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Table of contents
If you’re a sole trader, self-employed or run a small business in the trades industry, you may have considered hiring an apprentice to help grow your team. Apprenticeships are a fantastic way to develop skilled workers who are trained specifically for your trade, and they can be an excellent investment in the future of your business.
We’ll walk you through all the main details you need to know for hiring an apprentice—from the benefits and costs to training and enrolling an apprentice. By the end, you’ll have a clear understanding of how apprenticeships work and how they can benefit your trade business.
Why hire an apprentice?

Hiring an apprentice is more than just filling a vacancy; it’s an investment in your business, the individual being trained and the trade industry. Here are some of the key reasons why you should consider it:
Invest in the future of your business
An apprentice can be trained to work to your specific standards, giving you a skilled employee who understands your business inside and out.
Address skill shortages
Many trades are experiencing a shortage of skilled workers. By hiring an apprentice, you’re helping to bridge that gap and future-proof your industry.
Fresh ideas and enthusiasm
Apprentices often bring a new perspective to your team and are eager to learn. Their enthusiasm can boost morale and help your business grow.
Cost-effective way to grow your team
Apprentices are typically less expensive than experienced workers, and with government funding available, the financial investment is manageable.
Support for your workload
An extra pair of hands can ease the pressure on your business, especially during busy periods.
Pros and cons of hiring an apprentice

Pros:
- Cost savings: Apprentices earn a lower wage while training, and you may be eligible for government funding to cover their training costs.
- Tailored skills: You can train apprentices to meet the exact needs of your business, ensuring they’re a perfect fit.
- Loyalty: Apprentices who feel valued often stay with the business after their training, reducing the cost of hiring and retraining.
- Reputation: Supporting apprenticeships can enhance your business’s image within the community and industry.
Cons:
- Time investment: Apprentices require supervision and training, which can take time away from your daily work.
- Risk of leaving: There’s always the chance that an apprentice may leave once qualified, although this can be mitigated with clear progression opportunities.
- Initial costs: Although funding is available, you’ll still need to budget for wages and equipment.
- Productivity challenges: Apprentices are learning, so they may not be as productive as an experienced worker initially.
By weighing these pros and cons, you can decide if an apprentice is the right fit for your business.
Cost of hiring an apprentice
Understanding the Costs
Hiring an apprentice involves some upfront costs, but these are generally lower than hiring an experienced worker. Here’s a breakdown:
Wages: The minimum apprentice wage (as of 2025) is £5.28 per hour for those under 19 or in their first year of apprenticeship. Beyond this, they must be paid the national minimum wage for their age group.
Training costs: If you’re a small business, most of the training cost is funded by the government. For businesses with fewer than 50 employees hiring an apprentice aged 16-18, the government covers 100% of training fees.
Additional expenses: You may need to budget for tools, equipment, or uniforms.
Funding and financial benefits
Government funding: The UK government offers funding to cover training and assessment costs. Larger employers pay the Apprenticeship Levy, but small businesses are often eligible for funding.
Incentives: Small businesses may qualify for additional payments, such as £1,000 for hiring apprentices aged 16-18 or those with an education, health, and care plan.
Tax relief: Employers are exempt from paying National Insurance contributions for apprentices under 25.
The financial support available makes apprenticeships an affordable way to grow your business.
How to enrol an apprentice

Enrolling an apprentice may sound complicated, but with the right steps, it’s straightforward. These tips should get you started:
- Assess your needs: Think about the skills your business needs and the role the apprentice will fill. Be clear about what you want them to learn and contribute.
- Choose an apprenticeship standard: Use the UK government’s website to find the apprenticeship standard that suits your trade.
- Find a training provider: Partner with a local college or training provider that offers the appropriate apprenticeship programme. They will handle the educational side of the training.
- Advertise the role: Use the government’s ‘Find an Apprenticeship’ service or other job boards to promote your vacancy.
- Recruit and onboard: Interview candidates and select the best fit for your business. Once hired, provide an induction to help them settle in.
For more information on this process, you can take a look at Find an Apprenticeship Service.
How to train an apprentice
Training an apprentice effectively is key to ensuring they develop the skills and knowledge your business needs. By combining formal education with hands-on workplace experience, apprenticeships allow trainees to gain practical expertise while contributing to your business. Here’s some tips to approach your training process.
Training providers and courses
Apprenticeships in the UK are structured to include both workplace training and classroom-based learning. This dual approach ensures that apprentices gain practical, real-world experience while also developing a strong theoretical foundation.
Role of the training provider
Approved training providers, such as local colleges or private apprenticeship organisations, will deliver the academic portion of the apprenticeship. This typically includes attending classes, completing coursework, and taking assessments.
Workplace learning
As the employer, you’ll provide practical training that aligns with the apprentice’s learning plan. This involves giving them opportunities to apply what they’ve learned in the classroom to real-world tasks.
When selecting a training provider:
- Choose one with a proven track record in your trade or industry.
- Check their Ofsted rating and speak to other businesses that have used their services.
- Ensure their courses align with the specific apprenticeship standard your apprentice is working towards.
- Confirm how often they’ll liaise with you about the apprentice’s progress and what support they provide.
Creating a training plan
A structured training plan is essential for guiding the apprentice through their learning journey. It provides a roadmap for their development and ensures they meet the requirements of their apprenticeship.
Set clear goals
Identify the skills, knowledge, and behaviours the apprentice should achieve at each stage. For example, if you’re training an electrical apprentice, outline milestones like learning to install wiring for lighting circuits, testing electrical systems for faults, and completing a full consumer unit replacement.
Integrate On- and Off-the-Job training
Work closely with the training provider to ensure the apprentice’s classroom learning complements the tasks they’re doing at work.
Create a timeline
Map out key development points over the apprenticeship’s duration, ensuring there’s a logical progression from basic tasks to more complex responsibilities.
Schedule regular progress checks
Meet with your apprentice regularly to discuss their progress, address any challenges, and set new goals. This could be done monthly or quarterly, depending on their programme.
Provide mentoring
Assign a mentor within your team to guide the apprentice day-to-day. This could be an experienced worker who can offer advice, answer questions, and model best practices.
Best practices for training
The workplace is where apprentices gain their most valuable experience. As an employer, you play a critical role in shaping their development. Here are some tips to ensure effective training:
Lead by example
Demonstrate professionalism and high standards in your own work. Apprentices will naturally follow your lead, so it’s important to model the behaviours and attitudes you want to see in them.
Provide hands-on experience
Give apprentices the chance to try tasks under
supervision. Start with smaller, simpler jobs and gradually increase their responsibilities as they gain confidence and skills.
Encourage questions
Create an open and supportive environment where apprentices feel comfortable asking for help or clarification.
Rotate their experience
If possible, expose the apprentice to different aspects of the trade. For example, a carpentry apprentice could work on everything from framing to finishing to gain well-rounded skills.
Balance independence and supervision
While it’s important to supervise their work, avoid micromanaging. Allow apprentices to take initiative and problem-solve, stepping in only when necessary.
Supporting long-term development
Training doesn’t stop when the apprenticeship ends. Help your apprentice transition to a more independent role by:
- Offering additional training or qualifications, such as advanced courses or certifications.
- Providing opportunities for career development, such as moving into a lead role or specialising in a particular area.
- Regularly reviewing their performance and setting new goals for growth.
By investing in a well-structured training process and creating a supportive environment, you’ll not only help your apprentice succeed but also gain a valuable team member who contributes to your business for years to come.
Employer checklist for hiring an apprentice
To make the process as smooth as possible, use this checklist:
✅ Define the apprentice’s job role and responsibilities.
✅ Ensure you meet legal requirements, including employment contracts and health and safety standards.
✅ Apply for funding or grants through the government apprenticeship scheme.
✅ Partner with an approved training provider.
✅ Create a clear training and development plan.
✅ Prepare an induction and onboarding process.
✅ Familiarise yourself with apprenticeship standards and compliance rules
Tips for success for both employers and apprentices

Retention: Offer clear career progression to encourage apprentices to stay with your business after qualifying.
Networking: Introduce apprentices to trade shows or networking events to expand their knowledge and industry connections.
Feedback: Regularly ask for feedback from your apprentice to improve their experience and your training approach.
Adaptability: Be prepared to address challenges, such as performance issues or adapting tasks to their skill level.
You can read case studies and advice at the Apprenticeship Standards Finder.
To finish….
Hiring an apprentice can be one of the best decisions you make for your business. By investing time and effort into training, you’re not only growing your team but also shaping the future of your trade. With government support and plenty of resources available, there’s never been a better time to take the plunge.
Get Tradesman Insurance from Protectivity
If you hire an apprentice in the UK, you will also need to consider the cost of Employers Liability insurance. It’s a legal requirement to have this cover for any employees, including apprentices – with fines for failing to comply.
At Protectivity, we provide affordable tradesman insurance to cover specialist incidents commonly faced by trades. Our policies include public liability up to £5 million as standard; you then have the option to add Employers’ Liability insurance, Contractor Works cover, Plant and Tools cover, financial loss and employee tools (only if you’ve included the other benefits). That way, when unforeseen circumstances occur, you can ensure you’re protected from unexpected costs.
Get Tradesman Insurance from Protectivity
*Disclaimer – This blog has been created as general information and should not be taken as advice. Make sure you have the correct level of insurance for your requirements and always review policy documentation. Information is factually accurate at the time of publishing but may have become out of date.
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