, it poured out of me and overflowed onto the internet. . For over 5 years, I would pick up my phone and make daily videos about: . Things I was getting upto Things I was learning, and Advise I wish I knew earlier . The result? . A walking talking job description in the form of short, sharp and educational videos across instagram and TikTok… . “A Digital Twin” of my experience, so to speak . Now here’s the interesting part: . These videos were made with £0 budget and just my phone… as a result they were NOT: . Silky smooth shots Highly edited Scripted or planned . Instead they were: . Authentic Raw REAL! . They built trust and connection… . This resulted in THOUSANDS of messages with questions about the role I was doing… . And most importantly, how could they get this role too? Yeah… I answered all of them . Before I knew it, this online community had grown so rapidly it overtook the number of followers that Heathrow Airport had across its own social media channels 😅 . This is something every organisation can learn from… . Your best talent attraction strategy…is your own talent! . Allow them to have a voice! Allow them to use it! . This authenticity is the only thing that will stand out on social media and cut through the noise. . Anything else will just look and feel like an advert… . And we all know what happens when we see an Ad.. . *Skip* . . . Some organisations penalise their staff for speaking about their job on social media… . Those days are over. . The organisation that will attract the best talent of the future are the ones that encourage, empower and, dare i say it, TEACH their staff how to use social media! . Yes, thats right! Invest in building your own internal “influencers” . Give them a social media master class, teach them where the red lines are and encourage them to share their day to day experiences at work . Then sit back, and watch the magic happen. . Ps - If you like the idea of getting ahead of the curve and developing your own internal team of “influencers”, let’s talk. . #TheAirportGuy . #TalentAttraction #Aviation

💷Defunding the Level 7 Solicitor Apprenticeship Levy is counterproductive. Realising my mission to leave the profession more diverse and inclusive than the one I entered, the role of solicitor apprenticeships has been vital to achieve this aim. The solicitor profession has worked hard to open up and diversify the profession, welcoming those who would otherwise not be able to afford to qualify. The Government recently announced a new Growth and Skills Levy, which will replace the existing Apprenticeship Levy. Defunding level 7 apprenticeships without exemptions will close the door to qualifying as a solicitor and make a legal career less accessible for many, which is a backward step and counterproductive to our overall aim of making the solicitor profession more accessible, especially to those from an under-represented and disadvantaged background. Judicial diversity is tied to the diversity of the legal profession. The legal profession serves as the primary talent pipeline for the judiciary. By reducing accessible pathways to qualification, we restrict the pool of future judges, ultimately undermining the judiciary's ability to reflect and serve society effectively. Exemptions from the defunding of the Levy for the Level 7 solicitor apprenticeship must be considered. Redirecting funding towards lower-level qualifications not only limits aspiration, but it will do nothing to create a profession that truly reflects the society it seeks to serve. This approach is counterproductive to the government's broader goals of fostering economic growth and ensuring equal opportunity. I urge the government to rethink this policy and engage meaningfully with the legal sector’s representatives, including the Solicitor Trailblazer Group, Michelle Tunney Kerry Gilbert James Catchpole and The Law Society to consider viable alternatives. Defunding Level 7 solicitor apprenticeships will have a detrimental impact on widening access to the profession, to access to justice, and in turn to the judiciary. #SolicitorApprenticeships #LegalProfession #SocialMobility

Unemployed for 2 years under Thatcher. Zero careers advice. Here's how I found my path: Fresh out of school in the 1980s with no direction and no guidance. The journey: - Enrolled in a 2-year minerals surveying course for mining work - Pit closures made that career path obsolete before I started - Switched to City & Guilds in Estimating and Quantity Surveying at Liverpool Tech - Got the qualification but no jobs existed in northwest England - Finally landed assistant QS role in the south with day release study The key difference? Earning while learning through a 5-year part-time degree instead of 3 years full-time study. This approach kept me: → Grounded in real-world application → Motivated by immediate relevance → Financially stable while studying → Connected to industry from day one What I learned about education and careers: Traditional university isn't the only path: - Getting a degree guarantees nothing in today's job market - Practical experience often trumps theoretical knowledge - Discovering your chosen profession isn't for you halfway through creates debt that takes years to repay The apprenticeship model works: - Learning a trade while earning wages - Building real skills that employers value - No student debt burden - Clear career progression Most importantly: No one should look down on tradies because they don't have a degree. Some of the smartest, most capable people I know learned their skills on the job, not in lecture halls. In the industry, I've seen graduates struggle while experienced tradies become successful business owners. The lesson? There are many routes to a fulfilling career. The key is finding what works for you and not being afraid to pivot when circumstances change. What's your career journey story? Did you take the traditional path or find your own way? 👇

Cutting Level 7 apprenticeship funding doesn’t just block careers—it blocks the future of a diverse and inclusive legal profession. Here are some thoughts for your morning coffee ☕️ ….. If you cut apprenticeship funding for the Level 7 Solicitor Apprenticeship, you stop people like me from entering the profession. When apprenticeships are the only way we can be a part of it. Let that sink in. For many of us from socially mobile or underrepresented backgrounds, apprenticeships aren’t just an alternative—they are the way into a profession that has historically felt out of reach. Here’s why this matters: - Apprenticeships remove financial barriers. University tuition fees, combined with living costs, deter so many talented individuals. Apprenticeships provide an earn while you learn model, making legal careers possible for those who can’t afford traditional routes. - They diversify the profession. A lack of diversity isn’t just an image problem for the legal sector - it undermines the trust of clients and communities. Apprenticeships open doors to people with lived experiences that bring new perspectives, making the profession stronger and more inclusive. - They keep dreams alive. Without funding for Level 7 apprenticeships, countless aspiring solicitors will be locked out - not for lack of talent or determination, but because the system denied them access. Cutting this funding would have devastating implications: a less diverse legal profession, a smaller talent pool, and yet another roadblock for those of us trying to break barriers and prove that talent comes from every postcode. I’m living proof that apprenticeships work. Without this route, I wouldn’t have had the chance to become a qualified paralegal and pursue my dream of becoming a solicitor. To decision-makers: please think about the future you’re shaping. Cutting Level 7 apprenticeship funding doesn’t just close doors for individuals - it closes doors for the legal profession as a whole. Let’s protect opportunities and make sure the next generation of lawyers reflects the communities we serve. #SaveLevel7 #LegalApprenticeships #SocialMobility #RepresentationMatters #BreakingBarriers

I've always been a firm believer that apprenticeships are one of the most effective training models that will help our workforce become future-ready without requiring a four-year degree. (Even back in high school, I proudly used a 50th Anniversary of the National Apprenticeship Act tote bag that my dad brought home from a conference - my workforce wonkiness runs deep!)   The latest Executive Order from the The White House on providing additional career pathways to “secure well-paying, and high-need American jobs” places a welcome emphasis on registered apprenticeship and comes with a clear call to action: federal agencies have 120 days develop a comprehensive workforce development strategy that includes a plan to surpass 1 million new and active apprentices.     While the EO emphasizes skilled trades, it should also create an opportunity to focus more broadly on good jobs for all U.S. workers. In addition to skilled trades, non-degree pathways like apprenticeships can accelerate job creation in high-demand sectors like health care, advanced manufacturing, clean energy, and beyond — all of which can benefit from clearer and stronger connections between learning and work.    And, the work to spur job growth and workforce pipelining doesn’t stop at the training program. Many people face barriers that prevent them from completing programs like apprenticeships—whether it’s the cost of tools or equipment, transportation, childcare, housing, or other essentials. Which is why JFF and its partners work to remove those barriers to successful apprenticeship completion – including the recently announced National Apprentice Fund, with support from Google.org, to help people get a leg up in growing sectors of the economy that need these skilled workers and offer opportunities for upward career mobility.     At Jobs for the Future (JFF), our North Star goal is that 75 million people facing barriers will work in quality jobs by 2033. Achieving that goal will depend on expanded access to apprenticeships, transforming underlying workforce and education systems to ensure they are future-focused, and robust federal and state investment in proven strategies that provide training and supportive services.    That’s the most direct way to deliver what American workers have told us they need the most– new pathways to a promising future.    #Apprenticeship #WorkforceDevelopment #FutureOfWork #AI #Jobs #EO #SkilledTrades #MiddleSkillJobs #InclusiveGrowth #NationalApprenticeshipDay https://lnkd.in/eW3kRtwe

The most common question I get is: “What is a GTO?”
And no it’s not a new type of group fitness class. 💪 In our world, it stands for Group Training Organisation and it could be the simplest way for businesses to bring apprentices on board without any of the headaches. Many businesses know apprenticeships are a smart way to build a future workforce. But when it comes to actually running an apprenticeship program, the barriers pile up fast. Where do you find the right candidates?
Who manages payroll, super, and workers’ comp?
How do you stay on top of compliance and training contracts? For way too many employers, it feels too hard so the thought gets parked. That’s where a GTO steps in. GTOs like MIGAS Apprentices & Trainees act as the legal employer of the apprentice. You simply become the host, giving them day to day work experience while the team at MIGAS handles the heavy lifting. Here’s what that means for you as an employer:
Recruitment done for you – candidates are advertised, screened, and matched to your trade needs. 
Payroll, entitlements & compliance covered – no headaches with contracts, Awards, or paperwork. 
Regular mentoring & support – helping apprentices succeed (and reducing dropouts). 
Flexibility when workloads change – apprentices can be rotated to another host if things slow down. 
Predictable costs – you pay one agreed hourly rate that covers wages, super, insurance, and admin. What’s the result?
You get the benefits of apprentices with fresh talent, energy, and future tradespeople without the admin burden or risk. When it comes to growing your own skilled talent, partnering with MIGAS makes the path simpler, smarter, and more sustainable. Pictured: Harry Steptoe (Carpentry Apprentice) 2024 MIGAS Apprentices & Trainees Apprentice of the Year. #apprentice #apprenticeship #gto #career #employer #trainee #future

Earlier this week my colleague Chloë Mattick and I were invited to Parliament to meet with Andrew Pakes, MP for Peterborough and co-chair of the All Party Parliamentary Group on Apprenticeships We delivered a copy of our Impact Report examining the importance of Level 7 apprenticeships to the accountancy sector, a sector that will be integral to economic growth ambitions and which is suffering from significant skill shortages We talked Andrew through some key data: 1. young people: over 70% of Level 7 accountancy apprentices are aged 24 or below when they start their programme This amounts to around 7,000 young people each year who are supported in their ambition to become chartered accountants, in some cases as young as age 22 2. SME employers: up to 2,000 Level 7 apprentices every year work for non-levy employers who tend to have higher representation in towns and rural areas 99% of non-levy employers surveyed said that Level 7 is an important way for them to develop talent 83% of non-levy employers recruit and support more trainees because of Level 7 3. social mobility and diversity: 85% of Level 7 trainee accountants attended state school 67% come from non-professional family backgrounds 52% of employers say that Level 7 has improved the diversity of their trainees 4. Progression pathways: 93% of employers expect entry-level apprentices at levels 2, 3 and 4 to progress to a Level 7 programme 91% recruit to backfill roles when apprentices progress to higher levels 94% of apprentice accountants say that the potential to complete Level 7 was an important reason for starting their training 5. Economic growth: 79% of employers of apprentice accountants are involved with government priority sectors; accountancy was highlighted as an emerging national strength in the recent Industrial Strategy green paper 90% of employers agree that there is a lack of experienced, qualified accountants 95% of employers believe that Level 7 is an important way to develop accounting talent 93% of employers of Level 7 accountants would find it harder to meet demand for high-level accountancy skills if Level 7 was no longer available I hope that in coming weeks the Government engages with employers who support Level 7 accountancy apprentices to understand just how critical the programme is to them, the sector and the economy Chris Lane John Boulton Will Holt Robert West Simon Ashworth Alex Hall-Chen Gemma Gathercole Rob Alder Ben Rowland Emily Rock (Austin) Nicola Caesar Nichola Hay MBE Jenny Catlin Helen Dalton Jacqui Smith #apprenticeships #accountancy #YoungPeople #CareersInFinance #teamfi

I have lost count of how many times I've said these seven words... ❗ No one is ever just an apprentice. ❗ Why is that important? Because apprentices, while learning, are also part of a team, which means: 🚀 Apprentices are helping the team successfully achieve its goals. 🚀 Apprentices are, therefore, helping the organisation to achieve their goals. 🚀 Apprentices are bringing fresh ideas to improve processes and increase efficiency. Maisie Goodyear is a Digitas UK Media Apprentice, and I have the honour of supporting her during her Multiverse Data Technician Apprenticeship. And this was Masie's worry before starting her apprenticeship, but now she's thriving, and so is her team: "My apprenticeship so far has not only provided me with hands-on experience that I wouldn't be able to achieve elsewhere but also helped me develop personally. I am now so much more confident as a result of feeling like I'm growing exponentially in a multitude of different ways. I was slightly worried before the apprenticeship that I should have gone to university, but in hindsight, I am so happy with my decision to be *not just* an apprentice!" This is the reality for so many apprentices. University is great for some, but it’s not the only path to success. Learning on the job, developing real skills, and making an impact from day one - That’s the power of apprenticeships. For National Apprenticeship Week, let’s challenge outdated mindsets. Apprenticeships aren’t a "second choice" - they’re a smart choice. #NAW2025 #Apprenticeships #NotJustAnApprentice #MyMultiverse #FutureofWork #NationalApprenticeshipWeek