in Adult Care

Apprenticeships are becoming increasingly popular among employers. And for good reason, because apprenticeships are an effective and economic way to upskill your workforce, leading to better, more efficient, and more reliable productivity. 

What is an apprenticeship?

An apprenticeship is a training programme that combines a job role with ‘off-the-job’ education and skills development. It is a way for individuals to have a genuine job and income, while pursuing a qualification and developing the skills and expertise for a certain role at the same time.

Most apprenticeships take approximately 12 to 18 months to complete. Usually, the apprentice works four days a week, and spends one day ‘off-the-job’, whether that is following training, doing research, meeting with their tutor, or self-studying.


The combination of employment with off-the-job training means that the apprentice can practice the skills they learn in their training in a real work environment. They gain hands-on experience that helps them progress in their role at a faster pace and prepares them for higher level jobs.


To complete the apprenticeship, the apprentice must successfully complete the required elements of the programme, which includes obtaining a diploma and an End Point Assessment (EPA). The EPA is undertaken by an independent End Point Assessor, such as City & Guilds.

How can apprenticeships benefit my organisation?

For employers, apprenticeships are a relatively cheap, secure and vastly underused way to strengthen their business. For example, the opportunities that apprenticeships offer your organisation include,


1. Develop in-house talent.

Apprenticeships are an excellent way to develop the talents of staff you know, trust, and want to keep in the business. By offering employees the opportunity to pursue a qualification while maintaining in their jobs, you will enable them to broaden and deepen their skills and progress to different roles in the organisation.


2. Save on recruitment costs.

Upskilling your existing workforce can be an effective way to avoid having to recruit externally, thereby avoiding recruitment costs and making efficient use of readily available talents and skills.


3. Reduce pressure on high-level management.

With more staff being qualified and trained in managerial tasks, the pressure on high-level management reduces and delegation and absence-coverage become easier.


4. Improve the quality of your service.

Better trained staff are more likely to rely on their professional instinct and will be able to find simple, effective solutions that will lead to a better service and more satisfied clients.


5. Ensure you employ fit and proper staff.

Apprenticeships ensure that staff are trained to meet the requirements of their roles and to deliver care in line with legal, regulatory and sector standards.


6. Increase staff retention levels.

Apprentices create a structure for progression and enhance confidence, loyalty, and motivation in employees, often leading to long-term employer-employee relationships.


7. Make use of available government funding.

The government invests substantially in apprenticeships, reducing the costs for employers to a minimum. There are several funding opportunities and we will assist you in claiming all available funds.


8. Prevent any levy-contributions from expiring.

Large organisations pay levy contributions for apprenticeships. Unused levy-contributions expire after 24 months, so it is worth using the funds while they are valid.

What are my responsibilities as an employer?

If you decide to offer an apprenticeship, you have to ensure that you are meeting the appropriate funding rules.

  • You will be required to offer a contract of service long enough for the apprentice to complete the apprenticeship successfully. The minimum duration of each apprenticeship is based on the apprentice working at least 30 hours a week, including any off-the-job training they undertake.

  • You are required to pay the apprentice’s wages.

  • The apprentice must have a job role with you that provides the opportunity for them to gain the knowledge, skills and behaviours they need to achieve their apprenticeship.

  • You must provide the apprentice with appropriate support and supervision to carry out their job role.

  • You have to support the apprentice to spend at least 20% of their paid hours on off-the-job training that is directly relevant to the apprenticeship they are following.

Which apprenticeships would suit my staff?

We are listed on the Register of Apprenticeship Training Providers (RoATP) and we are an approved provider of City & Guilds Apprenticeships.

We offer apprenticeships that enable the apprentice to study for a City & Guilds Level 2 or Level 3 qualification in Adult Care. The apprenticeship also includes functional skills (Math and English) for those individuals who do not already have obtained the required GCSEs in these areas.

1. Adult Care Worker – Level 2 Diploma in Adult Care

This apprenticeship is aimed at front-line staff who provide care for vulnerable adults within their own homes, day care centres, residential and nursing homes, and other healthcare settings.


2. Lead Adult Care Worker – Level 3 Diploma in Adult Care

This apprenticeship is targeted at individuals in more senior care roles that include an element of leadership or supervision, like senior care assistant, care supervisor, or senior support worker.

What does it cost and how can I fund it?

The government offers substantial support to employers who offer apprenticeships to new or existing employees, with the government generally taking on at least 95% of the total training costs. How much funding you can claim depends on whether you are a levy-paying organisation or not. 

In addition, you may be able to claim from the Workforce Development Fund (WDF) to fund additional costs associated to the apprenticeship.

Information about apprenticeships and apprenticeship funding

A guide to apprenticeships

Apprenticeship funding