What is changing in 2026
The rules around apprenticeship funding are changing, and for most employers the news is positive. Two changes stand out:
- From 1 August 2026, smaller (non-levy) employers pay nothing towards training and assessment for apprentices aged 16 to 24.
- From October 2026, non-levy employers can claim a £2,000 payment for each new apprentice they take on aged 16 to 24.
Together, these changes make growing your team through apprenticeships more affordable than it has been in years. We have written a plain-English guide to everything that is changing.
Funding apprenticeships for your workforce
Apprenticeships give employers access to substantial, government-backed funding. How you access it depends on whether you pay the Apprenticeship Levy.
If you pay the Apprenticeship Levy
Employers with an annual pay bill over £3 million draw from their digital levy fund, with a 10% government top-up, to cover eligible training costs. Unused funds expire after 24 months, so timely planning is essential.
If you do not pay the levy
Most smaller employers do not pay the levy, and the government funds the majority of training costs. From 1 August 2026, training and assessment for apprentices aged 16 to 24 is fully funded — you pay nothing towards the cost of their training. For apprentices aged 25 and over, co-investment continues, with the government funding the majority and you contributing a small share.
New for 2026: a £2,000 payment for younger apprentices
From October 2026, non-levy employers can claim a £2,000 payment for each new apprentice they employ aged 16 to 24, paid in two instalments. Combined with fully funded training, this significantly reduces the cost of building your workforce.
All apprenticeship delivery follows the current funding rules, including minimum duration and off-the-job training requirements, as defined in the standard and agreed in the training plan.
Browse Our Apprenticeships
With specialities in ambulance, dental nurse, pharmacy and care, we can support the development of your clinical workforce using funded apprenticeships.
1500 +
Apprentices Trained
77%
Merit or Distinction Rate
93.3%
Achievement Rate
4.5%
Withdrawal Rate
Typical Time Commitments Across Apprenticeships
Apprentices are expected to spend at least 20% of their normal working hours on off-the-job training. For a full-time 30-hour week, that averages around 6 hours per week across a 12-month programme.
For part-time apprentices working under 30 hours, the total duration extends proportionally. For example, someone working 15 hours per week on a 12-month standard may need up to 24 months to complete the required hours and training volume.
Training can be delivered through flexible models — front-loaded blocks, remote modules or monthly sessions — as long as active learning occurs at regular intervals.
Frequently Asked Questions
Can’t find an answer to your question?
Our friendly team can discuss all of our training programmes and offer advice on funding supports available.
From 1 August 2026, smaller (non-levy) employers pay nothing towards training and assessment for apprentices aged 16 to 24. From October 2026, non-levy employers can also claim a £2,000 payment for each new apprentice they take on in that age group. Levy-paying employers continue to draw from their digital fund as before.
No. There are no age limits for starting an apprenticeship, and many of our learners are over 40, bringing valuable experience that helps them succeed. That said, from 2026 there is enhanced funding for apprentices aged 16 to 24, so it is worth considering the age of your candidates when planning.
Yes, you must employ the apprentice at a legal salary, and pay them whilst they are learning too.
The apprentices will be recruited to your organisation and therefore should be provided with all the normal equipment for that role, and go through your normal due diligence checks.
Yes, only if a driving qualification is integrated into the apprenticeship, the learner must be able to complete these courses. If not, then no.
No, to join an apprenticeship there must be an opportunity for the learner to have significant learning. Completing such a small part of the apprenticeship especially when they are already in the role would not be classed as significant.
Possibly. Apprenticeships suit staff who wish to upskill into a higher role. For example, a Level 3 support worker could enrol onto our Level 4 programme. However, we cannot accept staff already working at the apprenticeship clinical grade as new candidates, as they will already have significant experience and knowledge.
No, neither you nor the apprentices will incur any costs
To have staff complete the blue light driver training then we must prove that there is a legitimate need. For this the awarding body asks that organisations are CQC registered.
No, the apprenticeship funding is only available for companies based in England.
You may charge reasonable costs such as uniform or DBS checks, but these must be outlined in the initial apprenticeship contract. You may not charge for the cost of the apprenticeship that is drawn from the levy.
At the start of the application we will complete an assessment with the potential apprentice. Here we will discuss their needs and explore what adaption we can make to help them succeed on the apprenticeship. Many of our learner have additional needs and disabilities and are successful, however they must be capable of completing all aspects of the apprenticeship including the driving skills.
Want to Know More?
Contact MediPro to discuss staff training apprenticeship opportunities and how they can benefit your business!
Make An Enquiry