Apprenticeships have a long history of success in the UK. Helping to drive economic growth and individual skill development, these schemes offer valuable opportunities for practical training and real-world experience helping thousands of young people to enter the workforce.

But how many businesses are currently taking advantage of the opportunities that apprenticeships have to offer? According to data from the House of Commons Library, in the 2023/24 academic year, there were 736,500 people participating in an apprenticeship in England, with 339,600 apprenticeship starts and 178,200 apprenticeship achievements. 

Unfortunately, these figures represent a significant decline compared to the mid-2010s, (between 2010/11 and 2016/17) before the Apprenticeships Levy – a form of taxation designed to help businesses offer apprenticeships – was introduced in 2017. In the years that followed, England has witnessed apprenticeships fall by 31%.

As an essential source of skills development and economic growth, it’s crucial that apprenticeships are actively supported, widely promoted, and continually improved. But what is being done to support both businesses and potential apprentices through the process?

Celebrating National Apprenticeship Week

National Apprenticeship Week (NAW) is an important national initiative designed to acknowledge the invaluable contributions of apprentices and the businesses that champion their development. Taking place between 10 and 16 February 2025, National Apprenticeship Week (NAW) is an annual celebration that brings together businesses and apprentices across the country to spotlight the positive impact of apprenticeships, and their importance for both individuals and communities.

The UK Government is also playing an active role in supporting and promoting NAW. Not only is the Department for Education an official partner of the event, but in October 2024, it launched a new website and toolkit ahead of the celebration. The toolkit offers actionable guidance and resources to support businesses through NAW, helping them to get involved.

Throughout the week, many businesses and other organisations will run their own subsidiary events and activities, helping to further promote the initiative. For example, Hackney Council hosted an event at Hackney Town Hall, connected local residents with businesses and live apprenticeship opportunities, while also sharing useful advice and learnings from current apprentices.

Barriers to apprenticeships

Despite initiatives such as NAW, there are still many barriers facing young people entering apprenticeships. According to Debs Barlow, Employment and Opportunities Director at social mobility youth employment Charity, LTSB, some of the key barriers include CV scanning software, virtual interviews and online tests, such as situational judgement tests. She says, “With many major companies using CV scanning software to filter candidates at the first stage, we make it a priority to coach our bootcamp participants in CV writing, focussing on using the correct terminology to describe their skills and experience in a way that will be recognised by technology.”

"One of the big challenges our young people face are online tests, such as situational judgment tests or virtual interviews, which, for larger employers are understandably a way to filter huge volumes of applicants. However, we know that these disproportionately exclude our candidates before they’ve had a chance to get in front of a real person – they report feeling alienated and out of place, unable to relate to the questions or how to show their personality or motivation for the job they are applying for.  During the LTSB programme our trained staff spend time preparing candidates and building their confidence and communication skills so that they perform better online in these tests, resulting in a significant improvement in the video interview pass rate and a better performance in both the in-person assessment centres and interviews that follow."

With this in mind, how can businesses better support potential future and existing apprentices?

Supporting apprentices with HR technologies

HR technologies are revolutionising the way organisations support both apprentices and their wider workforce, creating a more efficient, engaging, and productive environment.

For apprentices, these technologies can smooth the transition into the workplace, starting with streamlined onboarding processes that eliminate overwhelming paperwork and provide clear digital welcome packs. Given the importance of learning and development, HR technologies can also form an important and streamlined part of this process. For apprentices, Learning Management Systems (LMS) can offer personalised learning and training opportunities. These platforms allow apprentices to learn at their own pace and focus on areas where they need the most support.

These tools can also be used to foster mentorship and better communication for apprentices. HR platforms allow apprentices to be easier connected with experienced mentors, and provide the opportunity for better integration within the organisation.

Performance management is also enhanced, with HR technologies enabling clear goal setting, progress tracking, and regular feedback, empowering apprentices to understand their development and identify areas for improvement. Furthermore, easy access to company policies, procedures, and benefits information through HR portals equips apprentices to navigate the workplace confidently. Organisations such as Workday, Personio, HiBob, UKG and Dayforce offer a variety of different platforms, solutions and technologies to help businesses improve the experience for apprentices and maximise the success of these programmes.

NAW is an important spearhead for the promotion of apprenticeships within the workforce and the wider business community. However, it’s just one piece of the puzzle, and a sustained effort from all sides is required. Businesses must commit to long-term investment and support, including leveraging the necessary tools to enhance the apprentice experience, from onboarding and training to mentorship and performance management. We must ensure that apprenticeship opportunities are accessible to all, ultimately building a stronger and more skilled workforce for the future.