This article focuses on vocational training and apprenticeship rules in England. Funding and apprenticeship rules differ across the UK.
Vocational training gives people the practical knowledge and skills they need to perform a particular job or develop within their career. For employers, it can be a way to build the capabilities they need while giving employees a structured route to develop their skills.
From apprenticeships and college-based courses to workplace training and professional qualifications, there are several ways to use vocational learning as part of your workforce development strategy.
Vocational training: key facts for employers
- It is practical and job-focused: vocational training is designed around the skills and knowledge needed for a particular occupation or area of work.
- It isn't just for trades: vocational routes can develop professionals in areas including accountancy, finance, technology, business, and management.
- Apprenticeships can be used for new and existing employees: there is no upper age limit for apprenticeships in England.
- Apprenticeships can take different lengths of time: for new starts from 1 August 2025, the minimum apprenticeship duration is eight months, although individual standards can take considerably longer.
- Government funding can help with apprenticeship training costs: the amount available depends on factors including the employer's levy status, the apprentice's age, and the funding band for the apprenticeship.
What is vocational training?
Vocational training is learning designed to develop the knowledge, skills, and behaviours needed for a particular occupation or area of work.
Unlike purely academic study, vocational training has a strong practical focus. Learning may happen in a workplace, classroom, online environment, or combination of settings, depending on the programme.
It can include:
- Practical workplace training.
- Professional qualifications.
- Apprenticeships.
- College-based vocational courses.
- Technical training.
- Structured continuing professional development.
For an employer, the benefit is that training can be linked directly to the skills an employee needs in their role.
Who is vocational training suitable for?
Vocational training isn't limited to people starting their first job.
It can support employees at different stages of their careers, including:
- New starters developing the core skills needed for a role.
- Existing employees who need to develop new technical or professional skills.
- Career changers moving into a different occupation.
- Employees preparing for progression into more senior or specialist roles.
- Experienced professionals developing new skills as their role changes.
Apprenticeships in England can be used for both new and existing employees, and there is no upper age limit. Apprentices must generally be aged 16 or over, living in England, and not in full-time education.
What types of vocational training can employers use?
There isn't one format that suits every employee or business. The right approach depends on what you're trying to achieve.
Apprenticeships
An apprenticeship combines paid employment with structured training. The apprentice develops knowledge and skills relevant to their job while working alongside experienced colleagues.
Apprenticeships can be used to recruit new talent or develop existing employees, from entry-level roles through to higher and degree-level programmes.
College-based vocational training
College-based courses can provide technical and practical learning in a structured educational environment.
This can be useful where someone needs to develop foundational knowledge or technical skills before moving into, or progressing within, a particular occupation.
On-the-job training and CPD
Workplace training can include onboarding, coaching, mentoring, technical training, short courses, and continuing professional development.
For example, an accounts assistant might study for an AAT qualification alongside their role to develop their accountancy knowledge.
Professional qualifications
Professional qualifications provide structured learning in specialist areas and can support progression within professions such as accountancy, tax, finance, data, and technology.
For employers, they can provide a recognised framework for developing technical expertise while employees continue working.
What are the benefits of vocational training for employers?
Vocational training can help employers address immediate skills gaps while developing the capabilities they will need in the future.
Build job-specific skills
Training can be designed around the knowledge and skills employees need in their roles.
For apprenticeships, this is particularly important because the apprentice must be employed in a real job that gives them the opportunity to gain the knowledge and skills required by their apprenticeship.
Develop your future talent pipeline
Apprenticeships can help employers recruit new talent and develop people into future roles within the organisation.
Government guidance highlights building skills, creating talent pipelines, and improving productivity and staff morale among the potential benefits of apprenticeships.
Support employee retention
Developing employees can give people clearer opportunities to build their careers within your organisation.
Current government apprenticeship guidance reports that 80% of employers offering apprenticeships have seen a significant increase in employee retention. It also reports that 92% believe apprenticeships lead to a more motivated and satisfied workforce, while 86% say they have helped develop skills relevant to their organisation.
Develop skills that match your business needs
One of the biggest advantages of vocational learning is its connection to real jobs.
Rather than developing skills in isolation, employers can use training to address specific capability gaps and prepare employees for changing responsibilities.
This can be particularly valuable in areas where technology, regulation, or working practices are changing quickly.
What are the benefits of vocational training for employees?
For employees, vocational training can provide a structured way to develop practical skills while gaining experience in the workplace.
Depending on the programme, it can help them:
- Develop job-specific technical skills.
- Gain a recognised qualification.
- Build confidence in their role.
- Apply learning directly to their work.
- Progress into a new or more senior role.
- Develop skills for a career change.
- Continue learning without taking a traditional full-time university route.
For apprentices, the combination of employment and training means they can develop their skills while earning a wage and gaining workplace experience.
How do apprenticeships compare with college-based and on-the-job training?
Different types of vocational training serve different purposes.
| Apprenticeship | College-based vocational training | On-the-job training or CPD |
|---|
| Main purpose | Develop occupational competence alongside employment | Develop technical or practical knowledge | Develop specific skills or knowledge |
| Where does learning happen? | Workplace plus training with a provider | Mainly college or education setting | Primarily in the workplace |
| Employer cost | Funding may cover some or all eligible training and assessment costs, depending on circumstances | Usually course or programme fees | Depends on the training provided |
| Time away from normal duties | Protected training time is required during working hours | Usually more time away from the workplace | Usually limited and agreed around the role |
| Duration | At least 8 months for new starts, although individual standards vary | Depends on the course | Usually shorter and more flexible |
| Assessment | Apprentices demonstrate competence against the apprenticeship standard | Depends on the course or qualification | Depends on the training |
| Best suited to | Developing people for a specific occupation while they work | Building technical or practical knowledge | Addressing a specific skill or development need |
The best option depends on the employee, the role, the skills you need to develop, and how much structured training is required.
How is apprenticeship training funded?
Apprenticeship funding in England depends on whether your organisation pays the Apprenticeship Levy, whether you have sufficient levy funds, the apprentice's age, and the cost of the apprenticeship.
For non-levy employers, the government can currently fund 100% of eligible training and assessment costs up to the funding band maximum for apprentices aged 16 to 24. For other apprentices, the employer generally contributes 5%, with the government funding the remaining 95% up to the funding band maximum.
Levy-paying employers can use funds in their apprenticeship service account to pay for eligible apprenticeship training and assessment. If they have insufficient funds, different co-investment rules apply.
There may also be additional funding or support depending on the apprentice and programme.
Because apprenticeship funding rules can change, employers should check the current government guidance before making funding decisions.
How much off-the-job training does an apprentice need?
This is one area where the original version of this article is now out of date.
The old 20% off-the-job training rule is not a universal requirement for new apprenticeship starts.
For apprenticeships starting from 1 August 2025, the minimum volume of off-the-job training is set for each apprenticeship standard. The training must be relevant to the apprenticeship and take place during the apprentice's normal working hours.
The exact requirement therefore depends on the apprenticeship the employee is undertaking.
Does off-the-job training mean an apprentice has to spend one day a week away from work?
No.
The training does not have to be delivered as one fixed day each week. It can be organised in different ways, depending on the apprenticeship, employer, and training provider.
It may include activities such as:
- Classroom or online learning.
- Training sessions with a provider.
- Workshops.
- Mentoring and coaching.
- Structured learning activities in the workplace.
- Time spent completing relevant learning activities.
The training provider and employer should agree how the required training will be delivered and recorded as part of the apprenticeship programme.
How can an employer make off-the-job training work in practice?
A simple approach is to:
- Check the apprenticeship standard: find out how much off-the-job training is required for the programme.
- Build it into the training plan: agree when and how the training will take place.
- Protect the apprentice's learning time: training must take place during normal working hours.
- Coordinate with the provider: make sure workplace activity supports the apprentice's learning.
- Review progress regularly: check whether the apprentice is getting the training and support they need.
- Adjust where needed: if business priorities or the apprentice's role change, discuss this with the training provider.
The employer is responsible for giving the apprentice time for training during their working week.
How long does vocational training take?
There isn't one standard duration because vocational training covers a wide range of programmes.
An apprenticeship in England can take from eight months to six years, depending on its type and level. Individual apprenticeship standards can have longer typical durations.
Other vocational training can be much shorter, from a single course or workshop through to a multi-year professional qualification.
The important question is therefore not simply how long training takes, but whether the programme provides enough time and structured learning to develop the skills required for the role.
Can vocational training be used to upskill existing employees?
Yes.
Existing employees can undertake apprenticeships as well as new recruits, provided they meet the relevant eligibility and apprenticeship requirements.
This can make vocational training particularly useful for workforce development. An employee might move into a new role, take on additional responsibilities, or develop specialist skills that support the organisation's future needs.
For example, an existing finance administrator could progress into a more advanced accountancy role through an apprenticeship or professional qualification.
Is vocational training only for young people?
No.
Apprenticeships are available to people aged 16 and over, with no upper age limit. They can be used to recruit school leavers, support career changers, and develop existing employees at different stages of their careers.
The funding available can vary according to the apprentice's age and the employer's circumstances, so employers should check the current funding rules when planning a programme.
What should employers consider when choosing vocational training?
Start with the skills you need rather than the training format.
Ask:
- What skills are missing from our team?
- Which roles are likely to change as the business develops?
- Are we recruiting new people or developing existing employees?
- Does the employee need a recognised qualification?
- How much structured training is required?
- Can we provide the workplace experience needed?
- What funding is available?
- Which learning format will work alongside the employee's role?
A good training provider should help you answer these questions and recommend a programme that fits your business, rather than simply offering a standard course.
How can Kaplan help with vocational training?
Kaplan provides professional training and apprenticeship programmes across areas including accountancy, tax, financial services, data, technology, and business.
Our apprenticeship programmes combine workplace experience with structured learning and support, while our professional qualifications can help employees develop specialist skills and progress their careers.
Whether you're looking to recruit new talent, close a skills gap, or develop an existing employee, we can help you identify a training route that fits your organisation.
Explore Kaplan's apprenticeship programmes
Explore Kaplan's professional qualifications