Employing Apprentices

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by Rebecca Lister | 26th May 2025

How Can Apprenticeships Help Your Business?

Major 2025 changes make it easier for UK SMEs to hire apprentices over 19 by removing English and Maths barriers. Here’s how you can benefit.

In February 2025, significant changes were brought in aiming to shake-up the current system of employing apprentices. It is expected to open the doors to thousands of new apprentices, and offer exciting opportunities for businesses, especially small and medium sized enterprises (SMEs) struggling with staff shortages and recruitment difficulties.

The changes will mean employing apprentices of adult age will no longer need to have English and Maths qualifications to complete their course. Employers will now be able to decide whether apprentices over the age of 19 years will need to complete their English and Maths Level 2 qualification in order to pass their apprenticeship course.

The Department for Education is hopeful this will remove a key barrier for individuals and attract 10,000 new apprentices to join industries where staff are in demand. In doing so, more focus will be on candidates’ strengths, skills development and long-term careers over their academic background. The changes have also reduced the minimum duration of an apprenticeship course, down to eight months from 12 months.

For young people, school leavers aged 16 to 18, the core structure of apprenticeships remains largely unchanged. English and Maths requirements will still apply for this age group, ensuring foundational skills are developed alongside vocational training.

Boost Workforce Agility with the New Apprenticeship Reforms

The changes to the apprenticeship system offer an opportunity for businesses to benefit from a broader, more diverse talent pool, upskill staff and meeting workforce needs more quickly and efficiently as well as boosting apprenticeship uptake among older staff – thereby tackling age-based stereotypes. Want to see how this could apply to your industry? Contact Eclipse HR for a tailored apprenticeship strategy.

Save £2,500–£18,000 per Apprentice Annually

Successfully employing apprentices can have many benefits for employers in the long time.

By investing time in training apprentices, employers can create a highly skilled workforce, they can also develop and train staff directly. Thereby suited to the evolving needs of the business.

Through the apprenticeship scheme, companies can meet current skills requirements while also building relevant skills needed for the future. Additionally, training apprentices has been shown to boost staff loyalty and motivation, leading to greater staff retention and general wellbeing.

Employing apprentices can also benefit a company’s finances, with it being estimated that companies can see a yearly gain between £2,500 and £18,000 per apprentice, making apprenticeships a smart investment.

Financial benefits can be found from lower recruitment costs, the ability to shape and train staff to meet specific needs and the apprenticeship levy helping fund training either fully or partly. Increasing apprenticeship participation is essential to closing the UK’s widening skills gap.

Upskilling and Breaking Stereotypes

Apprenticeships combine job training with off-the-job learning to provide a balanced, real-world skill development experience. Not only providing an exciting route to bring new people into the workforce, but apprenticeships can also be utilised to upskill current staff.

It is hoped that the recent changes will see an increase in older staff entering apprenticeships too, helping to reshape perception of who apprenticeships are for. Through upskilling current staff, companies can ensure workers are growing and developing professionally alongside the company, in a cost-efficient manner.

Wage Uplift in April 2025

In further support, the national minimum wage for apprentices rose to £7.55 per hour on April 1, 2025. This is set to improve recruitment and retention, making apprenticeships more financially attractive to prospective candidates.

Taking on an Apprentice

Choosing the right apprenticeship offer businesses a fantastic opportunity. Whether you’re looking to recruit fresh talent, reskill existing staff, or build a workforce fit for the future, apprenticeships can offer a cost-effective solution.

It is important to remember that if you are employing apprentices there are certain requirements that differ from regular recruitment processes. Before starting the programme, an initial assessment should be carried out to ensure the apprenticeship is at the correct level for the individual.

A valid apprenticeship agreement outlining the terms of the apprenticeship must be in place between your company and the apprentice. This agreement should clearly outline the responsibilities of the employer, apprentice, and training provider.

Additionally, you must agree on a training plan that includes:

• The planned content and schedule for training
• What is expected and offered by:
  • The employer
  • The training provider
  • The apprentice
• How to resolve queries and complaints throughout the apprenticeship

At the end of the apprenticeship, the apprentice will need to complete an end point assessment to demonstrate they have met the required standard. More information on the steps you must take when employing apprentices can be found on the government website.

Get in Touch Today

Here at Eclipse HR, we provide consultancy and HR support for a range of services for businesses. Our team are highly experienced and equipped to understand your company needs and offer tailored guidance and solutions.

For more information on how we could help you with employing apprentices, get in touch to speak to a member of our team today, or please feel free to explore our website to learn more about the HR services we provide in Kent and the South East.

Author: Rebecca Lister
Rebecca supports the Eclipse HR team and our clients across a range of tasks. Alongside her role, she is studying for an Integrated Masters in Advanced Legal Practice (MLaw) at the University of Kent. Her academic focus, particularly in employment law, complements her practical experience and deepens her understanding of HR in action.