Offering an apprenticeship is a great way to recruit, tackle skills shortages and provide an opportunity to an individual. There is a range of options in the construction sector for all ages. Support and resources are available to employers to help explore this further, and some initial information is provided here, which responds to key questions from employers about apprenticeships
Apprenticeships combine practical on the job training with study. Apprentices are paid a wage and work with experienced staff within a company to gain job-specific skills. They can take from 8 months to 6 years to complete, depending on the type and level of the apprenticeship undertaken (ranging from entry / GSCE to degree level). Apprenticeships are designed to get people started in an industry and individuals will often progress their learning, either via a more advanced apprenticeship or other qualifications after that. As well as new employees, these are also an option for existing employees. The government is also introducing a foundation apprenticeship in construction to help increase numbers of young people in the industry.
You are responsible for the on-the-job training which includes teaching apprentices how to do the job and build and master their skills. For example, for a plumbing role, you’ll teach them how to install and repair plumbing systems or for bricklaying, you will show them how to brick lay by guiding and supervising them. You will also ensure they understand broader aspects such as health and safety and regulations. This is a vital part of an apprenticeship and helping to build a future workforce for construction. It is really important to provide the apprentice with a structured, safe and supportive working environment to enable them to thrive. This could include aspects such as mentoring. Employers should work with the training provider to ensure a joined up approach.
It is a statutory requirement for an apprentice to spend 20% of their paid time in ‘off-the-job’ training. This includes aspects such as attending lessons and lectures, time to write assignments and practical training such as shadowing and industry visits. This can take place in and / or out of the workplace and can include in house training or that provided by colleges, universities or training providers.
There is a minimum wage entitlement for all apprentices which employers must pay. For 16-18 year olds (or in the first year of the apprenticeship) the apprenticeship rate needs to be paid. For apprentices aged 19+ (and having completed their first year), they are entitled to the national minimum wage. However, many employers will pay above these rates and take into consideration the cost of living locally and providing a competitive salary.
Support will depend on whether you are paying the apprenticeship levy. Employers who have a payroll of more than £3 million per year pay the levy which can be used to cover the costs of apprenticeship training. Levy payers have 12 months to use their levy contributions and once their balance is exhausted, they must contribute 25% of training costs. Large levy paying businesses can also pledge levy to other businesses which could cover the entirety of training costs for apprentices.
If you don’t pay the levy and you’re an SME (small and medium sized-enterprise), for apprentices under 25 years old you won’t have to pay any of the training and assessment costs for your apprentice.
In terms of additional support, the government has announced a financial incentive of up to £2,000 for recruiting an apprentice onto a construction foundation apprenticeship. And there is additional support such as £1000 to support apprentices if they are 16-18.
If an apprentice is 19-24 years old and a care leaver or on an EHC plan they are also entitled to a £1,000 bursary payment to support them in their first year.
Your selected training provider can support you in terms of your eligibility for and accessing these incentives. Some Local Authorities also offer incentives to businesses to take on apprentices.
There are a wide range of options in construction from construction plant operative at level 2 through to site management at degree level. There are also options such as plumbing and heating and bricklaying. You can select and view the full range of training options and providers delivering in your location, which also includes reviews from employers.
Once you’ve identified the course and provider that’s right for you, you can work with them on aspects such as recruitment and providing the right training.
You will need to set up an apprenticeship service account in order to recruit and manage an apprentice. To create the account, you’ll require information such as an email address and permission to add your PAYE scheme number.
Once your account is set up, you can recruit your apprentice via the account by creating a vacancy. You could also work with your chosen provider and attend careers events at local schools to advertise your apprenticeship opportunity.