Solveway Employer FAQ Summary
- Funding: SMEs pay 5% (100% funded for <25s). Levy Payers use tax account.
- Growth Levy: Flexible use of 50% funds for modular training (AI, Data).
- Hiring: No age limit (16+). Existing staff eligible for upskilling.
- Wages: Minimum Apprentice Wage rising to ~£8.00/hr (2026).
- Training: Planned Off-the-Job hours required (flexible delivery). Duration 12-48 months.
Employer FAQs
The definitive guide to apprenticeship funding, levy transfers, and recruitment. Get clear answers on costs, compliance, and upskilling your workforce.
Fact vs Fiction
Separating Myth from Reality
The apprenticeship landscape has changed dramatically. We're here to clear up the confusion and provide you with the facts you need to make informed decisions for your business.
MYTHREALITY
Myth
Apprenticeships are only for school leavers
Reality
Apprenticeships are for people of all ages. While you can start from age 16, many apprentices are in their 20s, 30s, 40s and beyond. They’re a popular option for career changers, returners to work, and professionals looking to upskill or retrain.
Myth
Apprenticeships are only for new employees
Reality
Apprenticeships aren’t just a recruitment tool. Many employers use them to develop existing staff, helping team members progress into more skilled or senior roles without leaving the business.
Myth
Apprenticeships are for people who didn’t do well at school
Reality
Modern apprenticeships are academically robust and highly respected. They range from Level 2 (GCSE equivalent) right up to Level 7 (Master’s degree equivalent). Many programmes have entry requirements, particularly in maths and English.
Myth
Apprenticeships are only for manual or trade jobs
Reality
While apprenticeships began in traditional trades, today they span almost every sector including IT, Data, Finance, Accountancy, AI, Business and Networks.
Myth
Apprentices just make the tea
Reality
Apprentices are employees, not interns. From day one, they contribute real value to the business, taking on meaningful responsibilities while building practical skills that directly support their role.
Myth
Apprenticeships don’t lead to ‘real’ qualifications
Reality
Apprenticeships lead to nationally recognised qualifications. Degree apprentices earn the same degree certificate as someone who goes to university full-time; often graduating at the same ceremony.
Myth
Apprenticeships limit long-term career progression
Reality
Many apprentices progress quickly, gaining experience while others are still studying. Apprentices often enjoy strong career progression and competitive lifetime earnings, with many moving into senior or leadership roles.
Myth
Apprenticeships are the easy option
Reality
Apprenticeships can be demanding. Apprentices balance a full-time job with structured learning and assessments, developing time management, resilience and real-world capability alongside formal qualifications.
Myth
Apprentices are poorly paid
Reality
While there is a minimum apprentice wage, many employers pay well above it to attract and retain talent. Apprentices also earn while they learn, avoiding student debt and gaining valuable work experience at the same time.
Myth
Off-the-job training means losing an employee one day a week
Reality
The training requirement is flexible. It can include online learning, mentoring, shadowing, project work, workshops or short study blocks — not necessarily a full day away from the business.
Myth
Apprentices leave as soon as they qualify
Reality
Retention rates are high. The majority of apprentices stay with their employer after completing their training, often progressing into more advanced roles within the organisation.
Myth
Hiring an apprentice is complicated and expensive
Reality
Government funding covers most or all training costs, depending on employer size. Training providers typically manage the administration, compliance and support, making the process far simpler than many employers expect.
Frequently Asked Questions
Got a specific question? Call our team now on 01438 567099 for immediate advice. Alternatively, book a discovery call below or submit an enquiry.
Funding & Costs
Apprenticeship funding depends on your annual payroll. SMEs (Non-Levy) typically pay just a 5% contribution, with the government funding the remaining 95%. Training for eligible under-25s at SMEs is now 100% fully funded. Levy Payers (Payroll > £3m) use their digital tax account. See our Funding Guidance.
The Growth and Skills Levy is the flexible replacement for the old Apprenticeship Levy. It allows businesses to spend up to 50% of their funds on shorter, modular training (such as AI or Data units) rather than sticking strictly to long-form apprenticeships.
Yes, Levy-paying employers can transfer up to 25% of their unused funds to other businesses. This is a great way to support your supply chain or local SMEs by funding their apprenticeship training.
Hiring & Eligibility
Yes, you can enrol existing staff. Apprenticeships are a powerful retention tool, allowing you to upskill current employees into senior, technical, or management roles without needing to recruit externally.
You must provide a genuine job description, a contract of employment for the duration of the training, and pay at least the Apprentice National Minimum Wage (rising to roughly £8.00/hr in April 2026). You also need to perform a workplace induction.
There is no upper age limit for apprenticeships. You can hire anyone aged 16 or over. They are popular for career changers in their 30s and 40s. (Note: Level 7 Master’s funding is restricted to under-22s from 2026).
Training & Operation
Off-the-Job (OTJ) training requires a planned number of your apprentice's paid hours be spent on learning. This is flexible: it includes shadowing, workshops, online learning, and assignments. It does not usually require a strict "one day a week" away from the office.
Standard apprenticeships take between 12 and 24 months for Level 3/4. Higher Degree apprenticeships can take up to 4 years. Some accelerated pathways now allow for an 8-month minimum duration to match industry speed.
Solveway handles the heavy lifting. We manage recruitment, initial screening, compliance paperwork (ESFA rules), and design a bespoke training plan. You are supported by a dedicated coach throughout the journey.
The End-Point Assessment (EPA) is a final impartial check of skills. It usually involves a project, a presentation, or a practical test. From 2026, employers verify behavioural competence internally, while the EPA focuses on technical knowledge.
Still have questions?
Our team of experts is ready to help you navigate funding, compliance, and recruitment.