The Pros and Cons of Hiring an Apprentice (Including Recent Reform Changes)

Hiring apprentices has long been a way for businesses to bring in fresh talent, develop in‑house skills, and grow future leaders. But with ongoing reforms to the apprenticeship system including changes to funding, assessment and minimum programme durations, it’s important for employers to understand both the benefits and potential challenges of taking on apprentices today.

Below, we break down the key pros and cons to help you decide whether an apprenticeship is right for your business.

What is an apprenticeship?

Apprenticeships are paid training programmes that combine practical work with structured learning. They can range from intermediate (equivalent to GCSE level) through to degree and higher technical apprenticeships. Apprenticeships are designed to benefit both the apprentice and the employer. The apprentice receives real job experience and skills whilst employers are able to grow a skilled and motivated workforce. Apprentices have the same basic employment rights as other staff, including holiday entitlement and minimum wage protections, though funding and wage requirements vary by age and qualification level.

Recent policy changes in the UK are reshaping how apprenticeships work, with reforms aimed at increasing flexibility, enhancing assessment methods, and refocusing funding on younger workers. Understanding these changes is crucial when deciding whether to engage with apprenticeships.

Pros of Hiring an Apprentice

1. Build Skills Tailored to Your Business

Apprenticeships are designed to combine work with training specific to an occupation. This gives employers the opportunity to develop talent that matches their exact needs, rather than relying solely on generic qualifications.

2. Financial Support Through Government Funding

Apprenticeship training and assessment are typically funded through the Apprenticeship Levy or government contributions. Under reform proposals, the Apprenticeship Levy is being reformed into a Growth and Skills Levy, with the aim of making levy funds more flexible and usable for a broader range of training and shorter courses. This could offer employers more choice in how they invest in skills.

For smaller employers, government funding often covers most or all of the cost of training an apprentice, reducing financial barriers to participation.

3. New Flexible Training Options

Recent reforms allow for shorter apprenticeships with the minimum duration being reduced from 12 months to as little as 8 months for new starts. This makes apprenticeships more attractive to employers who want quicker upskilling and less disruption to business operations.

Additionally, changes to assessment rules aim to make the process less burdensome by spreading assessment throughout the programme instead of only at the end.

4. Fresh Perspectives and Longer‑Term Staff Retention

Apprentices often bring enthusiasm, new ideas and up‑to‑date knowledge from the training they receive. Many apprentices go on to become long‑term employees, helping reduce turnover and recruitment costs.

Cons of Hiring an Apprentice

1. Time and Management Commitment

While apprentices bring potential, they also require supervision, mentoring and time from existing staff. Managers need to invest effort to support learning on the job and to help apprentices succeed.

2. Wage and Training Costs

Employers must pay apprentices at least the national apprentice minimum wage rate (which is increasing in line with government minimum wage updates). Even if training is funded, wages and day‑to‑day supervision are real costs that must be budgeted.

3. Changing Funding Rules and Complexity

Although reforms are designed to increase flexibility, the apprenticeship landscape is actively evolving. For example, some funding for higher‑level apprenticeships (such as Level 7 programmes) may be restricted based on age criteria from 2026, meaning employers may need to find alternative funding if they want to recruit or upskill older apprentices on advanced programmes.

Understanding what funding applies to your business and how new schemes (like the Growth and Skills Levy) will work in practice requires careful planning and sometimes early engagement with training providers.

4. Training Quality and Completion Rates

There have also been wider debates about the quality and value of apprenticeships, with concerns raised over completion rates and whether all apprentices receive sufficient off‑the‑job training and development. This means employers must choose training providers carefully and monitor an apprentice’s progress to ensure the relationship delivers value for both parties.

Is Hiring an Apprentice Right for Your Business?

Apprenticeships offer a way to build a skilled workforce from the ground up, often with significant government support and flexibility, especially under recent reforms that make programmes shorter and less rigid. However, they aren’t a “set‑and‑forget” solution.

You need to be prepared to:
✅ Support and mentor new talent
✅ Understand funding rules and forthcoming changes
✅ Select quality training providers
✅ Align apprenticeship goals with your business objectives

For many businesses, particularly SMEs looking to bridge skills gaps and grow their workforce sustainably, apprenticeships remain a compelling option.

Need Help With Apprenticeships?

If you're considering hiring an apprentice but aren’t sure where to start or how upcoming changes might affect your business - Regent HR can help. We offer practical guidance on recruitment strategy, funding navigation, and compliance so you can make the most of apprenticeship opportunities.

📩 Get in touch with us today to explore how apprenticeships could benefit your business.