Frequently Asked Questions

An apprenticeship is a paid job combined with structured occupational training. The apprentice develops the knowledge, skills and behaviours in an approved standard, with protected time for training during paid working hours. Employers, apprentices and Skillcert agree a training plan and review progress throughout the programme.

Duration depends on the apprenticeship standard, the apprentice’s starting point and contracted hours. Most Skillcert programmes are planned over approximately 12–24 months, although some differ. The statutory minimum practical training period for new starts is eight months; the relevant standard and individual training plan determine the actual duration.

Apprenticeships are available from Level 2 (intermediate) through to Level 7 (master’s level). Skillcert currently offers programmes at Levels 2, 3, 4 and 5 across its advertised sectors. The appropriate level depends on the occupation, responsibilities and learner’s existing skills.

No. Apprenticeships are available to eligible adults of any age, not just school leavers. They can be used to recruit new employees or develop existing staff, provided the apprenticeship delivers substantial new occupational learning and eligibility rules are met.

Skillcert offers apprenticeships in Financial Services, Professional Services, Property Maintenance & Facilities Management, and Adult Care. The individual programme pages explain the occupational roles, training approach and current availability. We can help employers select the appropriate standard.

Apprenticeships can help organisations recruit for hard-to-fill roles, develop existing employees, build a skills pipeline and improve workforce capability. They also create a structured opportunity for employees to apply new learning at work. Outcomes depend on good recruitment, supervision and a genuine development role.

There is no automatic requirement for an apprentice to remain after completion. Many employers use apprenticeships as a route into sustained employment or progression, but retention depends on the employment contract, opportunities and individual circumstances. Plan progression discussions before the programme finishes.

Employers pay wages and provide supervision and paid time for required training. Eligible training and assessment costs can be supported through apprenticeship funding, subject to the funding band and the rules applying to the start date. Additional costs, including any required employer co-investment, should be agreed before enrolment.

The apprenticeship levy is paid by employers with an annual pay bill above £3 million, generally at 0.5% of their pay bill with an annual £15,000 allowance. Eligible levy funds can be managed through the apprenticeship service to pay for approved training and assessment. Funding arrangements and expiry rules should be checked for each employer.

Employers that do not pay the levy can still access government apprenticeship funding. For eligible new starts from 1 August 2026, government funds training and assessment up to the funding band maximum for apprentices aged 16–24; for apprentices aged 25 or over it normally contributes 95%, with the employer paying 5%. Different rules can apply to earlier starts and particular circumstances.

Yes. Apprentices are employees and must be paid for their working time, including required training hours. Minimum wage entitlement depends on age and apprenticeship year. From April 2026 the apprentice minimum wage rate is £8 per hour for eligible apprentices; higher age-related rates apply when required by law.

Skillcert can discuss the vacancy, occupational standard, candidate requirements and recruitment process with you. Employers remain responsible for selecting and employing the apprentice. We can advise on the information needed to advertise and arrange an appropriate apprenticeship start.

Yes. An existing employee can begin an apprenticeship if it develops significant new skills and knowledge for a suitable occupational role. Their prior learning and experience must be assessed, and the training plan adjusted to avoid funding learning they already have.

Entry requirements vary by occupational standard, employer and role. Some programmes have regulatory, professional or qualification requirements. Skillcert will assess suitability, existing knowledge and any English and maths requirements before confirming enrolment.

Not always. Apprenticeships can be suitable for people entering an occupation as well as those progressing within it. Employers should assess whether the candidate can safely perform the role with appropriate supervision and whether the programme offers substantial new learning.

Off-the-job training is planned learning away from normal productive duties that develops the knowledge, skills and behaviours required by the apprenticeship. It can take place at work, online or elsewhere, but must be during paid working hours. The required hours are determined by the applicable standard and funding rules, not a blanket 20% formula.

Skillcert works with the apprentice and employer to agree an individual training plan and coordinate teaching, reviews and evidence. The employer must provide appropriate work opportunities, supervision and time for training. All three parties share responsibility for progress.

Yes. An apprentice normally has an employment contract and an apprenticeship agreement. They are employees, not unpaid trainees, and have employment rights alongside the specific training arrangements of their apprenticeship.

Apprentices generally have the same statutory employment rights as other eligible employees, including paid annual leave, rest breaks, minimum wage, health and safety protections and statutory sick pay where qualifying conditions are met. Employers must also meet their apprenticeship training commitments.

An apprenticeship does not prevent lawful dismissal, but employers must follow the applicable employment contract, employment law and fair procedures. Ending employment can affect apprenticeship funding and continuation, so contact Skillcert promptly if a disciplinary or redundancy situation arises.

Working hours depend on the employment contract, age and working-time law. Apprentices need sufficient paid time for the training required by their programme. Part-time arrangements may be possible but can extend the planned duration.

Overtime entitlement depends on the employment contract and relevant employment law. Employers must ensure total pay complies with minimum wage requirements and that required apprenticeship training is undertaken during paid working hours.

Assessment follows the approved plan for the specific apprenticeship. Evidence may include observations, projects, professional discussions, knowledge tests and other methods. Skillcert will explain the requirements and prepare the apprentice for the applicable assessment approach.

Apprenticeship assessment is the newer model being phased in to replace end-point assessment (EPA). Some standards still use EPA at the end; revised standards may allow assessment during the programme. Which arrangement applies depends on the approved standard version and assessment plan for the apprentice’s start.

Assessment arrangements are set out in the relevant approved plan. An independent assessment organisation remains responsible for assessment design and assurance; under revised plans, providers may conduct or mark specified elements and employers may verify behaviours. Skillcert will confirm the applicable responsibilities.

The first step is to identify what is making progress difficult. Skillcert can work with the apprentice and line manager to review the training plan, agree achievable actions, arrange appropriate learning support and monitor progress. Raise concerns early rather than allowing work to accumulate.

Where the assessment plan permits, an apprentice may be offered a resit or retake of unsuccessful components. The rules, preparation, timescales and any additional charges depend on the standard and assessment organisation. Skillcert will discuss the options with the employer and apprentice.

The line manager should provide meaningful work opportunities, regular feedback, supervision and protected time for training. They should participate in progress reviews, help the apprentice apply learning at work and promptly raise any concerns about performance or wellbeing.

The amount of supervision depends on the apprentice’s competence, duties, workplace risks and safeguarding or regulatory requirements. A named workplace mentor or line manager should be available to support learning, check safe practice and contribute to reviews.

Additional learning support funding may be available where an eligible apprentice has a learning difficulty or disability that creates a direct barrier to learning. Eligibility and evidence requirements apply. Skillcert can discuss needs confidentially and assess appropriate support and reasonable adjustments.

On successful completion, apprentices may continue in their role, progress to greater responsibility, pursue further professional development or undertake another eligible apprenticeship where it offers substantial new learning. Employers should plan progression discussions ahead of completion.

Eligible levy-paying employers can transfer a proportion of their available apprenticeship funds to other employers through the apprenticeship service, subject to current government limits and conditions. Skillcert can explain how transfers may support a planned apprenticeship.

If an apprentice is made redundant, contact Skillcert promptly. Special funding and continuation arrangements may apply depending on the apprentice’s circumstances and how much training remains. We can discuss options for finding another employer and continuing learning where permitted.

Apprentices can resign in accordance with their employment contract and applicable law. They should tell their employer and Skillcert promptly so the training record, funding and any possible continuation with another employer can be managed correctly.

Apprenticeships in England operate within government funding rules and approved occupational standards. Skills England maintains standards and assessment plans; the Department for Work and Pensions oversees apprenticeship policy and funding; Ofsted inspects relevant training provision, and Ofqual regulates applicable assessments.

Yes. Small employers can recruit apprentices or develop existing employees, and government funding may cover much of the eligible training cost. The business must still provide suitable employment, supervision, paid training time and any required financial contribution.

After enrolment, Skillcert processes your details, confirms your programme and training plan, and arranges contact with your allocated tutor. You may be asked to complete initial assessments, a personal profile and introductory learning activities. Check your welcome email for your own timetable; if you have not received it, contact our support team.

Check your inbox and junk folder for Skillcert messages, including any OneFile or Microsoft Teams invitations. If you are unsure who your tutor is or have not received an agreed appointment, call Skillcert on 01332 973144 or email support@skillcert.co.uk so we can investigate.

Skillcert uses a blend of Microsoft Teams teaching, workplace activity and tutor support. Depending on your programme, this may include live online sessions, workplace observations, assignments, professional discussions and progress reviews. Your individual training plan will explain how your learning is delivered.

Microsoft Teams is a secure online meeting platform used for teaching, discussions and reviews. Your tutor will send a joining link. You can normally join using a computer, tablet or smartphone with internet access and suitable audio; a camera may be helpful for interactive sessions. Tell your tutor if you need help accessing it.

Your progress is assessed against the knowledge, skills and behaviours of your apprenticeship standard. During training, evidence might include assignments, observations, discussions, projects, work products and tests. Final assessment requirements depend on the approved assessment plan for your particular standard.

Your OneFile portfolio is the online record of your learning, activities, evidence and progress. You and your tutor use it to plan tasks, upload work, record feedback and prepare for assessment. Keep your login details secure and contact Skillcert if you cannot access your account.

Your planned duration depends on the apprenticeship standard, prior learning and working hours. You will receive an individual training plan with a planned end date and milestones. Your tutor will explain the timetable and review it with you and your employer if circumstances change.

Tell your tutor as soon as you are struggling. We can discuss barriers, prioritise tasks and agree a realistic support plan with you and your employer. Regular engagement is important, but the aim is to help you recover progress rather than allow overdue work to build up.

Early completion may be possible if you have completed the required training and met the standard’s requirements. Apprenticeships must still satisfy the applicable minimum training duration and required hours. Your tutor can review whether a revised plan is appropriate.

A formal break in learning may be appropriate when you cannot actively participate in training for a sustained period, for example because of illness, parental leave or other significant circumstances. Eligibility and funding rules apply. Speak to your tutor promptly so the correct arrangements and return plan can be agreed.

End-point assessment (EPA) is the final assessment model used for many existing apprenticeship standards. Reforms are introducing apprenticeship assessment, which may include assessment during training. Your tutor will explain which approved assessment plan applies to your programme and how you will prepare.

You may be able to continue if your new employer can support the same apprenticeship and the required agreements and funding arrangements can be updated. Tell your tutor as early as possible; do not assume the apprenticeship transfers automatically.

If you are considering leaving, speak to your tutor and employer first. We can explain your options, discuss any support needs and ensure your training records and funding are updated correctly if you decide to withdraw.

English and maths requirements depend on your age, prior qualifications, programme and the funding rules applying to your start. Your tutor will explain whether you need functional skills training or assessment and how English, maths and digital skills are developed in your occupation.

Careers information, advice and guidance (CIAG) helps you understand your career options and next steps. Your tutor can discuss strengths, progression opportunities, qualifications and potential career pathways during reviews. You can also explore the Skills England occupational maps.

Off-the-job training means planned learning that develops the occupational knowledge, skills and behaviours in your apprenticeship, separate from your usual productive duties. Examples include teaching, mentoring, supervised practice, shadowing and relevant projects. It must take place during paid working hours and be recorded in line with your training plan. Your tutor will confirm the hours required for your standard.