Apprenticeships that Work: Feedback from Leading Employers on how to Maximise the Benefits of Apprenticeships for Learners, Employers and the Country

Published at a time of significant change to the skills and apprenticeship system, the report highlights why employer insight is critical to ensuring reforms translate effectively into practice. As government introduces major policy shifts including the Growth and Skills Levy and wider reforms, employers emphasise the need for a system that is stable, high‑quality and aligned with real workforce needs, enabling apprenticeships to continue supporting both economic growth and social mobility.

The research finds strong and widespread support for apprenticeships as a high‑quality route into skilled employment, with employers highlighting their role in building productivity, supporting progression and addressing long‑term workforce shortages. However, engagement is ultimately shaped by the requirement for apprenticeships to deliver clear economic value, alongside their wider social benefits.

Based on in‑depth interviews and questionnaires, the report highlights how employers typically build apprenticeship capability over time, moving from small‑scale, tactical use to more strategic investment embedded within workforce planning. It also finds growing, but cautious, interest in shorter and more flexible training options provided these are designed around clear use cases and do not introduce additional complexity or undermine quality.

At a crucial moment for the future of the skills system, the report emphasises the importance of ensuring that policy reflects how employers operate in practice. It highlights that confidence in apprenticeships, and therefore investment, depends on stability, clarity and a system that supports workforce development at all stages of a career.

Key recommendations from the report include:

• Provide greater stability and clarity in policy reform, with clear timelines and meaningful employer engagement to support long‑term planning and investment.
• Support progression across all career stages, not just entry‑level routes, ensuring apprenticeships continue to enable upskilling, reskilling and access to higher‑level qualifications.
• Design flexible training options around clear employer needs, particularly for shorter or modular courses, while maintaining quality and avoiding unnecessary bureaucracy.
• Recognise and address the full cost of apprenticeships for employers, including management time, administration and delivery complexity, to sustain participation and growth.
• Strengthen the link between policy and practice, ensuring reforms reflect the day‑to‑day realities of recruitment, training and workforce development.