Apprenticeship schemes give employers a structured, government-supported way to develop their workforce, whether that means upskilling existing employees or bringing in fresh talent.
More UK companies are looking for apprentices than ever before. With skills gaps widening across business, logistics, management and customer service, apprenticeships have become one of the most practical and cost-effective ways for employers to build the workforce they actually need.
This guide is for companies at the start of that journey. Businesses that are considering taking on apprentices for the first time, or those looking for a more flexible provider to support their existing programme.
Why Are So Many Companies Looking for Apprentices Right Now?
The business case for apprenticeships has never been stronger.
According to government data, apprenticeship starts increased by 8% in 2025 compared to the previous year.
For employers, the attraction is straightforward. Apprenticeships let you develop people around your specific business needs, rather than hiring from a pool of candidates who may or may not fit. The training is funded substantially or entirely by the government, and the learning happens at work, so your team builds skills without being regularly taken off-site.
Businesses that use apprenticeships also tend to see measurable improvements in staff retention and engagement, because the investment signals to employees that there is a future for them within the organisation.
What Does Taking On an Apprentice Actually Involve?
Taking on an apprentice is simpler than many employers expect. The key requirement is that you have a genuine job role, one that is relevant to the apprenticeship standard the employee will be working towards. Beyond that, an approved training provider like Linden handles the design, delivery and compliance of the programme.
Here is what the process involves in practice:
A real job with a development focus. The apprentice works in their role as normal, but with structured learning built around it. They are not a temporary placement, they are a permanent or contracted employee who is developing formal skills.
A training provider manages delivery. Linden handles all aspects of training, from enrollment through to End-point Assessment. Your team does not need to design or deliver the learning programme.
Regular check-ins and reviews. You will need a line manager or mentor available to support the apprentice and attend progress reviews. This is typically a light-touch commitment that fits around normal management activity.
Off-the-job training time. All apprentices must spend a proportion of their working hours on structured learning. This is built into the programme and Linden designs it to minimise disruption to your operations.
How Do Companies Find and Recruit Apprentices?
There are two routes available to companies looking for apprentices: hiring someone new specifically into an apprenticeship role, or enrolling an existing employee onto a programme to upskill them.
Recruiting a New Apprentice
If you want to bring in new talent, you can advertise apprenticeship vacancies on the government's Apprenticeship site, as well as on job boards and your own careers page.
When recruiting, it is worth being clear that apprenticeships are open to people of all ages, not just school leavers. Candidates may have previous qualifications or work experience and still be eligible. This opens your search to a much wider pool than many employers realise.
Upskilling an Existing Employee
Many companies looking for apprentices are actually looking to develop someone already on their team, a team leader who needs a management qualification, a logistics coordinator who would benefit from a formal transport and warehousing standard or a customer service team member ready to progress.
This is one of the most effective uses of apprenticeship funding. The employee continues in their role, and the structured training gives them a recognised qualification that directly benefits the business.
How Is Apprenticeship Training Funded?
Funding is one of the most important considerations for companies looking for apprentices.
Apprenticeship Levy Employers (Payroll Over £3 Million)
If your business has an annual payroll above £3 million, you already pay into the apprenticeship levy, 0.5% of your payroll bill, offset by a £15,000 government allowance.
These funds sit in a Digital Apprenticeship Service (DAS) account and can be used to pay for apprenticeship training in full.
If you are a levy-paying employer and not currently using those funds, they will expire after 12 months (as of September 2026) and return to the government. Many businesses are sitting on unused levy contributions that could be invested in their workforce right now.
Co-Investment for Smaller Employers (Payroll Under £3 Million)
Smaller businesses access apprenticeship training through co-investment. The government covers 95% of training costs; the employer pays the remaining 5% directly to the training provider.
Example: A £9,000 Operations Manager Level 5 apprenticeship would cost an employer just £450 under co-investment. The government funds the remaining £8,550.
Businesses with fewer than 50 employees may qualify for 100% government funding for apprentices aged 16 to 25, meaning no contribution required at all.
What Are the Legal Requirements for Employers?
Companies looking for apprentices need to meet a set of requirements set out by the National Apprenticeship Service. These are straightforward and a good training provider will guide you through each one:
Provide a genuine job role relevant to the apprenticeship standard
Pay at least the National Minimum Wage for apprentices
Allow time within working hours for off-the-job training
Assign a line manager or mentor to support the apprentice's development
Sign an apprenticeship agreement between the employer, the apprentice and the training provider
Set up or have access to a Digital Apprenticeship Service (DAS) account for funding management
Why Work with Linden?
For companies looking for apprentices and a provider to support them, the choice of training partner matters significantly. A good provider reduces the administrative burden, ensures compliance and builds a programme that genuinely serves the business.
Linden has supported UK employers with apprenticeship training since 1995.
What makes Linden a practical choice for businesses of all sizes is flexibility. There are no minimum cohort sizes, which means a company can enrol one employee or twenty, without waiting for a cohort intake window. New learners can be onboarded at any point throughout the year.
Every employer is assigned a dedicated Account Manager who oversees the programme from initial discussion through to End-point Assessment, providing a single point of contact rather than a call centre. Training is delivered via a blended model that combines coaching, online learning and workplace-based activity, designed around the employer's environment.
Linden is an ROATP/APAR-approved training provider, which means its programmes qualify for levy funding and government co-investment (UKPRN: 10027616).
Ready to Take On Apprentices?
Whether you are a growing SME looking to develop your first apprentice, or a larger organisation with levy funds to invest, Linden can help you build a programme that works for your business.
Get in touch with the Linden team to discuss which programmes are right for your workforce, and to find out how quickly you could have your first apprentice enrolled.
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