How to employ an apprentice

A practical guide for employers

Employing an apprentice is a structured, manageable way to strengthen your workforce. Whether you're recruiting new talent or developing an existing employee, the process is clear when you understand the stages involved.This guide outlines what to expect, what’s required from you, and how to ensure your apprenticeship delivers real value to your organisation.

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The Step-by-Step Process

Each stage is designed to ensure the apprenticeship is practical, and aligned with your operational goals.

Hiring an apprentice follows a clear and supported structure.

Define the role and apprenticeship route. We help you clarify the job role, identify the right apprenticeship standard, and confirm the appropriate level of training.

Choose your approach to staffing.
Decide whether you’ll recruit a new apprentice or enrol an existing employee to develop skills in a structured way.

Complete sign-up and compliance requirements. We guide you through agreements, commitment documentation, and funding paperwork to ensure everything is accurate and compliant.

Begin delivery and review progress throughout. Your apprentice starts in role while training runs alongside the job, supported by regular reviews to keep development on track.

What's required from you as the employer

An apprentice is a contracted employee and should be treated as a valued member of your workforce. As their employer, you are responsible for providing the structure and support that enables them to develop and contribute effectively. With the right internal support, apprentices quickly become productive contributors to your team.

You will:

Provide a genuine job role with meaningful responsibilities
Pay apprentice wages in line with current regulations
Allow time within working hours for off-the-job training
Offer appropriate supervision and workplace support
Engage in scheduled progress reviews

Preparing your business for success

Setting the foundations

Before your apprentice starts, a small amount of planning can make a significant difference. Taking time to prepare internally helps ensure expectations are clear and the programme runs smoothly from day one. It’s important to clarify day-to-day responsibilities, assign a line manager or mentor, and consider how training time will fit within normal operations.

Setting measurable performance expectations early on will also help guide development and maintain accountability. Clear structure from the beginning helps both the apprentice and your organisation get the most from the programme.

Managing the apprenticeship

Once underway, the apprenticeship becomes part of your normal business operations. Your apprentice works within your team while completing structured learning designed to enhance their performance in the role.

A collaborative approach maintains momentum throughout the programme.

Regular reviews ensure:

Progress remains steady
Training stays relevant
Any challenges are addressed early
Business objectives continue to be supported

Long term benefits

Apprenticeships create more than short-term support. They help build a reliable talent pipeline, strengthen internal progression pathways, and reduce future recruitment costs. By investing in structured development, you’re building skills that stay within your organisation.

Ready to employ an apprentice?

If you’re considering employing an apprentice, our team can provide clear, tailored guidance on the next steps.