NEW APPRENTICESHIP CHANGES SPELL IMPROVED UX FOR ALL

It’s a time of transition for apprenticeships. The government has made several changes designed to boost the overall usability of the programme both for employers recruiting and upskilling staff, and apprentices themselves. These changes are all about making the apprenticeship user experience smoother, more intuitive, and easier to access. The improvements are in line with what both businesses and apprentices have been saying is needed, so everyone can expect a better, more user-focused journey. 

Through the LCR BeMore platform, we strive to provide timely and accurate information about apprenticeships and other skills opportunities to help inform decisions which impact career development and business growth. So, here’s a breakdown of the apprenticeship changes which will be of interest to businesses planning staffing strategies, pupils finishing school and adults thinking about boosting their skills:

1.    Shorter, flexible apprenticeships

From August 2025, the shortest duration for an apprenticeship was reduced from 12 to 8 months. This could suit sectors where skills can be acquired quickly, or for individuals who already possess some knowledge due to previous jobs or training. Those with no prior experience who enrol in an apprenticeship will need to complete at least 187 hours of off-the-job training. But whereas previously this was spread out over a minimum of twelve months, now this can be completed in a shorter time (as long as it is at least 8 months).

It’s essential to note that, in theory, this change means that apprentices can qualify more quickly; however, the reality is that many employers will still prefer to spread their apprentices’ training hours out to avoid them being “off-the-job” for extended periods. 

2.    Reforms to off-the-job training & assessment

There’s now less confusion about how much off-the-job training an apprentice needs to do. Each apprenticeship now has a clear minimum set of hours published. This replaces the previous rule, which required apprentices to spend at least 20% of their working time on “off-the-job” training. This also means that part-time apprentices can theoretically complete their programmes in as little as 8 months, as long as they complete the minimum number of off-the-job training hours. 

End point assessments (now just called “apprenticeship assessments”) are also changing. Instead of one big end test, parts of the assessment are likely to be done as the apprentice progresses along their training pathway, in a more modular way.

For businesses, this means apprentices should be able to access training and be assessed when it fits your workflows. Of course, businesses also need to factor in their apprenticeship provider’s teaching schedules. For learners, once in place, the new assessment pattern should feel fairer and less overwhelming.

3.    English & Maths no longer compulsory for 19+

Since February 2025, apprentices aged 19 and above have no longer been required to meet minimum maths & English standards as part of the pass requirement. It’s now up to the employer to decide whether these subjects should be included as part of their employees’ apprenticeship, where they don’t hold level 1 or 2 equivalent.

This opens doors for adults in the Liverpool City Region who might have been put off apprenticeships by the idea of sitting what they view as classroom lessons and exams again. It’s a big step towards making apprenticeships work for everyone, especially where on-the-job skills matter most.

4.    Foundation apprenticeships

Brand new foundation apprenticeships have been launched, mainly for those aged 16-21, and up to 24 for some (like care leavers). These entry-level roles offer a wage and provide individuals with vital experience in key sectors, including construction, engineering, digital, and health & social care.

Employers who take on a young person through a foundation apprenticeship can access an incentive of up to £2000, the final payment of which is released if the young person progresses onto an apprenticeship in the organisation.

5.    Reduced funding for level 7 apprenticeships

From January 2026, most public funding for level 7 apprenticeships (the equivalent of a Master’s degree) will only be available to people aged 21 and under, or up to 25 for care leavers and those with EHCPs. Those who start before then or who are already on a programme can complete with funding as planned.

This change has been made to reroute funding towards more level 2 apprenticeship opportunities for school leavers and others entering the workplace. Businesses may need to plan differently for developing higher-level skills, but the shift should mean more young people can access advanced opportunities earlier in their careers.

6.    Skills England replaces IfATE

Skills England has replaced the Institute for Apprenticeships and Technical Education (IfATE). This new body will work more closely with employers to keep apprenticeships up to date with changing workplace needs.

A user-friendly apprenticeship system

These changes will enhance the overall usability of apprenticeships, making them easier to access, more practical to complete, and better tailored to the needs of both employers and individuals. Whether you’re a business looking for talent or someone exploring a new step in your career, the whole system is now more intuitive and less stressful to navigate. By improving the apprenticeship UX, these updates make it simpler for companies to upskill their workforce and for people to build skills and progress. If you’ve been waiting for a better, more user-friendly apprenticeship system, this is it.