Common Answers to Common Questions

Although there is an apprentice minimum wage which the government adjusts yearly, an apprentice’s salary can vary greatly between sectors, employers, job roles & location. Things to consider include any previous qualifications, work experience & life experience you are looking for in an employee – generally, the more attractive and competitive the wage for your industry, the more likely you are to attract and retain your workforce. To see the current government national minimum wages, please click here. For further advice on competitive salaries in your area, please reach out to a member of our Team.

In addition to providing the apprentice with the same employment conditions as any other employee, and the usual company and health & safety inductions, the employer must ensure that the apprentice is dedicated 6 hours per week of their working hours for their ‘off-the-job’ training. This is to complete their apprenticeship training & will be arranged at flexible times to suit each business. The employer must allow us, the provider, site access and suitable learning areas to support the apprentice with the theory and technical skills. Finally, a workplace mentor must be appointed for the learner before the apprenticeship starts, as a support & point of contact throughout the programme.

Yes, for individuals who are not employed or who would prefer to attend a shorter course, most of our programmes can also be delivered and funded privately. Use our contact us page to book in a call with one of our training consultants who can create a flexible delivery model for you.

Most of our apprenticeship programmes are designed for beginners and entrants to industry, We want all of our apprenticeships to be fully accessible to all. Some of our higher level apprenticeship programmes may require experience on the job however you can usually begin your apprenticeship journey at a lower level in order to then progress on to a higher level apprenticeship.

Depending on the level of the apprenticeship, these can last for up to 5 years and are usually a minimum of 12 months. Programme length can be impacted by the working hours of an apprentice – for example, a school term-time only apprentice who works full-time for 39 weeks per year would have a longer programme than another apprentice doing the same programme across the full 52 weeks per year. Other factors that may impact an apprentice’s duration of learning is previous learning that has been undertaken, experience within the role and any suitable adjustments that may need to be made to support learning difficulties. The apprenticeship programmes at S&A Academy currently range anywhere from 15 to 36 months.

Yes we can. We currently deliver training both in-person and on site flexibly for all of our clients. Just let us know which way works best for you.

Training costs are calculated on whether your company pays into the apprenticeship levy, which is paid when a company’s total wage bill is over £3,000,000.

• If this is the case, training costs will be paid from your levy fund. If unused, this expires after 24 months on a monthly in-out basis and can only be spent on apprenticeship training (if you do not use it, you lose it!).
• If you do not pay into levy, or a levy paying employer has used all their levy, the government supports by paying for 95% of the training, with the employer only paying a 5% contribution.
• There is also an option for a levy transfer to cover the entire cost if you are non-levy paying, or if you are levy paying company who have used all their current levy funds via your DAS account that can be secured prior to the apprentice starting their apprenticeship

Employers are responsible for paying the apprentice’s wage and all the normal employee welfare that employees are given, which our team are more than happy to provide advice & guidance on.

Yes we do, our recruitment service is enhanced and is ran by a team of professional recruiters experienced in working in the sectors we work with. Once you’ve decided on the apprenticeship role you’d like to advertise we book in a complimentary consultation with one of our team to ensure we find the right type of person for your business.

Yes, we have utilise our Resourcing Solutions business to support all of our graduates to find new employment and take the next step on their career journey.

Hiring an Apprenticeships is a proven method for employers growing their own talent & retaining this talent after training. 80% of companies that have invested in apprenticeships report an improvement in staff retention.Surveys have shown that 86% of employers find it challenging to find and hire the suitable talent for their workforce and over 56% have hired talent that do not have the skills or planning to deliver training. Apprenticeships can be used to support these skills gaps and improve retention, secure legacy skills and supports the introduction of current and relevant sector skills.

The S&A Academy offer a tailored delivery solution for learning opportunities for all our programmes to meet the industry and employers needs. Tailoring the apprenticeship and adding sector specific content benefits the employers with true learning programmes that bridge any skills gaps in their business. As well as apprenticeships being national recognised, some apprenticeships carry professional recognition that supports the apprentice and demonstrates the work force competency. As an employer, you will be developing a motivated, skilled, and qualified workforce built around your methodologies and processes, where you can adapt their training according to the needs of the business.

At S&A Academy we hope that our apprentices will continue the journey with their current employer. This will give apprentices the opportunity to further demonstrate their technical knowledge, practical experience and wider skills and behaviours that have been learnt during their apprenticeship and support the ever-growing need for skills within the industries we deliver too. S&A Academy will support in finding pathways after the program if the apprentice wants to move on to a higher level of qualification. If the business is unable to offer continuing employment following the apprenticeship, the employer should at least offer the apprentice an exit interview with valid feedback to take forwards in their careers. In this case the S&A Academy will use our Resourcing & Solutions department to support in providing alternative employment opportunities.

An apprenticeship is a full-time job of typically 30+ hours per week, coupled with a training programme. Alongside the experiential learning an apprentice will receive, there is a government requirement for the apprentice to be allocated six hours of their normal working hours per week for off the job training towards their learning. For the remainder of the normal working time, the apprentice will work alongside the employers experienced staff and supported with a mentor within the business. An apprentice receives the same contractual agreement as any other employee in your company, minimum wage or above, holiday pay, etc. Through experiential learning, apprentices will gain the technical knowledge, practical experience and wider skills and behaviours they need for their immediate job and future career.

The apprenticeship levy is a government policy and funding mechanism in the United Kingdom that was introduced in April 2017. Its primary purpose is to encourage employers to invest in apprenticeship programs and to help increase the number and quality of apprenticeships across various industries.

Key features of the apprenticeship levy include:

• Employer Contribution**: All UK employers with an annual payroll bill exceeding a certain threshold (as of my last knowledge update, this threshold was £3 million) are required to pay a levy. The levy is calculated at a rate of 0.5% of their annual payroll bill.
• Funding for Apprenticeships**: The funds collected through the levy are intended to be used to finance apprenticeship training. Employers can access these funds to pay for the training and assessment of apprentices.
• Digital Apprenticeship Service (DAS)**: Employers can manage their apprenticeship funds through the Digital Apprenticeship Service. They can use this service to find and select training providers and assessment organizations and to monitor their apprenticeship programs.
• Government Support**: The UK government provides additional financial incentives and support for employers, including bonuses for hiring and retaining apprentices, as well as extra funding for employers with fewer than 50 employees.
• Use It or Lose It**: Employers have a time limit to use the funds they contribute to the levy. If they do not use the funds for approved apprenticeship training within a certain timeframe, they may lose access to the unspent funds.
• Non-Levy Paying Employers**: Employers with an annual payroll bill below the threshold do not have to pay the levy. They can still access government funding for apprenticeship training, but they are required to make a co-investment in the cost of training.

The apprenticeship levy was designed to address skills shortages, improve workforce skills, and promote employer investment in training and development. It’s an important tool in the UK’s efforts to expand and improve apprenticeships as a pathway to skills development and employment. However, the specific details and thresholds of the apprenticeship levy may have changed since my last update in September 2021, so it’s advisable to consult official government sources or the most recent information for the latest developments and changes regarding this policy.

The apprenticeship levy, and the rules for spending it, can be daunting and complicated but as a government regulated and approved apprenticeship training provider we can take care of everything. Drop us a note for a quick chat – [email protected] 

The S&A Academy transforms business by championing world-class, professional career development that secures a bright future for both the client and the apprentices.

A division of the S&A Transform Group, S&A Academy – in partnership with industry – leads the way in developing careers. S&A unlocks the limitless potential of the people in an organisation and maximises opportunities for employers, their teams and apprentices across three separate – yet strategically compatible – training academies:

• Technology
• Science
• Business

Each academy is independently managed to guarantee S&A Academy’s world-class training to both businesses and apprentices.

In the past, apprentices were generally thought of as school leavers – thankfully, this perception has now changed to be more inclusive, and anyone aged 16+ can enrol onto an apprenticeship. Apprenticeships have evolved to encompass a far greater age range of people, as shown in 2021/22, where 47% of apprenticeships were started by people over the age of 24. An apprentice can be newly recruited for a role or can be an existing employee in your company who is wanting to progress or transition from one role to another and requires significant new skills. An apprenticeship allows the employee to gain a nationally recognised qualification & complete training alongside their full-time job.

We teach a range of subjects at different levels dependent upon the requirement of each individual or client. Across our 3 Academies in Technology, Science and Business we offer both advanced programmes at Level 3 (equivalent to College level) up to higher level (foundation degree, HNC/D and Masters level) for those individuals who have been working in their role for some time but would like to learn new skills.

Visit our Academy HQ pages to see the course on offer.