Turn an employee into a graduate while they keep working
Develop new and existing talent through funded, work-based learning programmes that combine professional practice with university-level study, from Level 4 through to Master's level qualifications.
Contact Business Connect
Develop new and existing talent through funded, work-based learning programmes that combine professional practice with university-level study, from Level 4 through to Master's level qualifications.
At a glance
Who it's for
Employers looking to develop new or existing staff through structured, long-term workforce development, or employees seeking to gain professionally relevant qualifications while remaining in work.
Cost
Many employers can access government funding support to cover the cost of training.
Timescales
Typically between 1 and 4 years depending on the apprenticeship standard and qualification.
Best suited to
Organisations looking to build capability, develop future leaders, address skills gaps and create long-term talent pipelines. Can be used to recruit new talent, or retain valued staff.
What's involved
Apprenticeships combine employment, structured university learning and workplace development, creating opportunities for employees to build knowledge, skills and behaviours that can be applied immediately within their role. Designed around employer-led occupational standards, apprenticeships help organisations develop the capabilities they need both now and in the future. Whether you're looking to strengthen leadership capacity, build specialist expertise, improve succession planning or attract and retain talented employees, apprenticeships provide a practical and sustainable route to workforce development.
At the University of Portsmouth's Institute for Professional and Flexible Learning, we work with employers to ensure learning remains relevant to workplace challenges and organisational priorities. By combining academic expertise with real-world application, apprenticeships support both individual progression and wider organisational growth. This aligns strongly with the themes in your employer apprenticeship guides around employer-led standards, workplace development, organisational growth, retention and succession planning.
Why employers choose apprenticeships:
- Build the skills and expertise your organisation needs for future success
- Develop future leaders from within your existing workforce
- Create stronger alignment between employee development and organisational ambition
- Improve staff retention through meaningful investment in people
- Strengthen succession planning and talent pipelines
- Develop specialist knowledge tailored to your sector and workforce needs
- Build a culture of learning, growth and continuous improvement
- Increase engagement by providing clear progression opportunities
- Apply learning directly to workplace challenges and priorities
- Gain long-term value through sustainable workforce development
What you need to provide
A contract of employment
The apprentice must be your employee, on a formal contract that lasts at least the duration of their training.
A salary
Apprentices must be paid fairly, in line with national guidance, and via PAYE.
Time to learn
Apprentices will need to attend formal learning in line with their delivery. This is always communicate din advance, and comprises approximately a day a week on average.
An eligible role
Apprentices must work in a role that aligns to the Knowledge, Skills and Behaviours of the chosen standard.
Mentor or manager
Apprentices need a nominated individual to line manage and support their workplace activity in order to embed their learning.
How it works
1. Talk to us
Every organisation is different, so we begin by understanding your workforce, business objectives and development needs. Whether you're looking to upskill existing employees, develop future leaders or address a specific skills gap, we'll help you explore whether an apprenticeship is the right solution.
2. Identify the right programme
We'll discuss the roles you are looking to develop and ask you to provide a job description for any proposed apprentice. This allows us to assess whether the role aligns with the apprenticeship standard and provides suitable opportunities for development. If the role isn't quite the right fit, we'll work with you to identify alternative options that may better meet your needs.
3. Meet your account manager
You'll be assigned a single point of contact who will guide you through the entire process. Your account manager will help coordinate next steps, answer questions and ensure you have the support you need from enquiry through to enrolment and beyond.
4. Funding and eligibility
We'll help you understand the funding options available to your organisation and guide you through the funding process. Whether you're accessing apprenticeship levy funding or another funding route, we'll provide advice and support to help you navigate the requirements with confidence.
5. Enrolment and contracting
Once the apprenticeship has been confirmed, we'll complete the enrolment process and put the necessary agreements in place. Apprenticeships are a partnership between the employer, the apprentice and the University, with each party playing an important role in supporting a successful learning journey.
6. Programme launch and onboarding
The apprentice will begin their programme and gain access to University learning, resources and support. We'll also help employers and line managers understand their role and how they can best support the apprentice's development throughout the programme.
7. Ongoing support and progress reviews
Apprenticeships are built on collaboration. Throughout the programme, apprentices, employers and University staff work together through regular reviews and development discussions. These conversations help ensure learning remains relevant, progress is maintained and organisational objectives are being met.
8. Apply learning and realise impact
One of the key strengths of apprenticeships is that learning can be applied immediately in the workplace. As the apprentice develops new knowledge, skills and behaviours, organisations often begin to see benefits throughout the programme, not simply at completion.
Before you enquire
You don't need to be an apprenticeship expert before contacting us, and you certainly don't need to have all the answers. In fact, many employers come to us with a challenge or development need rather than a specific programme in mind.
However, spending a little time thinking about what you're hoping to achieve can help us have a more productive conversation and ensure we recommend the most appropriate solution. Sometimes that might be an apprenticeship. Sometimes it could be a short course, a micro credential, a work-based degree or another form of professional development.
The more information you can share about your organisation, your workforce and the role you're looking to develop, the better we can tailor our advice and support.
Questions to consider
Is your objective to address a skills gap, develop future leaders, build technical expertise, support succession planning, improve retention or recruit new talent?
Are you looking to support an existing employee or recruit someone new into the organisation?
What does the individual do now, and what would you like them to be able to do in the future?
Consider the capabilities, behaviours or specialist expertise that would make the greatest difference to your organisation.
You may already have a programme in mind, or you may simply want to browse the opportunities available.
Is this an immediate workforce need or part of a longer-term development strategy?
What would a positive outcome look like for the individual, the team or the organisation?
Don't worry if you don't know
You don't need to have definitive answers to all of these questions. Our role is to help you explore the options available and identify the most appropriate development route for your needs.
Whether you're ready to discuss a specific programme or simply want an initial conversation about a workforce challenge, our team is here to provide guidance, challenge assumptions and help you identify the right solution.
Not sure where to start? Get in touch. A conversation is often the best first step.
Ask us anything about apprenticeships
It’s never too soon to start a conversation, let’s explore your needs, and whether an apprenticeship could be the right fit
