Apprenticeships in England: employer levy, co-investment and funding rules
Covers who pays the Apprenticeship Levy and at what rate, employer co-investment for levy and non-levy employers, the off-the-job training and minimum duration rules in force since August 2025, apprenticeship agreements, end-point assessment, foundation apprenticeships, apprenticeship units, and the Growth and Skills Levy reforms taking effect on 1 August 2026 (co-investment changes, levy fund expiry, incentive payments). Built for HR and learning & development teams of employers in England and for training providers who need exact rates, thresholds and deadlines rather than a general overview. Curated by Kopik from public sources: Department for Education, Department for Work and Pensions, HM Revenue & Customs, Ofqual and the Institute for Apprenticeships and Technical Education (Open Government Licence v3.0).
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This assistant answers employers' and training providers' questions about apprenticeships in England: who pays for the training, how co-investment works, which rules apply to duration, off-the-job training and assessment, and what changes with the Growth and Skills Levy reforms from 1 August 2026. It is built for HR, learning and development teams and training providers who need exact rates and deadlines. Every answer comes from official guidance published by the Department for Education, the Department for Work and Pensions, HM Revenue & Customs, Ofqual and the Institute for Apprenticeships and Technical Education.
Who pays for apprenticeship training from 1 August 2026
For new starts from 1 August 2026, the government funds all training and assessment costs, up to the funding band maximum, for apprentices aged 16 to 24 at the start of their training. This applies both to employers who do not pay the levy and to levy payers whose account has insufficient funds.
For apprentices aged 25 or over, the split depends on the employer. A non-levy employer co-invests 5% and the government funds 95%. A levy payer with insufficient funds co-invests 25% and the government funds 75%. For levy payers, apprentices already on programme before these changes keep the current 95% government rate.
If the negotiated price is above the funding band maximum, the employer pays the whole difference. Where an employer delivers training to its own staff as an employer-provider, co-investment does not apply.
The apprenticeship agreement and training plan
Employers must sign an apprenticeship agreement with the apprentice. It sets out the skill, trade or occupation, the name of the apprenticeship, the start and end dates and the amount of training the employer will give.
A training plan must also be signed by the employer, the apprentice and the training provider. It covers the planned content and schedule of training, what each party expects and offers, and how queries or complaints are resolved.
If the apprentice has relevant experience, such as a relevant qualification, sector experience or completed training, the training may be shortened. Any reduction must be agreed with the provider and the apprentice during the initial assessment.
Employer responsibilities and apprentice rights
Apprentices are aged 16 or over and can be new or existing employees. The employer must pay at least the minimum wage, issue an employment contract for the duration of the apprenticeship, provide on-the-job training, mentoring and supervision, and run an induction covering policies, procedures and a safe working environment.
Apprentices are entitled to at least 20 days of paid holiday per year plus bank holidays. Neither the provider nor the employer may ask the apprentice to contribute financially to the eligible costs of training or assessment, even if the apprentice leaves early.
Apprenticeship units for upskilling staff
From 1 August 2026, apprenticeship units offer short training courses for existing employees aged 19 and over, where new skills are needed or a job is changing. Each unit lasts between 30 and 140 delivery hours, spread over 1 to 16 weeks.
The first units cover areas such as AI leadership, battery manufacturing, electric vehicle charging point installation and maintenance, solar PV installation and maintenance, electrical and mechanical fitting and assembly, permanent modular building assembly and mechanised welding.
Units are fully funded for non-levy employers, and for levy payers when the learner is aged 19 to 24. For learners aged 25 or over, levy payers use their levy funds and then co-invest 25% once funds run out. Employees are registered through the apprenticeship service account.
How apprentices are assessed
End-point assessment (EPA) is an independent assessment at the final stage of the apprenticeship, and an apprentice cannot achieve the apprenticeship without passing it. It is a regulated qualification run by awarding organisations.
Before EPA, the apprentice, employer and training provider jointly decide at the gateway that the apprentice is ready. Changes announced in February 2025 are gradually replacing EPA with apprenticeship assessment, which can take place throughout the apprenticeship. The training provider confirms which approach applies.
Questions fréquentes
Does this guidance apply in Scotland, Wales or Northern Ireland?
No. The guidance covered here is for employers in England. Scotland, Wales and Northern Ireland have their own way of employing an apprentice.
Can an existing employee become an apprentice?
Yes. Apprentices can be new or current employees, as long as they are aged 16 or over. Apprenticeships are available to existing staff who want to retrain or upskill.
Can we ask the apprentice to repay training costs if they leave?
No. The funding rules state that neither the provider nor the employer may ask the apprentice to contribute financially to the eligible costs of training or assessment. This applies whether the apprentice completes the programme or leaves early, including when they leave the employer.
What happens if an apprentice fails part of the end-point assessment?
The apprentice, employer and provider can discuss the assessor's feedback and draw up an action plan for a resit or a retake. A resit usually happens without further training, while a retake involves further training first. A part that has already been passed cannot be retaken to improve the grade.
Can we use a third party to employ the apprentice?
Yes. If you do not want to hire and train the apprentice yourself, you can use a flexi-job apprenticeship agency. The apprentice is employed by the agency but works in your organisation.
Which apprenticeship standards lose government funding in September 2026?
Funding is withdrawn from 16 standards for all new starts, regardless of age, from September 2026. They include Team Leader, Operations Manager, Coaching Professional, Learning and Skills Assessor and Chartered Manager (degree). Apprentices already on these standards are funded to completion, and employers can still fund them privately.
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