Apprenticeships

Many primary care employers are eligible for substantial government funding towards apprenticeship training and assessment costs.

• Government funds 95% of apprenticeship training costs.

• Employers contribute only 5%.

• Apprenticeships can be used for new recruits and existing employees.

• Levy transfer funding may reduce employer costs to £0.

  Example

  Total Training Cost	Government Contribution	Employer Contribution
  £10,000	£9,500	£500

In some circumstances, levy transfer funding can cover the employer contribution entirely.

Additional incentive payments may be available for eligible apprentices, including younger learners and Foundation Apprentices. The Training Hub can advise on current funding arrangements and eligibility

The Training Hub can help you:

• Understand apprenticeship funding rules

• Explore levy transfer opportunities

• Navigate the Apprenticeship Service

• Identify the most cost-effective options for your organisation

Clinical Apprenticeships

Examples include:

• Healthcare Support Worker

• Pharmacy Services Assistant

• Pharmacy Technician

• Nursing Associate

• Registered Nurse Degree Apprenticeship

• Advanced Clinical Practitioner Pathways

These programmes can support workforce development and create clear progression routes within primary care teams.

Examples include:

• Business Administration

• Customer Service

• Care Coordination

• Team Leader

• Operations Manager

• Human Resources Support

• Learning and Development Practitioner

• Data Analyst

These programmes support both operational effectiveness and workforce development across practices and PCNs.

Apprenticeships are not solely for new recruits.

Many organisations use apprenticeships to develop existing employees, improve retention and create progression opportunities.

Examples include:

This approach supports both career development and succession planning.

Recruiting skilled staff remains a challenge across primary care. Apprenticeships help organisations create their own workforce pipeline, reducing reliance on external recruitment and enabling employers to develop talent internally.

Employees who are offered learning and development opportunities are more likely to remain within their organisation. Apprenticeships support retention through structured career pathways and professional development.

Apprenticeships can help organisations prepare for future workforce changes, including retirements, service growth and leadership transitions.

Benefits include:

• Developing future leaders

• Retaining organisational knowledge

• Reducing recruitment costs

• Building long-term workforce resilience

Rather than reacting to vacancies, organisations can proactively develop future workforce capacity.

Apprenticeships directly support workforce growth, skills development, career progression and workforce sustainability—key ambitions identified within NHS workforce planning.