Fundraiser Level 3

Off-the-job training is a mandatory requirement for all apprenticeships in the UK. It ensures that apprentices develop the Knowledge, Skills, and Behaviours (KSBs) outlined in their apprenticeship standard, beyond their day-to-day work duties.

How Much Off-the-Job Training is Required?
Apprentices must spend the equivalent of 6 hours per week on off-the-job training, which must take place during their normal working hours. This structured learning approach is designed to enhance their professional development and directly relate to their apprenticeship programme.

What Activities Count as Off-the-Job Training?
Off-the-job training can be delivered in various ways, including:
✔ Training sessions with Fareport – workshops, workbooks, online learning, and assignments
✔ Employer-led training – mentoring, job shadowing, and workplace projects
✔ Industry-related learning – attending relevant seminars, courses, or training events

This training can take place at the apprentice’s usual workplace or offsite, but it must always be completed within their normal working hours.

How is Off-the-Job Training Planned?
At Fareport Training, we work closely with employers and apprentices to plan and document off-the-job training within the Training Agreement. This ensures a structured learning journey that aligns with business needs while meeting apprenticeship requirements.

By dedicating time to off-the-job training, apprentices gain valuable knowledge and experience, helping them develop professionally and contribute more effectively to their workplace.

Many successful careers start with an Apprenticeship. On completion, 90% of apprentices stay in employment with 71% staying with the same employer.
They are open to people of any age and can be for either new recruits or your existing staff. Even those with higher qualifications can undertake an apprenticeship where they are gaining substantial new skills and knowledge.

By employing an apprentice, you have certain requirements to meet. You must:
Give them an induction into their role and provide on-the-job training
Allow them to spend at least 6 hours per week on the off-the-job training required for their apprenticeship
Issue a contract of employment and pay at least the Apprenticeship National Minimum Wage. Apprentices who are under 19 and in the first year of their intermediate level or advanced level apprenticeship, must be paid a minimum of £6.40 per hour (tax year 24/25). However many businesses pay more. The Apprenticeship National Minimum Wage increases to £7.55 from April 2025
Provide apprentices with the same benefits as other employees

The minimum hours of employment for an apprentice is 30 hours per week. By exception, where the individuals circumstances or the particular nature of employment in a given sector makes this impossible, then an absolute minimum of 16 hours must be met. In such cases the duration of the apprenticeship should be extended

All apprentices must have an Apprenticeship Agreement between the employer and the apprentice

Once an apprentice has completed their apprenticeship, they will be ‘signed off’ by their employer/provider as ready for end-point assessment of their knowledge and practical capabilities. The assessment will be graded and must show the apprentice is fully competent and productive in their occupation. End-point Assessment consists of a work based project and a professional discussion.

Fareport Training is an Ofsted ‘Good’ work-based training provider, delivering apprenticeships and commercial training to employers aiming to enhance their workforce’s skills and qualifications (indeed.com).

Established in 1981, Fareport has a longstanding reputation for high-quality training across various sectors.

Benefits of Partnering with Fareport:

Enhanced Skills and Productivity: Employers have reported that apprenticeships through Fareport help develop relevant skills, improve productivity, and enhance the quality of products or services.

Comprehensive Support: Fareport collaborates closely with employers to design high-quality teaching sessions tailored to business requirements, ensuring that apprentices gain substantial new knowledge, skills, and behaviors applicable to their roles (files.ofsted.gov.uk).

Employee Development and Retention: By investing in apprenticeships, employers can grow their own talent, leading to improved employee morale and loyalty.

Collaborating with Fareport Training enables organisations to effectively upskill their workforce, fostering growth and maintaining a competitive edge in their respective industries.

Yes, Fareport Training operate across all of England. You can undertake your training at your workplace and live online with our trainers.

An apprenticeship in the UK is a paid position that combines practical on-the-job training with academic learning, leading to nationally recognised qualifications. Typically, apprentices spend around 20% of their working hours on classroom, 1-2-1 or individual learning, while the remainder is dedicated to hands-on work experience. This structure allows individuals to earn a salary while gaining valuable skills and credentials in their chosen field. Apprenticeships are for new employees as well as existing employees.

As of November 2025, the UK apprentice minimum wage is £7.55 per hour for apprentices under 19 or in their first year.

Apprentices are entitled to the apprentice rate if they’re either:

• Aged under 19
• Aged 19 or over and in the first year of their apprenticeship

Apprentices are entitled to the minimum wage for their age if they both aged 19 or over and have completed the first year of their apprenticeship.

In the UK, apprenticeships offer individuals the opportunity to earn while they learn, with the cost of training largely covered by employers and government funding. Here’s an overview of the financial aspects associated with apprenticeships:

For Apprentices:
Training Costs: Apprentices do not bear the cost of their training or assessment; these expenses are covered by the employer and government funding (UCAS.com).

Wages: Apprentices earn a salary during their training period. The minimum wage for apprentices is £6.40 per hour, applicable to those aged 16 to 18 and those aged 19 or over in their first year. Apprentices aged 19 or over who have completed their first year are entitled to the National Minimum Wage or National Living Wage for their age group (gov.uk).

For Employers:
Training Costs: Employers are responsible for covering the training and assessment costs of apprentices. The extent of this financial responsibility depends on the employer’s size and annual wage bill:

Levy-Paying Employers: Employers with an annual pay bill exceeding £3 million are required to pay the apprenticeship levy, set at 0.5% of their total pay bill. These funds are allocated for apprenticeship training and assessment (ICAEW.com).

Non-Levy-Paying Employers: Employers with an annual pay bill under £3 million contribute 5% towards the cost of apprenticeship training, with the government covering the remaining 95%. For example, if an apprenticeship costs £10,000, the employer would pay £500, and the government would fund £9,500 (simplyacademy.com).

Incentives: Employers may be eligible for additional payments, such as £1,000 for hiring apprentices aged 16 to 18 or those aged 19 to 24 with an Education, Health, and Care Plan (HTP.ac.uk).

Overall, apprenticeships are structured to minimize financial barriers for individuals seeking to develop their skills, while employers benefit from government support to invest in workforce development.

Apprenticeships in the UK offer a multitude of benefits for both individuals and employers.

For Individuals:
Earning While Learning: Apprentices receive a salary during their training, allowing them to gain work experience without incurring student debt (Moneyhelper).
Nationally Recognised Qualifications: Completing an apprenticeship provides credentials that are respected across industries, enhancing employability (MKCollege.ac.uk).
Practical Experience: Apprentices develop hands-on skills in real-world settings, making them valuable assets to employers (Apprenticeships.gov.uk).
Career Advancement: Many apprentices secure permanent positions post-training, with opportunities for further education and career progression (MKCollege.ac.uk).

For Employers:
Cost-Effective Recruitment: Apprenticeships can reduce hiring expenses by developing talent internally (FDMGroup.com).
Enhanced Employee Retention: Investing in apprenticeships often leads to higher staff loyalty and job satisfaction (Apprenticeships.gov.uk).
Addressing Skill Shortages: Tailored training ensures employees possess skills aligned with business needs (FDMGroup.com).
Diversity and Inclusion: Apprenticeships promote a varied workforce, enriching company culture and perspectives (Apprenticeships.gov.uk).

Overall, apprenticeships serve as a strategic approach to workforce development, benefiting both the apprentice and the employer.

Employers in the UK who engage apprentices have specific responsibilities to ensure a successful apprenticeship experience. Key obligations include:

1. Providing On-the-Job Training: Employers must deliver practical training that equips apprentices with the necessary skills and experience for their role. This involves guiding and supervising apprentices in their daily tasks to ensure they develop job-specific competencies (apprenticeships.gov.uk).
2. Facilitating Off-the-Job Training: Apprentices are entitled to spend at least 20% of their working hours on off-the-job training. Employers should collaborate with registered training providers to arrange this training, ensuring it complements the apprentice’s role and contributes to their development (hrprotect.wardhadaway.com).
3. Ensuring a Safe Working Environment: Employers are responsible for providing a safe and suitable workplace, adhering to health and safety regulations to protect apprentices during their training (edn.training).
4. Offering Employment Terms and Conditions: Apprentices should receive a contract of employment that outlines their terms and conditions, including working hours, wages, and holiday entitlements, in line with legal requirements (edn.training).
5. Supporting Apprenticeship Progress: Employers should contribute to the apprentice’s training plan, support their learning needs, and participate in regular progress reviews with the apprentice and training provider, typically at least every 12 weeks (apprenticeships.gov.uk).

By fulfilling these responsibilities, employers play a crucial role in developing skilled professionals and ensuring the success of apprenticeship programs.

At Fareport, we understand the requirement for training to be delivered to those residing in Scotland and Wales and as such, we are able to deliver qualifications in these locations, however, the qualifications cannot be paid for using the funds in your levy account.
The portion of your levy that relates to employees in the devolved nations will be paid directly to these governments and won’t go into your levy account. While this money is likely to be used for Apprenticeships it will not be identified as being for your organisation. The devolved authorities retain the right to continue with their own arrangements.
Where it is not possible to source a training provider in the area for funded programmes, we advise that the qualification is costed for privately; this means that they are included within any training offered and can complete their qualification alongside their colleagues based in England if required. We have worked with several national employers to design an apprenticeship programme that works across the United Kingdom.