Myth: Apprentices tend to be for people who didn’t perform well at school.
Apprenticeships are available in a range of levels from two up to seven – the equivalent of a degree.
Some apprentices choose to complete a degree apprenticeship rather than university, as it allows them to gain the academic qualification as well as the work experience. Many people who have done well academically at school want to work and learn, and therefore an apprenticeship is a good option. It should never be seen as a lesser route – simply a different one.
Myth: Apprenticeships are for people who want to do more ‘manual’ jobs.
This is a common misconception of apprenticeships. Yes, the apprenticeship sector has many offerings in construction, engineering and beyond but there are also apprenticeships in Health and Safety, Management, Operations, Teaching and Teaching Assistant, Business Admin, Marketing, IT and many more.
Myth: Apprenticeships are low paid.
Apprentices receive a minimum wage of £4.30, however many companies may pay more. Many of the Level 3 and upwards pay a higher rate, and all apprentices over 19 go on to National Minimum Wage for their age in the second year. If an apprentice has other eligibility, then Universal Credit will also support based upon the apprenticeship wage.
Myth: Apprenticeships are only for school leavers (16 to 18-year olds).
Not true, apprenticeships can be started at any age! Apprenticeships are not just for those starting out in their career, learners may be looking for a career change, trying to upskill or perhaps secure a new role after taking some time out.
Myth: Apprenticeships don’t lead to a full-time job.
Many apprentices are taken on with a permanent contract, subject to the same employment laws as non apprentices. Those who have been engaged on a fixed term contract are usually supported into permanent employment by their employer and/or training provider.
Myth: The Government decides what apprenticeships cover in terms of learning.
Apprenticeship standards have been developed by a number of employers or ‘trailblazers’ who work together to create the standard based on what they feel is required for the learner to know.
This means when an apprentice completes their course, they are to continue in employment based on a set of skills set out by employers themselves.
Myth: Apprentices don’t add value to a business.
Apprentices can add lots of value to a business, from spreading the workload out from overstretched employees to boosting productivity. They may also raise staff morale and bring a diversity to the team.
Those who are full-time employees and decide to take on an apprentice to further up-skill offer lots of value to the business as they are often completing the apprenticeship to fill a skill gap the business needs.
Myth: Apprenticeships are too expensive.
Since 2017, the employer levy requires all businesses with an annual pay bill in excess of £3 million to pay a compulsory tax, calculated at 0.5% of the pay bill.
For non-levy businesses, they are currently required to contribute 5% towards the cost of the apprenticeship, the Government then pays the remaining 95%. This is currently waived if the learner is aged 16 to 19 years old. The minimum wage is set at £4.30, however it is up to the employer whether they wish to pay apprentices more.
Myth: The process to hire an apprentice is too timely.
Apprentices can seek employment opportunities through a college or training provider or recruitment websites themselves.
Employers will need to get in touch with a training provider or college to discuss total costs and to source the apprentice. Once this has been completed, the employer will then be sent relevant candidates, to continue through the normal hiring process, from interview to induction and beyond.
Finding an apprentice is less work for employers as the training provider or college does this for them.
Myth: 20% off the job training means a day per week at college.
20% off the job training does not necessarily mean college learning; other forms of training also count towards the percentage. Shadowing employees and attending online training can be included, meaning learners don’t have to be off site. This will mostly depend on the agreement set with the college or training provider, on what the course expectations are.