Yes, businesses of all sizes can offer apprenticeships.
Funding works slightly differently depending on whether you pay into the levy (or Growth and Skills Levy) or use government co-investment funding.
For many smaller employers, the government funds 95% of the training cost, with the employer contributing the remaining 5%.
The right apprenticeship will depend on their current role, level of experience and the skills you want them to develop.
For employees who are stepping into their first management role or already supervising people, a Level 3 Team Leader apprenticeship is often the best fit. This is ideal for developing confidence in areas such as communication, people management, delegation and team performance.
For more experienced managers who are responsible for departments, processes or wider operational delivery, a Level 5 Operations Manager apprenticeship may be more suitable. This programme is designed for those leading teams, managing projects and contributing to business performance at a broader level.
For experienced marketing professionals who are leading strategy, budgets and campaigns, our Level 6 Marketing Manager apprenticeship is designed to build strategic and commercial capability.
If you’re unsure which route is the best fit, our team can help assess the employee’s current responsibilities and recommend the most suitable apprenticeship for both their development and your business goals.
Yes. Apprenticeships are not just for new hires or school leavers. Many employers use them to upskill existing team members, develop future managers and strengthen specialist skills within the business.
This is particularly popular for programmes such as:
The training must not duplicate skills they already have or significantly overlap with previous qualifications or experience.
No. Apprenticeships are available for employees of all ages and career stages.
They are widely used for:
Yes. Apprenticeships are available from entry level through to senior leadership.
For example, our Level 6 Marketing Manager apprenticeship is ideal for experienced marketers who are leading strategy, managing budgets, overseeing campaigns and influencing wider business objectives.
Yes. as long as the apprenticeship develops new skills and knowledge relevant to their role and does not significantly overlap with a qualification they already hold. Apprenticeships are designed to build new occupational competence, so the programme must offer clear progression rather than duplicate previous learning.
From 2026, the Apprenticeship Levy is being replaced by the Growth and Skills Levy.
This gives employers more flexibility in how levy funds can be used, while apprenticeships remain one of the most effective funded routes for developing staff.
Our team can help employers understand what funding is available and which apprenticeship programmes are eligible.
For non-levy employers, the government usually funds 95% of the cost, meaning employers contribute just 5%.
For levy-paying employers, training can be funded through your digital account.
For example, some programmes may cost a total from £450 + VAT for the employer contribution, depending on the apprenticeship standard.
To be eligible, the apprentice must normally be aged 16 or over, employed under a contract of employment, and have the right to work in England.
They must usually be ordinarily resident in the UK for the previous three years and spend at least 50% of their working hours in England during the programme.
We also assess prior learning, qualifications, and experience to ensure the apprenticeship provides significant new knowledge, skills and behaviours. For example, someone who already holds a qualification in the same subject area at the same or a higher level, such as a marketing degree applying for a marketing apprenticeship, may not be eligible if there is significant overlap with the apprenticeship content.
In these cases, eligibility will depend on whether the programme offers clear progression and new occupational learning rather than repeating previous study.
Eligibility can vary depending on residency status, prior learning, and personal circumstances, so we will always confirm this before enrolment.
Applying for apprenticeship funding is usually straightforward, and our team will guide you through the process.
If your organisation pays into the levy, funding is accessed through your Digital Apprenticeship Service (DAS) account, where you can approve the apprenticeship and authorise the use of your available funds.
If you do not pay the levy, you can still access government funding through the co-investment route, where the government typically covers 95% of the training cost and your organisation contributes the remaining 5%.
For many employers, the first step is simply to speak to our team, and we will advise on the most suitable funding route for your business.
No - the apprenticeship cost includes training delivery, coaching, support and end-point assessment.
There are no hidden fees for the core programme.
Optional external certifications, where relevant, may carry separate charges if chosen by the employer or learner.
Before the programme begins, there must be:
These documents must be agreed by the employer, learner, and training provider before the start date.
Apprentices must complete learning as part of their paid working hours.
This includes structured learning, coaching sessions, workshops and work-based projects.
The learning is designed to complement their role, so much of it directly supports what they are already doing at work.
Off-the-job training does not mean your employee is away from work all the time.
It means they are developing new knowledge, skills and behaviours outside their normal day-to-day tasks.
For example, if they’re writing a social media post, they’ll apply new strategies learned in the apprenticeship. If they’re reviewing campaign performance, they’ll use new analytics techniques from the training.
In most cases, employers see the opposite.
Because the learning is directly applied to their role, many businesses begin to see improvements in:
The aim is not to remove productivity, but to strengthen it.
No, apprenticeship funding rules require learning to take place during paid working hours. However, some independent study can be done at the employee’s discretion.
Most employers begin to see impact early through improved performance, stronger communication, better processes and increased confidence in-role.
For leadership and marketing programmes, this often translates into improved team outcomes and measurable business results.
The duration depends on the programme level and standard, but most apprenticeships typically run between 12 and 24 months, including the end-point assessment period. We’ll advise on the most suitable programme length based on the role and learner’s starting point.
Yes. Many employers use apprenticeships to upskill multiple team members across different departments or levels. We can support cohort enrolments as well as individual learners.
Apprenticeships help businesses build in-house capability, improve retention, and develop role-specific skills that directly support performance and growth.
Rather than relying on external recruitment or agency support, employers can develop talent from within, building the skills their business needs both now and in the future. This often helps reduce recruitment costs, strengthen succession planning, and create clearer progression routes for existing employees.
Because the learning is applied directly in the workplace, the impact is practical and immediate. Employees can use new knowledge and skills in real time to improve processes, strengthen team performance, support commercial objectives, and contribute more effectively in their role.
Many employers also find that investing in employee development increases engagement and loyalty, helping to retain high-potential team members and reduce staff turnover. Apprenticeships are particularly effective for developing future managers, specialist skills, and leadership capability across the business.
It’s fully remote, combining live online workshops, one-to-one coaching, and independent study via Ascento’s learning platform.
They’ll receive tutor led coaching once a month. This is usually monthly 1-hour coaching sessions with an industry expert, or a workshop, plus regular progress reviews.
At Ascento, employers receive regular progress reviews, scheduled check-ins and clear reporting on learner attendance, development and milestone completion.
You will also have visibility of:
No, apprentices can start at any time, so there’s no waiting for a new cohort.
We offer flexible start dates across most of our programmes, meaning your employee can often begin without waiting for a traditional academic term or cohort to start.
Employers are expected to support the apprentice with time for training during paid working hours, regular progress reviews, and opportunities to apply their learning in the workplace. We guide line managers through what is required, making the process straightforward and manageable.
At the end of the programme, the apprentice completes their end-point assessment (EPA). Once successfully completed, they receive their qualification certificate and will have developed practical skills that can be applied immediately in their role.
The EPA is the final stage of the apprenticeship.
This typically includes a combination of:
The format varies slightly depending on the apprenticeship standard.
They’ll have the opportunity to resit the assessment, with additional support provided.
