Apprenticeship schemes give employers a structured, government-supported way to develop their workforce, whether that means upskilling existing employees or bringing in fresh talent.
Since 1995, Linden has helped businesses across the UK build capable, qualified teams through flexible apprenticeship training.
This guide explains everything employers need to know: how apprenticeships are delivered, what they cost, who pays for what and what your responsibilities are as an employer.
What Is an Apprenticeship Scheme and How Does It Work?
An apprenticeship is a job with training built in. Your employee works in their normal role while following a structured programme that develops their skills, knowledge and professional behaviours, all assessed against a nationally recognised standard.
Training is delivered by an approved training provider like Linden, and typically runs between 8 and 24 months depending on the level and subject area.
At the end of the programme, the apprentice sits an End-point Assessment (EPA) conducted by an independent assessment organisation, which confirms they've met the standard.
Crucially, this isn't college-style learning that pulls people out of the business. The majority of training happens at work, embedded in the employee's day-to-day responsibilities.
Who Can Be an Apprentice?
There's a common misconception that apprenticeships are only for school leavers. In practice, any employee can become an apprentice, including experienced managers. Age is no barrier.
How Is Apprenticeship Training Delivered?
Linden's apprenticeships use a blended learning model, combining several methods to suit different roles and working environments:
On-the-job learning forms the core of the programme. Apprentices apply new skills directly within their role, which means learning is relevant from day one.
One-to-one coaching is delivered in the workplace, either face-to-face or virtually, by an experienced Linden coach who guides the apprentice through the programme requirements.
Online learning supplements coaching with structured digital content that apprentices can work through at their own pace.
Workshop or classroom sessions are used by some programmes where group learning adds value, though delivery methods vary. Linden will always work with you to ensure the approach suits your business.
The result is a team member who develops role-specific skills without being regularly pulled away from their responsibilities.
What Is Off-the-Job Training?
All apprenticeships include a mandatory off-the-job training requirement. This doesn't mean the apprentice leaves the business, it refers to structured learning time within working hours that is distinct from their normal day-to-day tasks.
Off-the-job training can include: attending coaching or training sessions, working on project assignments, shadowing colleagues in different functions or developing new skills directly aligned to the apprenticeship standard. Linden ensures this requirement is met in a way that works around your operations.
What Are Apprenticeship Standards?
The Apprenticeship Standards were introduced in 2017, developed by employers in specific sectors who identified the skills and knowledge their industries actually needed. Each standard defines the Skills, Knowledge and Behaviours (SKBs) that an apprentice must demonstrate to achieve their qualification.
Standards cover a wide range of roles, from entry-level positions through to senior leadership. Linden delivers programmes across business, management, logistics, customer service and sales, all designed around real workplace competencies rather than theoretical study.
What Does an Apprenticeship Cost an Employer?
Apprenticeship training costs are covered either through your apprenticeship levy or through government co-investment, depending on your payroll size. As an employer, you are responsible for paying your apprentice's wages (at minimum, the appropriate National Minimum Wage for their age), but training itself is either fully or substantially funded.
The Apprenticeship Levy (Large Employers)
Employers with an annual payroll bill above £3 million are required to contribute 0.5% of their payroll to the apprenticeship levy, offset by a £15,000 government allowance.
These funds sit in a Digital Apprenticeship Service (DAS) account and can be drawn down to pay for apprenticeship training.
Key points to be aware of:
Levy contributions are collected monthly through PAYE
Funds expire after 12 months if unused (as of September 2026) — so it's worth acting
Levy funds can only be used with ROATP/APAR-approved providers (Linden's UK Provider Reference Number is 10027616)
Once levy funds are exhausted, co-investment rules apply with a 25% contribution required from employers
Co-Investment (Smaller Employers)
If your payroll is below £3 million, or your levy funds run out, you can access apprenticeship training through co-investment. The government funds 95% of training costs; you contribute the remaining 5% directly to the training provider.
Example: An employee enrols on the Level 5 Operations Manager Standard, which has a funding band of £9,000. Your contribution as an employer would be £450. The government funds the remaining £8,550.
Employers with fewer than 50 employees can secure 100% government funding for apprentices aged 16 to 25, meaning no co-investment contribution at all.
What Are an Employer's Responsibilities?
The National Apprenticeship Service sets out clear rules for employers taking on apprentices. You must:
Provide a genuine job role that is relevant to the apprenticeship standard
Support the apprentice's development, including assigning a line manager or mentor to attend regular progress reviews
Allow time for off-the-job training within normal working hours
Pay the appropriate wage, at minimum the National Minimum Wage for the apprentice's age
Sign an apprenticeship agreement between the employer, the apprentice and the training provider
Linden's team walks employers through each of these requirements at the outset, ensuring there are no surprises further down the programme.
How Does the Apprenticeship Enrolment Process Work?
Linden manages the process end-to-end, keeping the administrative burden on employers to a minimum. Here is what to expect:
Initial discussion — Linden identifies the right apprenticeship standards for your business and explains what each programme involves.
Contract for services — documentation is issued digitally and signed electronically.
Compliance checks — a Health and Safety vetting form and liability insurance details are submitted.
DAS approval — learners are approved on the Digital Apprenticeship Service and funding is confirmed.
Enrolment — all documents are completed online, and the programme begins.
There are no minimum or maximum cohort sizes. New learners can be enrolled throughout the year, which means you don't need to wait for a cohort start date or commit to a set number of employees in advance.
What Is an End-Point Assessment?
At the conclusion of the apprenticeship, your employee undergoes an End-point Assessment (EPA). This is an independent evaluation carried out by a recognised assessment organisation, not the training provider, to confirm the apprentice has achieved the required skills, knowledge and behaviours.
Which Apprenticeship Programmes Does Linden Offer?
Linden delivers apprenticeship programmes across a range of core business areas, helping employers upskill teams and support long-term growth:
Business Services – supporting essential office, admin and operational roles
Logistics & Transport – developing skills across warehousing, distribution and supply chain operations
Learning & Development – enabling internal training, coaching and workforce development
Leadership & Management - building confident, capable managers and future leaders
Manufacturing & Lean – improving efficiency, processes and production performance
Food & Drink – tailored programmes for food production, safety and operational roles
Why Work with Linden Management?
Linden has been an approved apprenticeship training provider since 1995. With over three decades of experience, the business has supported employers of all sizes, from growing SMEs to large organisations with levy accounts to manage.
What distinguishes Linden's approach is flexibility. There are no minimum cohort requirements, enrollment runs year-round and every employer is assigned a dedicated Account Manager from onboarding through to completion. Training is designed around your business, not the other way around.
If you're considering apprenticeships for the first time, or looking for a provider who can work with your existing structure, get in touch with the Linden team to discuss your options.
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