Tips on how to speak to your employer about apprenticeships

Thinking about studying while you work? Here are eight top tips on speaking to your employer about apprenticeships.

Two colleagues engaged in a conversation

When you think of apprenticeships, what comes to mind? Perhaps a school leaver who’s just completed their GCSEs and started a vocational apprenticeship like plumbing or hairdressing? While that certainly can be the case, a large percentage of apprentices are aged 19+ and were already employed in a job role before they started their apprenticeship.

Viewed from this perspective, an apprenticeship – particularly higher and degree apprenticeships – can provide vital continued professional development for those keen to learn but want to continue working. If this sounds like you, here’s our eight tips on how to speak to your employer.

1. Do your research

Doing your research is important. For a start, you’ll want to go into a conversation prepared and it also demonstrates your commitment to development.

Here are some ideas of what to research.

  • How apprenticeships work
    Gov.UK will tell you how apprenticeships work, but the best way to learn more is to speak to someone. Come along to an ARU Open Day where we hold information sessions, and you'll have an opportunity to ask questions.
  • The right apprenticeship standard
    What’s an 'apprenticeship standard'? Essentially, it’s an apprenticeship course, at a particular level, for specific job role/s. Examples include Project Manager Degree Apprenticeship or Nursing Associate Higher Apprenticeship. There are hundreds of apprenticeship standards across various sectors: see Skills England for a full list. You can find ARU apprenticeships on our website: Higher and degree apprenticeships (levels 4-6) and college apprenticeships (levels 2-3).
  • Your employer’s approach to training
    Find out what your employer’s policy is to staff development. For example, is there a dedicated team that looks after staff training? Are there clear guidelines and resources for CPD? Talk to your line manager in the first instance but there could be others in your organisation that can help too, such as HR or colleagues who are going though formal training routes themselves.

2. Choose the right time to discuss apprenticeships

For example at one-to-one meetings with your manager, at a performance review, or ask for a meeting. That way it’s the right context and you have their undivided attention.

3. Explain the benefits to your employer

Backed with research, explain how the training could benefit your employer. Benefits include:

  • retain staff which in turn reduces recruitment costs. This isn’t just the financial cost of hiring but also the time involved in the recruitment process
  • upskill employees. With increased knowledge, skills and professional behaviours they’re better equipped to do their jobs and progress in the company
  • see impact in the workplace almost immediately. Apprentices learn while they work, and we’re often told that what’s taught in the classroom gets brought into the workplace and vice versa.

4. Explain the cost-efficiency of apprenticeships

Levy payer
If your employer is a Levy payer it means they pay into a ‘digital account’. They can cover the cost of training using their Levy funds. This makes apprenticeships a cost-effective way to fund training for large organisations.

Non-levy payer
If your employer doesn’t pay the Levy, they will only pay 5% of the cost of the apprenticeship programme. The Government pays the remaining 95%.

5. Explain off-the-job training hours

Part of the regulations around apprenticeship training is that employers must give apprentices a certain amount of time dedicated to off-the-job training.

Off-the-job training is where apprentices learn during normal working hours. This might happen in the workplace or elsewhere - but it's not part of normal working duties.

If an employer has concerns, you can make a case to counter them. Try these points:

  • off-the-job training makes employees more efficient in the long run
  • it demonstrates the company’s commitment to staff development, making it a more attractive place to work
  • giving an apprentice time-off for study will result in better performance overall.
  • projects that apprentices undertake during their studies are often work-based. They have real-term positive impact for the organisation.

6. Point your employer to more information

After your conversation, send an email to your line manager or HR rep with the following links:

7. Explain the next steps to your employer

Every apprenticeship starts with a conversation. Direct your employer to our dedicated apprenticeship consultants who can talk through how it works. They’ll be able to guide you and your employer every step of the way.

8. If now isn't the right time...

If your employer decides an apprenticeship is not the right solution now, there are other options.

You could ask your employer to sponsor you to study an online degree. At ARU, we're specialists in this area, offering a range of undergraduate and postgraduate degrees. They're all taught by distance learning. Find out more about our online degrees.