The UK Government has introduced major reforms to the apprenticeship system, replacing the Apprenticeship Levy with the Growth and Skills Levy in April 2025. This new levy offers greater flexibility, enabling employers to fund shorter apprenticeships, foundation apprenticeships, and training tailored to emerging workforce needs. These changes are designed to unlock up to 10,000 more apprenticeship completions per year.
Trusts can choose to deliver apprenticeships in-house, outsource them to training providers, or adopt a hybrid approach. Each option has implications for quality, cost and workforce development.
1. In-house training
Trusts opting to become employer providers must register with the new Skills England body and meet updated quality standards. This route offers greater control over training content and delivery, allowing Trusts to tailor apprenticeships to local needs and strategic goals.
However, delivering apprenticeships internally requires significant investment in infrastructure, staffing, and compliance. Trusts must manage recruitment, training, and end-point assessments (EPAs), which have been streamlined under new government guidelines.
Failure to meet quality standards could result in financial penalties and reputational risks.
Outsourcing to approved training providers remains a viable option, especially for standard apprenticeships like healthcare support, administration, and digital roles. Providers handle training and EPAs, reducing the administrative burden on Trusts.
Yet, outsourcing can limit flexibility. Trusts may need to use separate funding streams (e.g., via Health Education England) for specialist or advanced training, such as Level 7 apprenticeships. Concerns persist about quality assurance, especially as some providers may not meet NHS standards.
A half-and-half model allows Trusts to mix in-house and outsourced delivery depending on the apprenticeship type. This approach offers strategic flexibility, but requires robust coordination across multiple providers, standards, and funding mechanisms.
The Growth and Skills Levy is more than a funding reform – it’s a strategic opportunity. Trusts can use apprenticeships to address workforce shortages, increase diversity, and build sustainable talent pipelines. Foundation apprenticeships, launching in August 2025, will offer young people new routes into NHS careers.
Digital tools like Eportfolios and remote assessment platforms can enhance training delivery, reduce costs, and improve learner outcomes. Apprentices can learn on-the-job, build evidence of competence, and receive real-time feedback from experienced NHS staff.
By embracing apprenticeships, NHS Trusts can future-proof their workforce, support local communities, and continue delivering world-class care.