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In the first instance discuss it with your line manager during your Continuing Professional Development (CPD) discussions. If they are supportive, they can seek approval from your Department Head. Additionally, you can reach out to the apprenticeship course coordinator, whose contact information is available on the university's website, to learn further details about the specific courses offered. Once your employer has established a contract with the ÌìÃÀ´«Ã½, apprentices can proceed to apply through the Admissions process.

No, the programme is completely free to individual Apprentices. The course is fully funded by your employer and the government, ensuring that apprentices can participate without any financial burden.

The duration of each apprenticeship programme varies. Please consult the specific course details for accurate information. Generally, the minimum duration of an apprenticeship is 13 months, with additional time allocated for preparation for the End Point Assessment. However, degree apprenticeships may entail a longer taught programme lasting up to 48 months, with extra time allocated for the End Point Assessment.

The amount of time needed per week for apprenticeship study varies depending on the specific programme, Course coordinators will be able to provide precise details. However, as per apprenticeship regulations, employers are required to allocate a minimum of 6 hours per week for apprentices to engage in study activities, separate from their regular duties.

The location of apprenticeship training is determined through agreement between the training provider and the employer. In most instances, training occurs both at the university campus and online.

• Skill development: acquire experience and develop new skills highly valued by employers, thereby enhancing your career prospects.
• Relevance: course content and assessments align with your workplace, ensuring practical applicability.
• No financial burden: participation comes at no cost to you eliminating the need for student finance. Additionally enjoy a salary as you work and earn while you learn.
• Benefits: access all the perks provided by your employer, while also enjoying the advantages of being a student.
• Catch Up: compensate for any time you may have lost in your educational journey and gain a nationally recognised qualification.

For further details visit our benefits for apprentices webpage

Similar to those of the employer outlined in the section below, with the added advantage of direct input from motivated staff who can apply their learning and new ideas directly to the department, enhancing its efficiency and innovation.

For more details visit our benefits for employers webpage

No, there will be no changes made to your employment contract as a result of studying for an apprenticeship.

No, there will be no impact on your pay.

While individual circumstances may vary, generally, there is no post-apprenticeship contract obligation.

We encourage you to strive for completion once you've commenced training. However, if challenges arise, please communicate with your course tutors and your line manager. It might be possible to take a break from learning and resume the programme at a later date. However, this arrangement would need approval from both your line manager and the apprenticeship coordinator for your programme.

An apprenticeship is a work-based programme that combines full-time work with an industry-designed degree. An apprenticeship offers the best of both worlds, it provides a unique blend of practical work experience, a regular salary, and the attainment of a recognised qualification. Apprentices work for an employer while dedicating 20% of their time to off-the-job training, typically conducted at a university.

Apprenticeships have equivalent educational levels. Some apprenticeships may also give you an additional qualification, such as a diploma.

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To apply for an apprenticeship, we require a learner to:

• Be any age from 16 years upwards; the average age of an apprentice is higher than 25, with many Postgraduate (level 7) apprentices in their 40s.
• Have left full time education when the apprenticeship starts
• Have the right to work in the UK
• Be a UK/EU/EEA/Swiss National resident for at least three years prior to starting the apprenticeship.(Please note that from August 2021, EU/EEA/Swiss Nationals will no longer be eligible for Education and Skills Funding Agency (ESFA) funding unless they are covered by the EU Withdrawal Agreement, EEA EFTA Separation Agreement or Swiss Citizens’ Rights Agreement).
• Have achieved GCSE Mathematics and English at Grade 4/C or equivalent
• Each apprenticeship will also have specific academic entry requirements in terms of the subjects and grades required.

Learners must provide evidence of their eligibility to be an apprentice and meet the ÌìÃÀ´«Ã½â€™s entry criteria before they begin their programme. If any evidence is missing, the learner will not be able to start their apprenticeship.

Absolutely. Apprenticeships can be used to upskill or retrain existing staff, as long as the apprenticeship is giving the employee new skills to progress in their chosen occupation. Employers often leverage apprenticeships to address critical skills gaps, enhance employee motivation and engagement by investing in their growth, and ultimately, to bolster retention rates.

• Maximise team potential: degree apprenticeships enable you to extract the most value from your workforce.
• Enhance staff motivation and retention: investing in degree apprenticeships can inspire and retain valuable employees.
• Boost business performance: employees gaining advanced qualifications through degree apprenticeships can contribute to improved overall business performance.
• Secure the future of your business: embracing degree apprenticeships positions your business strategically for long-term success and growth.

For more details visit our benefits for employers webpage

• Career advancement opportunities: explore a variety of apprenticeships tailored to enhance your skills for your current role or to facilitate your progression within your career.
• Expertise: benefit from our extensive experience as a university with a long-standing reputation in education. We've been rated as a Good provider by Ofsted, ensuring quality education and support.
• Outstanding facilities: take advantage of our state-of-the-art facilities, designed to support both classroom learning and individual study sessions.
• Dedicated support: access a team of committed staff members who are dedicated to providing comprehensive support throughout your apprenticeship journey.

Find out why you should choose the ÌìÃÀ´«Ã½

The is an online platform provided by the government, designed to facilitate the setup and management of apprenticeships. It is mandatory for all apprenticeships in England to be administered through this service. To access the service, you must create an account, which enables you to effectively manage your apprenticeship programmes.

Please follow these steps:

1. Log in to your
2. If you're unsure how to access your employer account, you can find guidance on accessing it here:
3. Follow this guidance or watch the provided video to send a request to add an apprentice:
4. For additional helpful resources, check out other articles available here:

If you need further assistance, please refer to the provided links or contact the apprenticeship service support team.

The Apprenticeship Levy is a system wherein large employers with a pay bill exceeding £3 million contribute to a fund. This contribution is made monthly as part of the employer's PAYE bill. The funds accrued through the levy must be utilised for training employees within the organisation and for end-point assessments conducted by approved training providers.

On the other hand, smaller employers, with a salary bill less than £3 million, are required to pay only 5% towards the cost of apprenticeship training, with the remaining 95% covered by the government.

Employers can access the 95% funding reserved for them through their employer account on the . For detailed instructions on registering and utilising the apprenticeship service as an employer, please visit

Additionally, businesses of any size can use the to apply for funding from larger businesses willing to cover 100% of apprenticeship training and assessment costs.

A is the process through which levy-paying employers can transfer their unused apprenticeship funds to other employers or apprenticeship training agencies. The transfer allowance percentage is currently set at 25%. This allowance is calculated based on the total amount of levy declared during the previous tax year, incorporating the English percentage along with the 10% government top-up payment. It's important to note that this allowance is recalculated annually, and any unused allowance does not carry forward to subsequent years.

Employers who receive transferred funds can utilise them to cover the costs of training and assessment for apprenticeship standards, facilitating the initiation of new apprenticeships. However, it's crucial to establish and agree upon a transfer arrangement before the apprentice begins their training.

There is no limit to how many apprentices a non-levy employer can have at once. However, you must ensure that you can provide a rich learning environment for all your apprentices and afford any costs not covered by government funding.

As an employer not subject to paying the apprenticeship levy, you can reserve the 95% funding allocation using your employer account on the

If you would like the university to reserve funding on your behalf, you'll need to grant us permission through the apprenticeship service. Our UK Provider Reference Number (UKPRN) is 10007152. For detailed instructions, please refer to the following guidance:

Alternatively, you can utilise the to apply for funding from large businesses willing to cover 100% of your apprenticeship training and assessment costs.

For additional assistance and resources, please visit:

All apprenticeship standards are required to include an End-Point Assessment (EPA). The EPA is designed to provide an objective and impartial evaluation of a learner's knowledge, skills, and behaviors. Successful completion of the EPA is mandatory for achieving the apprenticeship qualification.

To ensure consistency in assessment, an independent organisation must conduct the EPA for each learner following the same standard. Employers have the responsibility to select the organisation that will deliver the EPA for their apprentices. can assist employers in choosing a suitable organisation to undertake the assessments.

The ÌìÃÀ´«Ã½ will facilitate this process by providing employers with a selection form. This form ensures that the employer's chosen EPA organisation is confirmed for their apprentices.

The difference between 'on-the-job' and 'off-the-job' training lies in where and how the training is conducted:

On-the-job training

• Occurs within the workplace.
• Directly pertains to the tasks and responsibilities of the job role.
• Involves hands-on experience and learning under the guidance of supervisors or experienced colleagues.
• Typically focuses on practical skills development and real-life job scenarios.

Off-the-job training

• Accounts for 20% of the learner's working hours, as mandated for apprenticeships.
• Aims to help learners attain the knowledge, skills, and behaviors outlined in the apprenticeship standard.
• Includes activities such as theoretical learning (e.g., lectures, workshops), learning support sessions, time spent on assignments, and practical training that may not be part of the regular workweek (e.g., job shadowing).
• Conducted away from the primary work environment and often involves structured learning experiences facilitated by training providers, educational institutions, or external workshops.

Apprentices are provided with comprehensive support to aid their studies, including:

• Dedicated time off: apprentices are allocated time away from their job duties each week to focus on their studies. This ensures they can effectively balance work and learning commitments.
• No financial contribution: apprentices are not required to make any financial contributions towards obtaining their qualifications. All associated costs are covered.
• Academic support: apprentices receive guidance and assistance from their tutors, who help them navigate coursework, clarify concepts, and provide feedback on assignments.
• Access to ÌìÃÀ´«Ã½ services: apprentices have access to all university services, including libraries, online resources, academic support centers, Student Union and our range of wellbeing services, to enhance their learning experience.
• Mentorship: apprentices also receive support from their line manager or an appointed workplace mentor. This mentorship involves guidance on navigating the apprenticeship journey, career development advice, and assistance in applying newly acquired skills in the workplace.

As an employer, your responsibilities include:

1. Providing a genuine job opportunity and offering an employment contract with a duration sufficient for the apprentice to successfully complete their apprenticeship. This should be outlined in the contract with the apprentice, including the Apprenticeship Agreement.

2. Actively supporting the apprentice in both on-the-job and off-the-job training, ensuring they receive 20% of their working time for off-the-job training activities.

3. Regularly reviewing the apprentice's progress in their learning and off-the-job training hours, ensuring they are accorded the same employment rights as all other employees, including paid holidays.

4. Ensuring timely payment of the apprentice's wages.

5. Attending the induction session and termly mandatory tri-partite review meetings, each lasting for an hour, to assess and confirm the apprentice's progress.

6. Signing an Apprenticeship Training Services Agreement and Call-off Contract with the learning provider.

7. Collaborating with the learner and learning provider to complete a Commitment Statement outlining the planned content, support, and training schedule for the duration of the apprenticeship.