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Notice periods for Parental Bereavement Leave and Pay
Statutory Parental Bereavement Leave
Employer guidance on statutory leave entitlement for an employee whose child has died or was stillborn.
An employee can take 2 weeks’ leave from the first day of their employment for each child who has died or was stillborn.
They can choose to take:
- 2 weeks together
- 2 separate weeks of leave
- only one week of leave
The leave:
- can start on or after the date of the death or stillbirth
- must finish within 56 weeks of the date of the death or stillbirth
Taking leave with other types of statutory leave
If the employee was on another type of statutory leave when the death or stillbirth happened, Parental Bereavement Leave must start after that other leave has ended. This includes if the statutory leave is for another child.
If an employee’s Parental Bereavement Leave is interrupted by the start of another type of statutory leave, they can take their remaining entitlement to Parental Bereavement Leave after that other leave has ended.
The remaining Parental Bereavement Leave must still be taken within 56 weeks of the date of death or stillbirth.
Parental Bereavement Leave can be taken between blocks of shared parental leave that had already been booked when the child died, even if the shared parental leave is for another child.
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Source URL
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Statutory Parental Bereavement Pay
Employer guidance on statutory pay entitlement for an employee or worker whose child has died or was stillborn.
Statutory Parental Bereavement Pay for an eligible employee or worker is either:
- £184.03 a week or;
- 90% of their average weekly earnings (whichever is lower).
Tax and National Insurance need to be deducted.
Calculate Statutory Parental Bereavement Pay using Basic PAYE tools or guidance on manual calculation.
Some employment types, like agency workers, directors and educational workers, have different rules for entitlement.
Extra leave or pay
Your company can offer more leave and pay but you can only recover 2 weeks’ payment for each employee or worker and for each death. You should make sure your Parental Bereavement Leave and Statutory Parental Bereavement Pay policies are clear and easily accessible to staff.
Employment rights
An employee’s rights (like the right to pay rises, holidays and returning to a job) are protected during Parental Bereavement Leave. You still have to pay Statutory Parental Bereavement Pay even if you stop trading.
Eligibility for leave and pay
To qualify for Parental Bereavement Leave and Statutory Parental Bereavement Pay, an employee must meet the criteria both as a parent (including if they had day to day responsibility) and an employee. They might not be eligible for both.
Eligibility for pay
To qualify for Statutory Parental Bereavement Pay an employee or worker must meet the conditions of entitlement, including the criteria as a parent.
If the employee or worker was the child’s parent or the parent’s partner
An employee or worker will be eligible if, at the time of the child’s death or stillbirth, they were:
- the child’s or baby’s parent - either biological, adoptive or parent of a child born to a surrogate
- the partner of the child’s or baby’s parent
Biological parents are not eligible once an adoption or parental order has been made unless there was a contact order in place after the adoption.
If the employee or worker was not the child’s parent but had day to day responsibility for the child
An employee or worker may be eligible if they or their partner had:
- the child or baby living with them at their home for 4 continuous weeks, ending with the date of the death
- day to day responsibility for the child or baby’s care during that time
If the employee or worker or their partner was paid to look after the child, they’re not entitled to leave or pay unless they were:
- a foster parent paid a fee or allowance by a local authority
- reimbursed for expenses to do with the care of the child or baby
- getting payments under the terms of a will or trust for the child or baby’s care
An employee or worker is not eligible if one of the child or baby’s parents or someone who had parental responsibility for the child was also living in the household.
If the employee or worker was an adoptive parent
If they or their partner was an adoptive parent, an employee is eligible:
- after the adoption order was granted
- before the adoption order was granted, if the child was placed with them for adoption and the placement was not disrupted (for example, being temporarily placed elsewhere) or stopped
If the employee or worker was an adoptive parent of a child from outside the United Kingdom
If the employee or worker and their partner was adopting a child from outside the United Kingdom and the court order had not yet been made, they may still be eligible. Both of the following must apply:
- the child was living with them
- they have an ‘official notification’ confirming they were allowed to adopt
If the employee or worker had a baby with the help of a surrogate parent
If they or their partner were a parent of a child born to a surrogate, an employee or worker is eligible:
- after a parental order was made
- before a parental order was made if they had applied or intended to apply for a parental order within 6 months of the child’s birth and expected it to be granted
Parental Bereavement Leave
To get Parental Bereavement Leave, the employee must also:
- be classed as an employee - it does not matter how long they’ve worked for you
- give you the correct notice for Parental Bereavement Leave
Statutory Parental Bereavement Pay
To get Statutory Parental Bereavement Pay, the employee or worker must have been continuously employed by you for at least 26 weeks up to the end of the ‘relevant week’. The ‘relevant week’ is the week (ending with a Saturday) immediately before the week of the death or stillbirth.
They must also:
- remain employed by you up to the day the child dies or is stillborn
- earn on average £123 a week (gross)
- give you the correct notice for Statutory Parental Bereavement Pay
Use the guidance on manual calculation to check entitlement and to work out the relevant week.
There are special rules for some employee situations, for example if they leave or become sick.
Non-payment form
You can refuse Statutory Parental Bereavement Pay if the employee does not qualify.
To do this, send them a completed non-payment form (SPBP1) or your own equivalent form within 28 days of their pay request with evidence. You should keep a record of the week which was refused and the reason why.
If an employee is unhappy with your decision, they can contact the HMRC Statutory Payments Disputes Team. They must do this within 6 months of the start date of the Statutory Parental Bereavement Pay period they claimed.
Record keeping
You must keep records for HM Revenue and Customs (HMRC), including:
- the start date for any period Statutory Parental Bereavement Pay was paid
- the payments you’ve made (including dates)
- a copy of the evidence of entitlement from the employee for Statutory Parental Bereavement Pay including their written declaration, name and date of the child’s death or stillbirth
- details of any weeks the employee claimed Statutory Parental Bereavement Pay but you did not pay and the reason why
You must keep records for 3 years from the end of the tax year they relate to.
You can use HMRC’s record keeping form (SPBP2) or your own.
Get help with statutory pay
For financial help with statutory pay, you can:
- reclaim payments
- apply for an advance if you cannot afford payments
Apply for an advance if you cannot afford payments
You can apply online for an advance to pay for an employee’s Statutory Parental Bereavement Pay.
Before you start, you’ll need:
- your employer PAYE reference
- your payment or account office reference numbers - this is on the letter when you first registered as an employer
- the amount of tax or National Insurance owed to HM Revenue and Customs (HMRC)
- bank or building society details for you or the third party it’s being paid to
- a completed R38 form if the advance is being paid to a third party
You’ll also need information about the employee including their:
- National Insurance number
- average weekly earnings
- parental bereavement leave and pay arrangements - you can get this information from their self-declaration
Your advance can be paid either by BACS or payable order.
Contact HMRC if you’ve got questions about advance payments.
Apply online
Apply online for an advance if you have a Government Gateway user ID and password.
If you do not have a Government Gateway user ID and password, you can create one when you apply.
After you’ve applied
If the advance is being paid to a third party and you’re sending a completed R38 form by post, send it to HMRC within 4 weeks of applying for an advance.
Corporate Treasury
HMRC
BX9 1BGOnce your application has been approved, the money will be paid to the bank or building society account you provided or you’ll be sent a cheque (payable order), depending on which payment option you chose.
If there are any issues with your application, HMRC will contact you directly.
Paying back your advance payment
You’ll need to pay back your advance payment through Employer Payment Summary (EPS).
Developed withAlso on this siteContent category
Source URL
/content/statutory-parental-bereavement-pay
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Notice periods for Parental Bereavement Leave and Pay
An employee must give notice for Parental Bereavement Leave as well as evidence for Statutory Parental Bereavement Pay.
An employee must give notice for Parental Bereavement Leave as well as evidence for Statutory Parental Bereavement Pay.
Parental Bereavement Leave
An employee has 56 weeks to take Parental Bereavement Leave. This starts from the date of the child’s death.
The 56 weeks is split into 2 periods:
- from the date of the death or stillbirth to 8 weeks after
- 9 to 56 weeks after the date of the death or stillbirth
They can take 2 weeks’ leave in one block or as 2 separate blocks of one week.
You must get notice from the employee before they take Parental Bereavement Leave. How much notice depends on when they’re taking leave.
0 to 8 weeks after the child’s death or stillbirth
An employee must give you notice before the time they would normally start work on the first day of the period they want to take off work.
9 to 56 weeks after the child’s death or stillbirth
An employee must give you at least one week’s notice before the start of the week or weeks they want to take off work.
How employees should give you notice
They should tell you:
- the date of the child’s death or stillbirth
- when they want their Parental Bereavement Leave to begin
- how much leave they are taking - either 1 or 2 weeks
An employee can give you notice informally, for example by phone, text message or email. You cannot ask for:
- notice for leave in writing (such as following up with an email, letter or form)
- notice to cancel leave in writing
- evidence of entitlement for leave
- details about the employee’s relationship to the child or baby
Cancelling Parental Bereavement Leave
An employee can cancel their Parental Bereavement Leave if they’ve given you the required notice for taking leave.
If they were starting the leave within 8 weeks of the death or stillbirth, they must let you know about the cancellation no later than the time they would normally start work on the first day of planned leave.
If they were starting the leave 9 weeks or later after the death or stillbirth, they must let you know no later than one week before the start of the planned leave.
They can rebook another week’s leave if they cancel before the leave was due to start and they give you the correct notice.
Statutory Parental Bereavement Pay
An employee must ask for Statutory Parental Bereavement Pay within 28 days (or as soon as is reasonably practicable), starting with the first day of the week they want to claim pay for.
They must give you in writing (for example, a letter or email) each time:
- the dates of the period they want to claim Statutory Parental Bereavement Pay
- their name
- the date of the child’s death or stillbirth
The employee will also need to give you a self-declaration to confirm they are eligible because of their relationship to the child or baby - they only need to provide this once when they first ask for pay.
Cancelling Statutory Parental Bereavement Pay
An employee can cancel their Statutory Parental Bereavement Pay if they’ve given you the required notice for claiming pay.
If their pay was due to start within 8 weeks of the child’s death or stillbirth, they must give you notice on the first day of the week of pay they want to cancel.
Developed withAlso on this siteContent category
Source URL
/content/notice-periods-parental-bereavement-leave-and-pay
Links
Statutory Parental Bereavement Pay
Statutory Parental Bereavement Leave
Employer guidance on statutory leave entitlement for an employee whose child has died or was stillborn.
An employee can take 2 weeks’ leave from the first day of their employment for each child who has died or was stillborn.
They can choose to take:
- 2 weeks together
- 2 separate weeks of leave
- only one week of leave
The leave:
- can start on or after the date of the death or stillbirth
- must finish within 56 weeks of the date of the death or stillbirth
Taking leave with other types of statutory leave
If the employee was on another type of statutory leave when the death or stillbirth happened, Parental Bereavement Leave must start after that other leave has ended. This includes if the statutory leave is for another child.
If an employee’s Parental Bereavement Leave is interrupted by the start of another type of statutory leave, they can take their remaining entitlement to Parental Bereavement Leave after that other leave has ended.
The remaining Parental Bereavement Leave must still be taken within 56 weeks of the date of death or stillbirth.
Parental Bereavement Leave can be taken between blocks of shared parental leave that had already been booked when the child died, even if the shared parental leave is for another child.
Developed withAlso on this siteContent category
Source URL
/content/statutory-parental-bereavement-leave
Links
Statutory Parental Bereavement Pay
Employer guidance on statutory pay entitlement for an employee or worker whose child has died or was stillborn.
Statutory Parental Bereavement Pay for an eligible employee or worker is either:
- £184.03 a week or;
- 90% of their average weekly earnings (whichever is lower).
Tax and National Insurance need to be deducted.
Calculate Statutory Parental Bereavement Pay using Basic PAYE tools or guidance on manual calculation.
Some employment types, like agency workers, directors and educational workers, have different rules for entitlement.
Extra leave or pay
Your company can offer more leave and pay but you can only recover 2 weeks’ payment for each employee or worker and for each death. You should make sure your Parental Bereavement Leave and Statutory Parental Bereavement Pay policies are clear and easily accessible to staff.
Employment rights
An employee’s rights (like the right to pay rises, holidays and returning to a job) are protected during Parental Bereavement Leave. You still have to pay Statutory Parental Bereavement Pay even if you stop trading.
Eligibility for leave and pay
To qualify for Parental Bereavement Leave and Statutory Parental Bereavement Pay, an employee must meet the criteria both as a parent (including if they had day to day responsibility) and an employee. They might not be eligible for both.
Eligibility for pay
To qualify for Statutory Parental Bereavement Pay an employee or worker must meet the conditions of entitlement, including the criteria as a parent.
If the employee or worker was the child’s parent or the parent’s partner
An employee or worker will be eligible if, at the time of the child’s death or stillbirth, they were:
- the child’s or baby’s parent - either biological, adoptive or parent of a child born to a surrogate
- the partner of the child’s or baby’s parent
Biological parents are not eligible once an adoption or parental order has been made unless there was a contact order in place after the adoption.
If the employee or worker was not the child’s parent but had day to day responsibility for the child
An employee or worker may be eligible if they or their partner had:
- the child or baby living with them at their home for 4 continuous weeks, ending with the date of the death
- day to day responsibility for the child or baby’s care during that time
If the employee or worker or their partner was paid to look after the child, they’re not entitled to leave or pay unless they were:
- a foster parent paid a fee or allowance by a local authority
- reimbursed for expenses to do with the care of the child or baby
- getting payments under the terms of a will or trust for the child or baby’s care
An employee or worker is not eligible if one of the child or baby’s parents or someone who had parental responsibility for the child was also living in the household.
If the employee or worker was an adoptive parent
If they or their partner was an adoptive parent, an employee is eligible:
- after the adoption order was granted
- before the adoption order was granted, if the child was placed with them for adoption and the placement was not disrupted (for example, being temporarily placed elsewhere) or stopped
If the employee or worker was an adoptive parent of a child from outside the United Kingdom
If the employee or worker and their partner was adopting a child from outside the United Kingdom and the court order had not yet been made, they may still be eligible. Both of the following must apply:
- the child was living with them
- they have an ‘official notification’ confirming they were allowed to adopt
If the employee or worker had a baby with the help of a surrogate parent
If they or their partner were a parent of a child born to a surrogate, an employee or worker is eligible:
- after a parental order was made
- before a parental order was made if they had applied or intended to apply for a parental order within 6 months of the child’s birth and expected it to be granted
Parental Bereavement Leave
To get Parental Bereavement Leave, the employee must also:
- be classed as an employee - it does not matter how long they’ve worked for you
- give you the correct notice for Parental Bereavement Leave
Statutory Parental Bereavement Pay
To get Statutory Parental Bereavement Pay, the employee or worker must have been continuously employed by you for at least 26 weeks up to the end of the ‘relevant week’. The ‘relevant week’ is the week (ending with a Saturday) immediately before the week of the death or stillbirth.
They must also:
- remain employed by you up to the day the child dies or is stillborn
- earn on average £123 a week (gross)
- give you the correct notice for Statutory Parental Bereavement Pay
Use the guidance on manual calculation to check entitlement and to work out the relevant week.
There are special rules for some employee situations, for example if they leave or become sick.
Non-payment form
You can refuse Statutory Parental Bereavement Pay if the employee does not qualify.
To do this, send them a completed non-payment form (SPBP1) or your own equivalent form within 28 days of their pay request with evidence. You should keep a record of the week which was refused and the reason why.
If an employee is unhappy with your decision, they can contact the HMRC Statutory Payments Disputes Team. They must do this within 6 months of the start date of the Statutory Parental Bereavement Pay period they claimed.
Record keeping
You must keep records for HM Revenue and Customs (HMRC), including:
- the start date for any period Statutory Parental Bereavement Pay was paid
- the payments you’ve made (including dates)
- a copy of the evidence of entitlement from the employee for Statutory Parental Bereavement Pay including their written declaration, name and date of the child’s death or stillbirth
- details of any weeks the employee claimed Statutory Parental Bereavement Pay but you did not pay and the reason why
You must keep records for 3 years from the end of the tax year they relate to.
You can use HMRC’s record keeping form (SPBP2) or your own.
Get help with statutory pay
For financial help with statutory pay, you can:
- reclaim payments
- apply for an advance if you cannot afford payments
Apply for an advance if you cannot afford payments
You can apply online for an advance to pay for an employee’s Statutory Parental Bereavement Pay.
Before you start, you’ll need:
- your employer PAYE reference
- your payment or account office reference numbers - this is on the letter when you first registered as an employer
- the amount of tax or National Insurance owed to HM Revenue and Customs (HMRC)
- bank or building society details for you or the third party it’s being paid to
- a completed R38 form if the advance is being paid to a third party
You’ll also need information about the employee including their:
- National Insurance number
- average weekly earnings
- parental bereavement leave and pay arrangements - you can get this information from their self-declaration
Your advance can be paid either by BACS or payable order.
Contact HMRC if you’ve got questions about advance payments.
Apply online
Apply online for an advance if you have a Government Gateway user ID and password.
If you do not have a Government Gateway user ID and password, you can create one when you apply.
After you’ve applied
If the advance is being paid to a third party and you’re sending a completed R38 form by post, send it to HMRC within 4 weeks of applying for an advance.
Corporate Treasury
HMRC
BX9 1BGOnce your application has been approved, the money will be paid to the bank or building society account you provided or you’ll be sent a cheque (payable order), depending on which payment option you chose.
If there are any issues with your application, HMRC will contact you directly.
Paying back your advance payment
You’ll need to pay back your advance payment through Employer Payment Summary (EPS).
Developed withAlso on this siteContent category
Source URL
/content/statutory-parental-bereavement-pay
Links
Notice periods for Parental Bereavement Leave and Pay
An employee must give notice for Parental Bereavement Leave as well as evidence for Statutory Parental Bereavement Pay.
An employee must give notice for Parental Bereavement Leave as well as evidence for Statutory Parental Bereavement Pay.
Parental Bereavement Leave
An employee has 56 weeks to take Parental Bereavement Leave. This starts from the date of the child’s death.
The 56 weeks is split into 2 periods:
- from the date of the death or stillbirth to 8 weeks after
- 9 to 56 weeks after the date of the death or stillbirth
They can take 2 weeks’ leave in one block or as 2 separate blocks of one week.
You must get notice from the employee before they take Parental Bereavement Leave. How much notice depends on when they’re taking leave.
0 to 8 weeks after the child’s death or stillbirth
An employee must give you notice before the time they would normally start work on the first day of the period they want to take off work.
9 to 56 weeks after the child’s death or stillbirth
An employee must give you at least one week’s notice before the start of the week or weeks they want to take off work.
How employees should give you notice
They should tell you:
- the date of the child’s death or stillbirth
- when they want their Parental Bereavement Leave to begin
- how much leave they are taking - either 1 or 2 weeks
An employee can give you notice informally, for example by phone, text message or email. You cannot ask for:
- notice for leave in writing (such as following up with an email, letter or form)
- notice to cancel leave in writing
- evidence of entitlement for leave
- details about the employee’s relationship to the child or baby
Cancelling Parental Bereavement Leave
An employee can cancel their Parental Bereavement Leave if they’ve given you the required notice for taking leave.
If they were starting the leave within 8 weeks of the death or stillbirth, they must let you know about the cancellation no later than the time they would normally start work on the first day of planned leave.
If they were starting the leave 9 weeks or later after the death or stillbirth, they must let you know no later than one week before the start of the planned leave.
They can rebook another week’s leave if they cancel before the leave was due to start and they give you the correct notice.
Statutory Parental Bereavement Pay
An employee must ask for Statutory Parental Bereavement Pay within 28 days (or as soon as is reasonably practicable), starting with the first day of the week they want to claim pay for.
They must give you in writing (for example, a letter or email) each time:
- the dates of the period they want to claim Statutory Parental Bereavement Pay
- their name
- the date of the child’s death or stillbirth
The employee will also need to give you a self-declaration to confirm they are eligible because of their relationship to the child or baby - they only need to provide this once when they first ask for pay.
Cancelling Statutory Parental Bereavement Pay
An employee can cancel their Statutory Parental Bereavement Pay if they’ve given you the required notice for claiming pay.
If their pay was due to start within 8 weeks of the child’s death or stillbirth, they must give you notice on the first day of the week of pay they want to cancel.
Developed withAlso on this siteContent category
Source URL
/content/notice-periods-parental-bereavement-leave-and-pay
Links
Statutory Parental Bereavement Leave
Statutory Parental Bereavement Leave
Employer guidance on statutory leave entitlement for an employee whose child has died or was stillborn.
An employee can take 2 weeks’ leave from the first day of their employment for each child who has died or was stillborn.
They can choose to take:
- 2 weeks together
- 2 separate weeks of leave
- only one week of leave
The leave:
- can start on or after the date of the death or stillbirth
- must finish within 56 weeks of the date of the death or stillbirth
Taking leave with other types of statutory leave
If the employee was on another type of statutory leave when the death or stillbirth happened, Parental Bereavement Leave must start after that other leave has ended. This includes if the statutory leave is for another child.
If an employee’s Parental Bereavement Leave is interrupted by the start of another type of statutory leave, they can take their remaining entitlement to Parental Bereavement Leave after that other leave has ended.
The remaining Parental Bereavement Leave must still be taken within 56 weeks of the date of death or stillbirth.
Parental Bereavement Leave can be taken between blocks of shared parental leave that had already been booked when the child died, even if the shared parental leave is for another child.
Developed withAlso on this siteContent category
Source URL
/content/statutory-parental-bereavement-leave
Links
Statutory Parental Bereavement Pay
Employer guidance on statutory pay entitlement for an employee or worker whose child has died or was stillborn.
Statutory Parental Bereavement Pay for an eligible employee or worker is either:
- £184.03 a week or;
- 90% of their average weekly earnings (whichever is lower).
Tax and National Insurance need to be deducted.
Calculate Statutory Parental Bereavement Pay using Basic PAYE tools or guidance on manual calculation.
Some employment types, like agency workers, directors and educational workers, have different rules for entitlement.
Extra leave or pay
Your company can offer more leave and pay but you can only recover 2 weeks’ payment for each employee or worker and for each death. You should make sure your Parental Bereavement Leave and Statutory Parental Bereavement Pay policies are clear and easily accessible to staff.
Employment rights
An employee’s rights (like the right to pay rises, holidays and returning to a job) are protected during Parental Bereavement Leave. You still have to pay Statutory Parental Bereavement Pay even if you stop trading.
Eligibility for leave and pay
To qualify for Parental Bereavement Leave and Statutory Parental Bereavement Pay, an employee must meet the criteria both as a parent (including if they had day to day responsibility) and an employee. They might not be eligible for both.
Eligibility for pay
To qualify for Statutory Parental Bereavement Pay an employee or worker must meet the conditions of entitlement, including the criteria as a parent.
If the employee or worker was the child’s parent or the parent’s partner
An employee or worker will be eligible if, at the time of the child’s death or stillbirth, they were:
- the child’s or baby’s parent - either biological, adoptive or parent of a child born to a surrogate
- the partner of the child’s or baby’s parent
Biological parents are not eligible once an adoption or parental order has been made unless there was a contact order in place after the adoption.
If the employee or worker was not the child’s parent but had day to day responsibility for the child
An employee or worker may be eligible if they or their partner had:
- the child or baby living with them at their home for 4 continuous weeks, ending with the date of the death
- day to day responsibility for the child or baby’s care during that time
If the employee or worker or their partner was paid to look after the child, they’re not entitled to leave or pay unless they were:
- a foster parent paid a fee or allowance by a local authority
- reimbursed for expenses to do with the care of the child or baby
- getting payments under the terms of a will or trust for the child or baby’s care
An employee or worker is not eligible if one of the child or baby’s parents or someone who had parental responsibility for the child was also living in the household.
If the employee or worker was an adoptive parent
If they or their partner was an adoptive parent, an employee is eligible:
- after the adoption order was granted
- before the adoption order was granted, if the child was placed with them for adoption and the placement was not disrupted (for example, being temporarily placed elsewhere) or stopped
If the employee or worker was an adoptive parent of a child from outside the United Kingdom
If the employee or worker and their partner was adopting a child from outside the United Kingdom and the court order had not yet been made, they may still be eligible. Both of the following must apply:
- the child was living with them
- they have an ‘official notification’ confirming they were allowed to adopt
If the employee or worker had a baby with the help of a surrogate parent
If they or their partner were a parent of a child born to a surrogate, an employee or worker is eligible:
- after a parental order was made
- before a parental order was made if they had applied or intended to apply for a parental order within 6 months of the child’s birth and expected it to be granted
Parental Bereavement Leave
To get Parental Bereavement Leave, the employee must also:
- be classed as an employee - it does not matter how long they’ve worked for you
- give you the correct notice for Parental Bereavement Leave
Statutory Parental Bereavement Pay
To get Statutory Parental Bereavement Pay, the employee or worker must have been continuously employed by you for at least 26 weeks up to the end of the ‘relevant week’. The ‘relevant week’ is the week (ending with a Saturday) immediately before the week of the death or stillbirth.
They must also:
- remain employed by you up to the day the child dies or is stillborn
- earn on average £123 a week (gross)
- give you the correct notice for Statutory Parental Bereavement Pay
Use the guidance on manual calculation to check entitlement and to work out the relevant week.
There are special rules for some employee situations, for example if they leave or become sick.
Non-payment form
You can refuse Statutory Parental Bereavement Pay if the employee does not qualify.
To do this, send them a completed non-payment form (SPBP1) or your own equivalent form within 28 days of their pay request with evidence. You should keep a record of the week which was refused and the reason why.
If an employee is unhappy with your decision, they can contact the HMRC Statutory Payments Disputes Team. They must do this within 6 months of the start date of the Statutory Parental Bereavement Pay period they claimed.
Record keeping
You must keep records for HM Revenue and Customs (HMRC), including:
- the start date for any period Statutory Parental Bereavement Pay was paid
- the payments you’ve made (including dates)
- a copy of the evidence of entitlement from the employee for Statutory Parental Bereavement Pay including their written declaration, name and date of the child’s death or stillbirth
- details of any weeks the employee claimed Statutory Parental Bereavement Pay but you did not pay and the reason why
You must keep records for 3 years from the end of the tax year they relate to.
You can use HMRC’s record keeping form (SPBP2) or your own.
Get help with statutory pay
For financial help with statutory pay, you can:
- reclaim payments
- apply for an advance if you cannot afford payments
Apply for an advance if you cannot afford payments
You can apply online for an advance to pay for an employee’s Statutory Parental Bereavement Pay.
Before you start, you’ll need:
- your employer PAYE reference
- your payment or account office reference numbers - this is on the letter when you first registered as an employer
- the amount of tax or National Insurance owed to HM Revenue and Customs (HMRC)
- bank or building society details for you or the third party it’s being paid to
- a completed R38 form if the advance is being paid to a third party
You’ll also need information about the employee including their:
- National Insurance number
- average weekly earnings
- parental bereavement leave and pay arrangements - you can get this information from their self-declaration
Your advance can be paid either by BACS or payable order.
Contact HMRC if you’ve got questions about advance payments.
Apply online
Apply online for an advance if you have a Government Gateway user ID and password.
If you do not have a Government Gateway user ID and password, you can create one when you apply.
After you’ve applied
If the advance is being paid to a third party and you’re sending a completed R38 form by post, send it to HMRC within 4 weeks of applying for an advance.
Corporate Treasury
HMRC
BX9 1BGOnce your application has been approved, the money will be paid to the bank or building society account you provided or you’ll be sent a cheque (payable order), depending on which payment option you chose.
If there are any issues with your application, HMRC will contact you directly.
Paying back your advance payment
You’ll need to pay back your advance payment through Employer Payment Summary (EPS).
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Notice periods for Parental Bereavement Leave and Pay
An employee must give notice for Parental Bereavement Leave as well as evidence for Statutory Parental Bereavement Pay.
An employee must give notice for Parental Bereavement Leave as well as evidence for Statutory Parental Bereavement Pay.
Parental Bereavement Leave
An employee has 56 weeks to take Parental Bereavement Leave. This starts from the date of the child’s death.
The 56 weeks is split into 2 periods:
- from the date of the death or stillbirth to 8 weeks after
- 9 to 56 weeks after the date of the death or stillbirth
They can take 2 weeks’ leave in one block or as 2 separate blocks of one week.
You must get notice from the employee before they take Parental Bereavement Leave. How much notice depends on when they’re taking leave.
0 to 8 weeks after the child’s death or stillbirth
An employee must give you notice before the time they would normally start work on the first day of the period they want to take off work.
9 to 56 weeks after the child’s death or stillbirth
An employee must give you at least one week’s notice before the start of the week or weeks they want to take off work.
How employees should give you notice
They should tell you:
- the date of the child’s death or stillbirth
- when they want their Parental Bereavement Leave to begin
- how much leave they are taking - either 1 or 2 weeks
An employee can give you notice informally, for example by phone, text message or email. You cannot ask for:
- notice for leave in writing (such as following up with an email, letter or form)
- notice to cancel leave in writing
- evidence of entitlement for leave
- details about the employee’s relationship to the child or baby
Cancelling Parental Bereavement Leave
An employee can cancel their Parental Bereavement Leave if they’ve given you the required notice for taking leave.
If they were starting the leave within 8 weeks of the death or stillbirth, they must let you know about the cancellation no later than the time they would normally start work on the first day of planned leave.
If they were starting the leave 9 weeks or later after the death or stillbirth, they must let you know no later than one week before the start of the planned leave.
They can rebook another week’s leave if they cancel before the leave was due to start and they give you the correct notice.
Statutory Parental Bereavement Pay
An employee must ask for Statutory Parental Bereavement Pay within 28 days (or as soon as is reasonably practicable), starting with the first day of the week they want to claim pay for.
They must give you in writing (for example, a letter or email) each time:
- the dates of the period they want to claim Statutory Parental Bereavement Pay
- their name
- the date of the child’s death or stillbirth
The employee will also need to give you a self-declaration to confirm they are eligible because of their relationship to the child or baby - they only need to provide this once when they first ask for pay.
Cancelling Statutory Parental Bereavement Pay
An employee can cancel their Statutory Parental Bereavement Pay if they’ve given you the required notice for claiming pay.
If their pay was due to start within 8 weeks of the child’s death or stillbirth, they must give you notice on the first day of the week of pay they want to cancel.
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Skill Up programme: Retrain and upskill your staff
In this guide:
- Staff training
- Advantages of staff training
- How to identify staff training needs
- Develop a staff training plan
- Training methods to fit your business
- Find training courses in Northern Ireland
- Skill Up programme: Retrain and upskill your staff
- Gain training recognition
- Sector-specific skills and training in Northern Ireland
- Developing a staff training plan - Grants Electrical Services (video)
Advantages of staff training
Find out the many benefits that staff training and skills development can bring to your workers and business.
Developing and implementing effective staff training can benefit your employees and your business. By investing in your staff, even on a small training budget, you can drive down costs to your business and help increase sales and profits.
What are the benefits of staff training?
Developing your workforce and improving their skills through training can:
- increase productivity
- enable skills development and spread the skills mix across your teams and organisation
- improve the quality of work
- establish a clear standard for trained members of staff
- give staff more responsibility and ownership of their job role
- reduce faults, waste, or customer complaints with streamlined processes and more competent staff
- positively affect staff morale and motivation - see lead and motivate your staff
- reduce staff turnover and absenteeism
- help your business adapt to change and prepare for growth - see change management and planning business growth
- give you a competitive advantage over your business rivals - see increase your market share
- offer development opportunities for your employees
- help you attract top talent if your business is seen as one that values and invests in their workers - see recruiting staff
Although staff training is often mandatory for new members of staff, it is just as important to offer ongoing training opportunities for long-term employees. This helps staff realise that there is an opportunity within your organisation to develop, grow, and progress. Staff training develops the skills and capabilities that individuals need for their job and improves the overall efficiency and performance of a business as a whole.
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How to identify staff training needs
How to identify a gap between employee knowledge and skills and training requirements using the training needs analysis technique.
To identify training that matches the specific needs of your staff and business goals you can carry out a training needs analysis.
What is a training needs analysis?
Training needs analysis is a method used by businesses to identify training requirements in a cost-efficient way. This process involves evaluating training needs and weighing up training priority areas at all levels within a business. Training needs analysis forms the first step of the training development cycle.
Training development cycle
What are the stages of training needs analysis?There are three key stages of training needs analysis. These steps involve identifying the direction of the organisation, understanding the skills and knowledge of staff through a task analysis, and analysing the individual needs of each employee. These three stages of training needs analysis are explained in more detail below:
Stage 1: Organisational needs
This step evaluates the overall training needs in the business. This is where you analyse future skills needs due to changes in products, equipment, technology, and teams, or in response to economic or political factors. Upcoming changes in law or industry standards may also influence the training needs of your business.
Practical ways of identifying organisational needs are by reviewing documents, and processes, setting up advisory teams, and carrying out a SWOT (strengths, weaknesses, opportunities, and strengths) analysis - see a SWOT analysis example.
Stage 2: Task analysis
At this level, you compare the job requirements of your business with existing employee skills and knowledge. This will help you to identify the potential skills gaps. Here you establish how often specific tasks are performed, the level of skill and knowledge required to perform these tasks, and where and how these skills are best acquired.
Practical ways of carrying out this analysis are to create assessment centres, tests, or practical observations of employees carrying out key tasks.
Stage 3: Individual needs
At this stage, you examine the training needs of each employee. This information is most often gathered from performance reviews and appraisal systems. You may seek feedback from employees on their recommendations on how to solve problems that may be hampering their day-to-day job.
Other practical ways of identifying individual training requirements for your employees are through surveys, questionnaires, interviews, and focus groups. Download our SWOT analysis template with specific staff training questions (DOC, 17K)
Support to help your business with training needs analysis
Invest Northern Ireland offers help and advice to local businesses on upskilling their workforce. The training needs analysis workshops give you an insight into the tools and techniques used by learning and development professionals to analyse training needs.
Training needs analysis tutorial videos
The embedded video below is an introduction to a tutorial on training needs analysis. You can view the full Invest NI training needs analysis tutorial.
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Develop a staff training plan
How to put staff training into practice once you have identified priority areas for your employees and your business.
After you have identified the staff training required through training needs analysis, you will want to interpret the results and put your findings into practice.
Understanding the training needs analysis process
To effectively implement and deliver the benefits of your training needs analysis, you should consider the following steps:
1. Link skills requirements to your business goals and strategy
Embed the results of your training needs analysis within the direction of future training and skills development. This will ensure that you are applying your training budget effectively to the areas within your business that need it most.
2. Prioritise training needs
This is when you form the justification for your training budget by identifying how training will meet your business's key performance indicators (KPIs) - see use KPIs to assess business performance. Your initial analysis may have identified the need for staff training in multiple areas, so you will need to prioritise the parts that you will focus on first.
For example, you might consider if the training can help employees carry out existing tasks more efficiently or to a higher standard, or if it will train staff to take on a new role with increased responsibilities. In short, you need to identify what is most important to your business.
To help identify priority training courses, you can carry out a training course priority weighting exercise. This is where you weigh up the costs and benefits of a number of training courses to identify the most beneficial one for your business. Download our training course priority weighting template (DOC, 13K).
3. Find training solutions
Establish how you will deliver the training whether in-house or through external trainers. Some options include:
- conferences
- workshops/seminars
- e-learning/webinars
- books/journal
- coaching or mentoring
- job shadowing
- secondment
See a list of training methods to fit your business.
You can search our Events Finder for suitable training courses, workshops, webinars, and other business events.
4. Communicate
It is important to keep your employees informed of the reasons why they may have to complete certain training. Publish your training needs analysis findings and any associated training plans. Invite feedback from your employees on how they found the training they undertook.
5. Evaluate
You should evaluate the training outcomes by demonstrating how the training delivers value for money. Consider naming someone who is responsible for evaluating training (eg a dedicated staff or line manager). Analyse the impact of all training on your employees, business, and productivity.
You can use a range of tools to give you qualitative and quantitative evaluation feedback. You should attempt to assess the impact of the training on employees by comparing their skills and abilities before and after training completion. The evidence you gather at this stage should be fed back to management as a demonstration of how the training provides a return on investment for the business.
Most training providers use evaluation methods that fit into the Kirkpatrick Model of Evaluation for Training (PDF, 302K), where example methods are matched to each level of evaluation.
Support to help your business with training needs analysis
Invest Northern Ireland offers help and advice to local businesses on upskilling their workforce. The training needs analysis workshops give you an insight into the tools and techniques used by learning and development professionals to analyse training needs.
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Training methods to fit your business
A list of training methods that may be helpful to your business and boost the skills of your staff.
An outline of some methods your business could use to help train your staff, including their advantages and disadvantages.
Training method What it involves Advantages Disadvantages Coaching By talking through a problem or task with a coach/manager, employees can arrive at a solution or better method of working - Cost-effective if done in-house
- Specific to your business's needs
- Coach or manager needs to be coached initially
- Can be time-consuming
E-learning Employees follow courses online - Employees teach themselves at their convenience
- Low cost
- Courses tend to be general rather than specific to your business's needs
Evening classes Training through classes held in the evenings - No disruption to employees during working hours
- May disrupt the work-life balance for staff
- Employees may resent having to attend classes in the evening and may not turn up
Workshops A group of employees trains together under the supervision of a trainer - typically involves explanation, examples, trying out the skill or method, reviewing what happens, and considering developments and alternatives - Employees practice solving problems
- Time-consuming - typically takes at least half a day, if not more
- May be disruptive to your business if many employees attend at the same time
- Can be expensive if you send numerous employees to workshops
Study leave Employees are given paid leave to attend courses and attain a recognised qualification
- Both the business and employee benefit
- Can be a good recruitment incentive
- Tax relief may be available on the cost, of course,
- May be difficult to decide who is eligible
Induction Formal or informal way of helping a new employee to settle down quickly in the job by introducing them to people, the business, processes, etc - Great way to help a new employee to get started and understand key organisational processes
- Can be formal or informal
- Low cost
- Focused on new employees and those starting new roles
- May take up a large part of a manager's time if many new people start at the same time
Job shadowing One employee observes another employee going about their job - Low cost
- Specific to your business/their role
- There isn't a chance for hands-on practical experience to be gained
- This may give a false perspective of the job role depending on the person being shadowed and when the job shadowing is taking place.
Mentoring A more senior person typically supports an executive or manager or director by providing advice, support, and a forum for discussing problems - Provides personal development
- Low-cost
- Limited to more senior employees
- For mentoring to be effective, the personalities and experiences of the mentor and employee need to be complementary
Networking / seminars
Employees attend a seminar on a specific topic - this can be in-house, at an industry event, or organised by a training specialist - Useful way of getting a lot of information over to a large audience
- At industry events and at seminars organised by training specialists, employees can talk to their peers as competitors/partners
- Employees may be unable to discuss specific problems in front of rivals
- Retention of information may be low if there is a lot of information to convey to employees
Distance learning Employees train through courses devised by educational institutions (eg Open University) but are not required to attend traditional classes - Increasingly web-based
- Employees can learn at their convenience
- Courses tend to be general rather than specific to your business's needs
Simulation / role-playing Typically employees in a particular department (eg sales) come together to take on roles to help work through possible scenarios (eg customer complaint)
- Employees learn by doing and are prepared for possible situations at work
- Specific to your business
- Can be led by a manager
- Artificial situations remove the stress and complexities that may occur in a real-life situation
- There is always room for error when creating a situation in a training environment
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Find training courses in Northern Ireland
What to consider when choosing a suitable training provider and where you can find training courses in Northern Ireland.
There are many organisations offering training courses throughout Northern Ireland. There are also free online training resources to help you and your staff develop their skills and make your business more competitive.
Free short-term courses (Skill Up programme)
The Department for the Economy is supporting free places on a range of fully accredited courses, to help individuals retrain and improve their skills. The courses will be delivered by local universities and Further Education colleges through the Skill Up programme. See Skill Up programme: Retrain and upskill your staff.
Open University courses
The Open University has partnered with Invest Northern Ireland to provide local businesses with online training and learning resources to support upskilling in industry.
The Open University has also partnered with the Department for the Economy to offer a range of free training to help you improve your skills and wellbeing.
The Open University offers a wide range of online courses.
Other online courses
AbilityNet helps people of any age and with any disability to use technology to achieve their goals at home, at work, and in education.
Alison is a free learning platform for education and skills training. It is a not-for-profit social enterprise dedicated to making it possible for anyone, to study anything, anywhere, at any time, for free online, at any subject level.
AWS Training & Certification is free to register and offers over 500 free courses to build AWS Cloud Skills.
BBC Skillswise offers a collection of free videos and downloadable worksheets to help adult learners improve their reading, writing and numeracy skills.
BT Skills for Tomorrow offers a range of free resources anyone can use to help them stay safe, connected and informed online.
Carnegie Trust in partnership with CILIP Library Association offers online development materials on leadership and innovation, including transformation, creativity, and innovation, influencing skills and power.
Class Central offers several thousand free online courses that have been developed by a number of top universities from across the globe, including in ICT and business.
Class of 2020 offers learning and development materials on upskilling programmes for graduates, including short courses, live webinars, business challenges, and questions and answers.
Coursera brings together courses and certificates provided online for free by a variety of universities and companies. The main focus is on science, technology, engineering and mathematics, with additional material in other areas also available.
Google Digital Garage offers over 40 hours worth of training to get the digital skills you need to start your career or grow your business.
Invest NI offers a wide range of tools and business tutorials to support improvements in business processes and growth. The training needs analysis workshops also give you an insight into the tools and techniques used by learning and development professionals to analyse training needs.
Khan Academy offers practice exercises, instructional videos, and a personalized learning dashboard that let learners study at their own pace in and outside of the classroom, offering mathematics, science, computer programming, history, art history, economics, and more.
Learn My Way is a website of free online courses, built by Good Things Foundation to help people develop their digital skills.
Oxford Home Study College offers a range of fully certified provision including cybersecurity, digital marketing, life coaching, and planning.
Training Matchmaker offers a range of free short courses, based online or across Northern Ireland, in a wide range of technical and vocational areas.
Business Events Finder
You can also search our Events Finder for business-related training, workshops, conferences and webinars from a variety of organisations.
Choosing a training provider: what to consider
When deciding who to select for your training provider, you should consider:
- Does the trainer understand your business? Is their experience relevant to your sector?
- Is the training at the right level, is it tailored to your business, as opposed to being a generic course?
- Do the logistics of the training satisfy you? Is it hosted online or held at an appropriate venue, at the right times and dates that suit your schedule?
- Is the trainer or training business linked to any associations that can recommend them?
- Could you speak to other clients who have undergone the training?
It is likely that there will be a number of suppliers offering possible courses. You should investigate each one thoroughly to ensure they meet your requirements before going ahead.
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Skill Up programme: Retrain and upskill your staff
Find free training opportunities to help develop the skills of your staff through the fully funded Skill Up programme.
Skill Up offers opportunities for businesses to retrain and upskill their staff by taking advantage of a range of free accredited courses. The training will be delivered by the local further and higher education providers in Northern Ireland.
Opportunities are available from entry to postgraduate levels, focusing on skills identified by industry, linked to priority economic areas, including:
- green skills
- software
- advanced manufacturing
- childcare
- health and social care
- hospitality
- transversal skills
Training courses available for 2024-25
If you are interested in the training courses available from local colleges and universities for the 2024-25 academic year, visit the provider’s website.
Queen’s University Belfast
Further information and details on how to apply for Queen's University Skill Up courses.
Ulster University
Further information and details on how to apply to the Ulster University Skill Up courses.
St Mary's University College
Further information and details on how to apply to the St Mary's University College course.
Stranmillis University College
Further information and details on how to apply to the Stranmillis University College courses.
North West Regional College
Further information and details on how to apply to the North West Regional College's Skill Up courses.
Belfast Metropolitan College
Further information and details on how to apply to the Belfast Met Skill Up courses.
Northern Regional College
Further information and details on how to apply to the Northern Regional College's Skill Up courses.
South West College
Further information and details on how to apply to the Southern Regional College's Skill Up courses.
South Eastern Regional College
Further information and details on how to apply to the South Eastern Regional College's Skill Up courses.
The Open University
Applications for Open University Skill Up courses closed at midday on Thursday 12 September 2024.
Find further information on the Open University Skill Up courses.
Full list of Skill Up courses
For a breakdown of Skill Up courses available across the organisations, see Skill Up.
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Gain training recognition
How to get recognition and reward for your training efforts through Investors in People and various business awards.
Being recognised as an organisation that invests in its people through training and development can impress prospective customers, suppliers, and new recruits.
Investors in People
If you are seeking recognition for your training efforts and effective engagement with staff, you should consider applying for the Investors in People Awards. Investors in People is a management standard for high performance through people. The prestigious accreditation is recognised across the world as a mark of excellence.
Read more on Investors in People: the Standard for people management.
Recognition through business awards
Business awards run by various organisations and local councils usually have award categories that recognise the efforts of employers to train, develop and look after their staff. You may find it beneficial to apply for business awards in order to have your training efforts recognised and rewarded.
Find business awards
You can find business awards by checking our business news section or business support finder.
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Sector-specific skills and training in Northern Ireland
Where to find staff training and skills development specifically tailored to your business sector.
There are several sources of sector-specific advice on skills development for employees working in a particular industry. Employers can also get involved in helping to influence how training is adapted to match the needs of their industries.
Sectoral partnerships
The purpose of sectoral partnerships is to review and develop the content of all youth traineeship and apprenticeship frameworks from level 2 to level 8 to ensure that all those involved in training are industry-ready.
There are 15 sectoral partnerships that have been established so far, including:
- Advanced Manufacturing and Engineering
- Agri-Food Manufacturing
- Built Environment
- Finance and Accounting
- Hair and Beauty
- Health and Social Care
- Hospitality and Tourism
- ICT
- Life and Health Services
- Sales and Marketing
- Business and Administration
- Childcare and Youth Work
- Civil Engineering
- Creative and Cultural
- Motor Vehicle
Employers are encouraged to become involved in sectoral partnerships to ensure apprentices and trainees are getting high-quality training that provides them with the right skills for a career in their chosen industry.
Read more on sectoral partnerships.
Sector Training Councils (STCs)
Sector Training Councils are independent employer representative bodies in Northern Ireland. Their role is to:
- articulate the skills, education, and training needs of their sectors in the short and long term
- advise on training standards required for their sectors
- work with the Department for the Economy (DfE), employers, and industry trade bodies to ensure that training needs and standards are met
You can find out more about individual Sector Training Councils at the links below:
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Staff training
Developing a staff training plan - Grants Electrical Services (video)
Grants Electrical Services, based in Mallusk, explain how they identify staff training needs and put training plans in place to develop staff skills.
Grants Electrical Services Ltd (GES), based in Mallusk, is an electrical and mechanical engineering company. They sell industrial engineering applications to customers throughout the UK and Europe. GES employs approximately 90 staff who specialise in various aspects of niche engineering.
Rachel Doherty explains the approach that GES took to identify staff training needs and develop employee skills. She describes how following a formal analysis process they went on to fill gaps in both staff knowledge and skills. This has helped to contribute to the company's growth. Rachel also highlights how GES has developed bespoke in-house leadership and management training that has won industry awards.
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Getting an apprentice started
In this guide:
- Apprenticeships: delivering work-based training and qualifications to employees
- Apprenticeships explained for employers
- Apprenticeships qualifications explained for employers
- Finances and funding for Apprenticeships
- Business benefits of apprenticeships
- Company testimonies for apprenticeships
- Getting an apprentice started
- Taking on and developing an apprentice - Mivan Ltd
Apprenticeships explained for employers
Apprenticeships in Northern Ireland is a demand-led, work-based programme designed around the needs of employers.
ApprenticeshipsNI is a work-based programme designed around the needs of employers that offers recognised training and qualifications to new and existing employees taking on new roles that require lots of training and development. The programme offers a wide range of apprenticeships at Level 2 and Level 3.
Opportunities are also available through Higher Level Apprenticeships for new employees or existing employees in a new job role wishing to gain qualifications from Level 4 to Level 7.
Who is eligible to take part in Apprenticeships?
Apprenticeships are open to new employees or existing employees taking on a new role within a Northern Ireland-based company.
Your apprentice needs to:
- be the minimum school leaving age in Northern Ireland
- be about to take up permanent paid employment as an apprentice with a Northern Ireland-based company, or be an existing employee in a Northern Ireland-based company who is about to undertake a new role that requires significant training and development
- employed by national companies that have operations in Northern Ireland who are employed at least 50 per cent of their time in Northern Ireland and completing their directed training in Northern Ireland with an approved training contractor
- be permanently contracted to work a minimum of 21 hours per week (which includes time for 'off-the-job' training)
- meet the entry requirements of their chosen occupation; some apprenticeships require, for example, General Certificates of Secondary Education (GCSEs)
Your Higher Level Apprentice needs to, as a minimum:
- be employed or be about to take up permanent paid employment as an apprentice, or be an existing employee moving to a new job role, with a Northern Ireland-based company
- work a minimum of 21 hours per week (which includes time for ‘off-the-job’ training)
- have achieved all necessary entry qualifications determined by the relevant sector
- pass any entry tests specified by the relevant sector
- be the minimum school leaving age in Northern Ireland
Third-country nationals, including European Union (EU), European Economic Area (EEA), and Swiss nationals, are eligible to undertake a Higher Level Apprenticeship/Level 2 or 3 Apprenticeship if they already have a right to live and work in the UK.
Legal responsibility for establishing that the apprentice has a right to live and work in the UK rests with the employer. See further guidance on working in Northern Ireland.
Apprenticeship training
An apprenticeship is a work-based training programme, most of the training is 'on-the-job' with you as the employer. This is usually four days a week. The rest is provided 'off-the-job', one day a week.
All of the Level 2 and Level 3 apprenticeship qualifications are set out in a framework and are available at Levels 2 and 3. They have been developed in liaison with industry representatives and are therefore tailored to ensure they meet the needs of your industry. Further information is available at:
What is a training contractor/provider?
A number of training contractors including the six local further education colleges and College of Agriculture, Food and Rural Enterprise (CAFRE) based across Northern Ireland have been contracted to deliver training in a variety of apprenticeships at Level 2 and Level 3. There are around 120 Level 2 or Level 3 apprenticeship frameworks to choose from.
Higher Level Apprenticeships are delivered through the six local further education colleges, the College of Agriculture, Food and Rural Enterprise (CAFRE), and the three local universities. There are over 70 Higher Level Apprenticeships programmes available.
A training contractor/provider will help your apprentice achieve the qualifications and teach them the knowledge and skills to complement what they learn from you.
The training contractor/provider will meet with you and your apprentice to discuss their training needs and will then develop a training programme with them. They will be with your apprentice every step of the way throughout the apprenticeship to support them and ensure that are making progress.
The following links provide a tool to search for training contractors for Level 2 and Level 3 ApprenticeshipsNI frameworks, and a list of Higher Level Apprenticeships training providers including contact details and training offered in your area.
- Search for ApprenticeshipsNI Level 2 and Level 3 training contractors
- Higher Level Apprenticeships training providers on the nidirect website
What if your apprentice needs additional support?
As the apprentices are in employment when they start on the programme the Disability Discrimination Act applies making it illegal for employers to subject disabled job seekers and employees to disability discrimination. This includes failing to comply with the important duty to make reasonable adjustments and subjecting disabled people to disability-related harassment.
There are programmes available through the Department for Communities to support people into and to sustain work and these can be put in place for any eligible apprentice. See work schemes and programmes for people with disabilities
If additional support is needed for your apprentice during their time on directed training, for example, if they have a disability, your training contractor/provider will organise this for you with specially trained support providers. They will work closely together on behalf of your apprentice so that he or she can benefit fully from the training programme.
Organisation Point Of Contact Address Contact Details Disability Action Karen Smith / Siobhan Winston Portside Business Park
189 Airport Road
Belfast
BT3 9EDTel. 028 9029 7874
Mob. 079 5160 1813
dss@disabilityaction.orgUlster Supported Employment Ltd. (USEL) Phil McFall 182-188 Cambrai Street
Belfast
BT13 3JHTel. 028 9035 6600
Fax. 028 9035 6611
Mob. 077 3934 8817
pmcfall@usel.co.ukClanrye Group Ltd Jim O'Hare Slieve Gullion
Forest Park
89 Dromintee Road
Killeavy
Newry
BT35 8SWTel. 028 3089 8119
Mob. 078 6674 6423
jim.ohare@clanryegroup.com
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Apprenticeships qualifications explained for employers
An apprenticeship can give your employee the training and qualifications they need to meet your business needs.
An apprenticeship can give your employees the training and qualifications they need to meet your business needs. The qualifications for Level 2 and Level 3 apprenticeships are set out in a frameworks, which have been developed in liaison with industry representatives to ensure they are tailored to meet the needs of your business sector.
Level 2 and 3 Apprenticeships
The ApprenticeshipsNI programme offers three possible apprenticeship routes: either a standalone Level 2 apprenticeship framework, or a standalone Level 3 apprenticeship framework, or a combination of both levels known as a "Level 3 with a Level 2 En Route" apprenticeship.
The framework level your apprentice will undertake depends on a range of factors including their previous experience, their current level of skills, previous qualifications they have achieved, and of course the level of development they require to competently fulfil their new role in your business.
As part of their apprenticeship your apprentice will be supported and trained by a training contractor or FE College who has been approved by DfE to deliver ApprenticeshipsNI training in that occupational area. A useful search tool is available to help you find a suitable training contractor:
The training contractor will assess your apprentice's level of skills and qualifications when they register them on the programme and will advise what framework level they judge is the most appropriate for your apprentice to begin at.
Your training contractor or FE college will discuss the apprentice's level of qualification and skills and suggest the level of entry to the programme.
- Level 2 apprenticeship frameworks
- Level 3 apprenticeship frameworks
- Apprenticeships explained for employers
The apprenticeship framework
An ApprenticeshipsNI framework sets out the requirements your apprentice must meet to achieve their Full Framework ApprenticeshipsNI Certificate at that level.
All frameworks include a knowledge-based qualification, a competency-based qualification, Essential Skills requirements, and any other qualification deemed mandatory by the industry for example the AM2 Test for electrotechnical industry.
A small number of frameworks have additional requirements such as previous qualifications or experience but these are clearly outlined where applicable.
Your training contractor will ensure that your apprentice is registered for the appropriate qualifications and supported appropriately to complete the requirements of the framework in full.
There are around 60 Level 2 ApprenticeshipsNI frameworks and around 60 Level 3 ApprenticeshipsNI frameworks currently available.
If the apprenticeship you wish to offer is not included in the list of current frameworks linked to above, then it is unfortunately not currently available through the ApprenticeshipsNI programme. There may be further apprenticeships frameworks added in the future.
Higher Level Apprenticeships
Higher Level Apprenticeships currently offer qualifications from Level 4 up to Level 7. The majority are at Level 5 (Foundation Degree or equivalent) with some offering Level 6 (Honours Degree) and Level 7 (Masters Degree). Higher Level Apprenticeships may be available in the future at Level 8 (Post Graduate Awards).
The qualifications required will depend on the level of apprenticeship being followed. Some apprenticeships require, for example, a General Certificate of Secondary Education (GCSEs) in order to be eligible to undertake the apprenticeship.
There are currently over 70 Higher Level Apprenticeships programmes to choose from, including childcare, computer science, electrical engineering, mechanical engineering, life sciences, hospitality and tourism, and accountancy.
For some there are minimum entry requirements, for example, A levels. Your chosen training provider can advise you and your apprentice on this.
How long does it take to complete an apprenticeship?
It usually takes up to two years to complete one level and up to four years to complete the two levels at Levels 2 and 3 depending on their complexity; however, they may be completed more quickly depending on the ability of the apprentice.
Higher Level Apprenticeships may vary depending on their complexity however they should normally take a minimum of two years to complete.
Framework provision is subject to confirmation.
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Finances and funding for Apprenticeships
An incentive payment will be available for employers whose employees successfully complete the Level 2 and Level 3 Apprenticeship programmes.
Funding for the directed (or "off-the-job") training element of Level 2, Level 3 apprenticeships and Level 4 and Level 5 Higher Level Apprenticeships is provided by the Department for the Economy (DfE).
An Employer Incentive Payment is also available to employers whose employees successfully complete their Level 2 and/or Level 3 Apprenticeship framework. Employers must contract apprentices to work at least 21 hours per week (to include day release for directed training) and are responsible for paying their apprentices at least the National Minimum Wage rate for apprentices.
How much does training cost?
The costs of the directed ('off-the-job') training element of the apprenticeship are funded by DfE.
Higher level Apprenticeships
The Department for the Economy (DfE) will pay training provider costs for the 'off-the-job' training, however, the employer should pay the apprentice for the contracted hours including the day that they are training.
Employer Incentive Payments
Under the ApprenticeshipsNI programme an Employer Incentive Payment is available for employers whose apprentice successfully completes their full Level 2 or Level 3 apprenticeships framework. This incentive ranges from £558 to £1,674, depending on the complexity and level of the apprenticeship undertaken and the age of the apprentice on joining the programme. You will receive the payment upon the successful completion of your employee's apprenticeship framework.
What do I pay the apprentice?
Your apprentice will earn a wage agreed between yourself and them. It is important to remember that the National Minimum Wage (NMW) Regulations apply and that there are specific rates for apprentices and for different age groups.
The NMW is the minimum amount that workers in the UK are entitled to be paid. NMW rates are reviewed each year.
National Minimum Wage - hourly rates from 1 April 2024
- £11.44 - the National Living Wage for workers 21 years old and over
- £8.60 - the 18 to 20 years old rate
- £6.40 - the 16 to 17 years old rate for workers above school leaving age but under 18 years old
- £6.40 - the apprentice rate, for apprentices under 19 years old or 19 and over and in the first year of their apprenticeship (this rate does not apply to Higher Level Apprenticeships)
See National Minimum Wage and National Living Wage rates.
More useful links
- Download the apprenticeships employer advice leaflet (PDF, 1MB)
- Department for the Economy response to Apprentice Levy consultation
- Advertise your apprenticeship opportunities on JobApplyNI
- Higher Level Apprenticeships Training Suppliers on the nidirect website
- Find your local Jobs and Benefits Office on the nidirect website
- Apprenticeship training contractors
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Business benefits of apprenticeships
Apprenticeships can help all types of businesses across a wide range of sectors harness fresh new talent.
Apprenticeships can help all types of businesses across a wide range of sectors harness fresh new talent. They can help equip your workforce with the practical skills and qualifications that your organisation needs now and in the future and you will enjoy the benefits of having a loyal and motivated workforce that you have trained to meet your own specific business requirements.
Many employers have reported that by employing apprentices they have seen growth and improvement in productivity in their business. As well as this, they feel a real sense of contributing to the skills needs of the Northern Ireland economy.
What are the benefits of employing an apprentice?
There are many benefits to you in employing an apprentice:
- the full costs of the directed (off-the-job) training element of the apprenticeship are funded by the Department for the Economy (DfE).
- an Employer Incentive Payment is available to employers when their apprentice achieves all the targeted qualifications on their Level 2 or Level 3 apprenticeship framework, ranging from £558 to £1,674 (depending on the complexity and level of the apprenticeship undertaken and the age of the apprentice on joining the programme) (note: the employer incentive does not apply to Higher Level Apprenticeships)
- the DfE funded training and reduced National Minimum Wage rate for apprentices (not HLAs) means it is more cost-effective to employ an apprentice rather than skilled staff, plus you can train them right from the start to use the tried and tested methods that work for your individual business
- you benefit from increased enthusiasm, motivation, and loyalty as your apprentice has sought out this career path
- the mixture of on and off-the-job training means your apprentice benefits from experienced staff who know how your business works, while also developing new skills and the latest techniques from qualified trainers by developing your staff to their full potential you can realise increased productivity, improved competitiveness, and a competent workforce
- apprentices can help fill skills gaps by developing the specialist skills that you require for your business and can help you and your business keep abreast of new technology
Sounds good in theory but does it work in real life?
Many Northern Ireland companies have successfully trained apprentices through the ApprenticeshipsNI and Higher Level Apprenticeship programmes and their businesses have reaped the benefits. Read their stories at:
Advertise apprenticeship opportunities online
Now you appreciate the benefits apprenticeships can bring to your business, why not advertise your first apprentice vacancy online? JobApplyNI is a free website developed by the Department for Communities that enables employers to promote and advertise apprenticeship opportunities.
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Company testimonies for apprenticeships
Many Northern Ireland companies have successfully trained their apprentices through the Apprenticeships programme and their businesses have reaped the benefits.
Many Northern Ireland companies have successfully trained their apprentices through the Apprenticeships programme and their businesses have reaped the benefits. Find out more below.
Kainos
Paul Hamill, Head of HR said:
'Kainos has provided young people through the Apprenticeships programme with the opportunity to develop skills, achieve qualifications and enhance their career prospects in a stimulating IT environment.
The programme has helped us train and develop the apprentices we need for the long-term success of our business. Our apprentices add to our organisation making it more effective, competent, and competitive by addressing our skills gaps directly.'
Northern Ireland Electricity (NIE)
Joe O'Mahony, NIE Managing Director, said:
Many of our apprentices have attained additional skills, over and above their normal job roles. This has led to a multi-skilled workforce enabling NIE to improve productivity and business efficiency, meet government and regulatory targets, and deliver business benefits to the company.
A number of our senior managers started their career as apprentices proving that an apprenticeship provides an excellent platform for individuals to develop their career to the maximum potential."
Fusion Heating Ltd
Bill Cherry, Manager Director said:
'As a Small, Medium Enterprise business we need to be able to exploit all market sectors, and our apprentices, working through the Apprenticeships programme, are a vital part of the team in this regard.'
Phoenix Gas
Peter Dixon, Group Chief Executive, Phoenix Energy Holdings said:
'The Apprenticeships programme has helped us train and develop the apprentices we need for the long-term success of our business. Our apprentices add to our organisation making it more effective, competent, productive, and competitive by addressing our skills gaps directly.'
PwC NI
Paul Terrington, Regional Chairman of PwC in Northern Ireland said:
'In 2012, we took the lead in piloting the Professional Services Higher Level Apprenticeships alongside our more usual graduate recruitment and the results have been remarkably successful. The standard of applicants has been high and they have excelled in a challenging and demanding work environment, so we are now accelerating our Higher Apprenticeship recruitment through our school-leaver entry programme. Apprentices earn while they learn, gain an internationally recognised professional qualification in less time than it takes to graduate from university, and have a lifetime career opportunity within the global PwC network.'
How do I go about employing an apprentice for my business?
Now you've read real examples of apprenticeships benefiting real businesses here in Northern Ireland, why not get started on recruiting your own apprentice? Find out more at the following links:
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Getting an apprentice started
How employers can go about finding apprentices, how to get them started, and find the support required.
You may already have a potential apprentice in mind or in your workforce. If not there are various methods of finding one.
Finding an apprentice
If you don't have a potential apprentice but would like to employ one, it is really like recruiting any other employee. For example you can:
- advertise apprenticeship opportunities on JobApplyNI
- contact your local Jobs and Benefits Office
- place an advertisement in the newspapers
- contact a training contractor/provider in your area who delivers training in the relevant occupational area, as they may be aware of potential employees
- look to your own staff - an existing employee is eligible for the ApprenticeshipsNI or Higher Level Apprenticeship programme if their new role requires substantial training and development
Advertise apprenticeship opportunities online
JobApplyNI is a free website developed by the Department for Communities that enables employers to promote and advertise apprenticeship opportunities.
You have your apprentice, what next?
Once you have identified your apprentice and they have agreed to take part in one of the Apprenticeship programmes, simply contact an ApprenticeshipsNI contractor or a Higher Level Apprenticeship training provider who has been approved to deliver the relevant apprenticeship training in your area.
The training contractor/provider will meet with you and your apprentice to discuss their training needs and will then develop a personal training programme. They will register your apprentice on the programme and ensure they are registered for any qualifications required as part of their framework. They will be with your apprentice every step of the way throughout the apprenticeship to support them and ensure they are making progress.
A useful search facility is available on the nidirect website to find a suitable training contractor in your local area to deliver Level 2 and Level 3 ApprenticeshipsNI training:
A list of training providers for Higher Level Apprenticeships is also available on the nidirect website:
Is additional support needed?
If additional support is needed for your apprentice during their time on the directed training element of the programme. As the apprentices are in employment when they start on the programme the Disability Discrimination Act applies making it illegal for employers to subject disabled job-seekers and employees to disability discrimination. This includes failing to comply with the important duty to make reasonable adjustments and subjecting disabled people to disability-related harassment.
There are programmes available through the Department for Communities to support people into and to sustain work and these can be put in place for any eligible apprentice. See work schemes and programmes for people with disabilities.
For example, if they have a disability, your training contractor will organise this for you with one of the specially trained Disability Support Services (DSS) contractors approved by DfE. A list of the current DSS contractors is available on the following page:
Other options
If Apprenticeships are not suitable for your business, why not check out some other employment and training programmes, such as:
- Skills for Life and Work: providing work experience for young people
- How to access a traineeship for employers
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Apprenticeships: delivering work-based training and qualifications to employees
Taking on and developing an apprentice - Mivan Ltd
How the Antrim-based joinery and fit-out business recruits and develops apprentices to help grow their business.
Mivan is an internationally renowned bespoke joinery and interior fit-out company. The business, based in Antrim, offers complete turnkey fit-out service to many sectors.
Karen Anderson, HR Manager at Mivan, explains how the company employs around ten new apprentices each year. Karen explains the steps they take to recruit apprentices, how they help to develop apprentices, and the benefits apprentices bring to the success of their business.
Taking on apprentices
“Our apprentice programme is vital to the continuing expansion and success of the business. It enables Mivan to grow talent and develop the skilled and qualified workforce we need. We firmly believe that apprentices are key to the future of Mivan.”
“Our apprenticeship recruitment campaigns are very different from our regular recruitment activity. Apprentice recruitment runs from January to April each year.”
“We promote our apprentice programme with visits to local schools to raise awareness amongst pupils and teachers. We advertise in the local press and promote across social media. We also run an Apprentice Open Day at our facilities each March.”
“Every applicant is invited to attend an interview. Then the shortlisted candidates are invited to complete a set of tasks in a practical workshop. Following this, we will offer around ten successful candidates an apprentice role.”
Benefits of apprentices to our business
“The main advantage to employing apprentices is Mivan continues to grow its workforce of highly skilled craftspeople. It can be challenging to find people with the skills that we require. Our apprentice programme enables us to develop a workforce with the bespoke skills and industry-recognised qualifications we need.”
“Our apprentice programme also provides a solid foundation for those taking part to develop their skills and expand into other career paths within the business such as project management, design, estimating, and factory management.”
Supporting and developing our apprentices
“For many people, starting an apprenticeship is their first step into the workplace after school. To help with this transition, Mivan provides apprentices with a dedicated mentor, structured onboarding and development programmes, extensive training, and regular meetings and check-ins. Apprentices complete several projects, practical assessments, and progress reviews throughout their apprenticeship journey.”
“Once an apprentice is ready to move from the apprentice workshop to the main factory floor, the individual is paired with a mentor who continues to provide one-to-one training, development, and support throughout their apprenticeship and beyond.”
Measuring success
“Mivan apprentices undergo regular progress reviews to assess performance, identify training priorities, and provide the necessary support.”
“Our apprentices have won SkillsBuild NI inter-campus and regional awards. One of our apprentices was also selected to compete in the Skill Build UK National Final for joinery in November 2022.”
“The fact that many of our apprentices have progressed to management positions within the company is a testament to the success of Mivan’s apprentice programme.”
Looking to the future
“We are continually seeking new methods of improving and enhancing our apprenticeship scheme to keep up to date with developments within the industry. We also assess the progress of the current apprentices against previous years to ensure continual improvement.”
“Mivan’s apprenticeship programme has been running for over 20 years with a dedicated mentor and dedicated workshop. We will continue to develop our apprentice facilities and training programme as our business needs adapt to changes and opportunities in our industry.”
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Apprenticeships explained for employers
In this guide:
- Apprenticeships: delivering work-based training and qualifications to employees
- Apprenticeships explained for employers
- Apprenticeships qualifications explained for employers
- Finances and funding for Apprenticeships
- Business benefits of apprenticeships
- Company testimonies for apprenticeships
- Getting an apprentice started
- Taking on and developing an apprentice - Mivan Ltd
Apprenticeships explained for employers
Apprenticeships in Northern Ireland is a demand-led, work-based programme designed around the needs of employers.
ApprenticeshipsNI is a work-based programme designed around the needs of employers that offers recognised training and qualifications to new and existing employees taking on new roles that require lots of training and development. The programme offers a wide range of apprenticeships at Level 2 and Level 3.
Opportunities are also available through Higher Level Apprenticeships for new employees or existing employees in a new job role wishing to gain qualifications from Level 4 to Level 7.
Who is eligible to take part in Apprenticeships?
Apprenticeships are open to new employees or existing employees taking on a new role within a Northern Ireland-based company.
Your apprentice needs to:
- be the minimum school leaving age in Northern Ireland
- be about to take up permanent paid employment as an apprentice with a Northern Ireland-based company, or be an existing employee in a Northern Ireland-based company who is about to undertake a new role that requires significant training and development
- employed by national companies that have operations in Northern Ireland who are employed at least 50 per cent of their time in Northern Ireland and completing their directed training in Northern Ireland with an approved training contractor
- be permanently contracted to work a minimum of 21 hours per week (which includes time for 'off-the-job' training)
- meet the entry requirements of their chosen occupation; some apprenticeships require, for example, General Certificates of Secondary Education (GCSEs)
Your Higher Level Apprentice needs to, as a minimum:
- be employed or be about to take up permanent paid employment as an apprentice, or be an existing employee moving to a new job role, with a Northern Ireland-based company
- work a minimum of 21 hours per week (which includes time for ‘off-the-job’ training)
- have achieved all necessary entry qualifications determined by the relevant sector
- pass any entry tests specified by the relevant sector
- be the minimum school leaving age in Northern Ireland
Third-country nationals, including European Union (EU), European Economic Area (EEA), and Swiss nationals, are eligible to undertake a Higher Level Apprenticeship/Level 2 or 3 Apprenticeship if they already have a right to live and work in the UK.
Legal responsibility for establishing that the apprentice has a right to live and work in the UK rests with the employer. See further guidance on working in Northern Ireland.
Apprenticeship training
An apprenticeship is a work-based training programme, most of the training is 'on-the-job' with you as the employer. This is usually four days a week. The rest is provided 'off-the-job', one day a week.
All of the Level 2 and Level 3 apprenticeship qualifications are set out in a framework and are available at Levels 2 and 3. They have been developed in liaison with industry representatives and are therefore tailored to ensure they meet the needs of your industry. Further information is available at:
What is a training contractor/provider?
A number of training contractors including the six local further education colleges and College of Agriculture, Food and Rural Enterprise (CAFRE) based across Northern Ireland have been contracted to deliver training in a variety of apprenticeships at Level 2 and Level 3. There are around 120 Level 2 or Level 3 apprenticeship frameworks to choose from.
Higher Level Apprenticeships are delivered through the six local further education colleges, the College of Agriculture, Food and Rural Enterprise (CAFRE), and the three local universities. There are over 70 Higher Level Apprenticeships programmes available.
A training contractor/provider will help your apprentice achieve the qualifications and teach them the knowledge and skills to complement what they learn from you.
The training contractor/provider will meet with you and your apprentice to discuss their training needs and will then develop a training programme with them. They will be with your apprentice every step of the way throughout the apprenticeship to support them and ensure that are making progress.
The following links provide a tool to search for training contractors for Level 2 and Level 3 ApprenticeshipsNI frameworks, and a list of Higher Level Apprenticeships training providers including contact details and training offered in your area.
- Search for ApprenticeshipsNI Level 2 and Level 3 training contractors
- Higher Level Apprenticeships training providers on the nidirect website
What if your apprentice needs additional support?
As the apprentices are in employment when they start on the programme the Disability Discrimination Act applies making it illegal for employers to subject disabled job seekers and employees to disability discrimination. This includes failing to comply with the important duty to make reasonable adjustments and subjecting disabled people to disability-related harassment.
There are programmes available through the Department for Communities to support people into and to sustain work and these can be put in place for any eligible apprentice. See work schemes and programmes for people with disabilities
If additional support is needed for your apprentice during their time on directed training, for example, if they have a disability, your training contractor/provider will organise this for you with specially trained support providers. They will work closely together on behalf of your apprentice so that he or she can benefit fully from the training programme.
Organisation Point Of Contact Address Contact Details Disability Action Karen Smith / Siobhan Winston Portside Business Park
189 Airport Road
Belfast
BT3 9EDTel. 028 9029 7874
Mob. 079 5160 1813
dss@disabilityaction.orgUlster Supported Employment Ltd. (USEL) Phil McFall 182-188 Cambrai Street
Belfast
BT13 3JHTel. 028 9035 6600
Fax. 028 9035 6611
Mob. 077 3934 8817
pmcfall@usel.co.ukClanrye Group Ltd Jim O'Hare Slieve Gullion
Forest Park
89 Dromintee Road
Killeavy
Newry
BT35 8SWTel. 028 3089 8119
Mob. 078 6674 6423
jim.ohare@clanryegroup.com
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Apprenticeships qualifications explained for employers
An apprenticeship can give your employee the training and qualifications they need to meet your business needs.
An apprenticeship can give your employees the training and qualifications they need to meet your business needs. The qualifications for Level 2 and Level 3 apprenticeships are set out in a frameworks, which have been developed in liaison with industry representatives to ensure they are tailored to meet the needs of your business sector.
Level 2 and 3 Apprenticeships
The ApprenticeshipsNI programme offers three possible apprenticeship routes: either a standalone Level 2 apprenticeship framework, or a standalone Level 3 apprenticeship framework, or a combination of both levels known as a "Level 3 with a Level 2 En Route" apprenticeship.
The framework level your apprentice will undertake depends on a range of factors including their previous experience, their current level of skills, previous qualifications they have achieved, and of course the level of development they require to competently fulfil their new role in your business.
As part of their apprenticeship your apprentice will be supported and trained by a training contractor or FE College who has been approved by DfE to deliver ApprenticeshipsNI training in that occupational area. A useful search tool is available to help you find a suitable training contractor:
The training contractor will assess your apprentice's level of skills and qualifications when they register them on the programme and will advise what framework level they judge is the most appropriate for your apprentice to begin at.
Your training contractor or FE college will discuss the apprentice's level of qualification and skills and suggest the level of entry to the programme.
- Level 2 apprenticeship frameworks
- Level 3 apprenticeship frameworks
- Apprenticeships explained for employers
The apprenticeship framework
An ApprenticeshipsNI framework sets out the requirements your apprentice must meet to achieve their Full Framework ApprenticeshipsNI Certificate at that level.
All frameworks include a knowledge-based qualification, a competency-based qualification, Essential Skills requirements, and any other qualification deemed mandatory by the industry for example the AM2 Test for electrotechnical industry.
A small number of frameworks have additional requirements such as previous qualifications or experience but these are clearly outlined where applicable.
Your training contractor will ensure that your apprentice is registered for the appropriate qualifications and supported appropriately to complete the requirements of the framework in full.
There are around 60 Level 2 ApprenticeshipsNI frameworks and around 60 Level 3 ApprenticeshipsNI frameworks currently available.
If the apprenticeship you wish to offer is not included in the list of current frameworks linked to above, then it is unfortunately not currently available through the ApprenticeshipsNI programme. There may be further apprenticeships frameworks added in the future.
Higher Level Apprenticeships
Higher Level Apprenticeships currently offer qualifications from Level 4 up to Level 7. The majority are at Level 5 (Foundation Degree or equivalent) with some offering Level 6 (Honours Degree) and Level 7 (Masters Degree). Higher Level Apprenticeships may be available in the future at Level 8 (Post Graduate Awards).
The qualifications required will depend on the level of apprenticeship being followed. Some apprenticeships require, for example, a General Certificate of Secondary Education (GCSEs) in order to be eligible to undertake the apprenticeship.
There are currently over 70 Higher Level Apprenticeships programmes to choose from, including childcare, computer science, electrical engineering, mechanical engineering, life sciences, hospitality and tourism, and accountancy.
For some there are minimum entry requirements, for example, A levels. Your chosen training provider can advise you and your apprentice on this.
How long does it take to complete an apprenticeship?
It usually takes up to two years to complete one level and up to four years to complete the two levels at Levels 2 and 3 depending on their complexity; however, they may be completed more quickly depending on the ability of the apprentice.
Higher Level Apprenticeships may vary depending on their complexity however they should normally take a minimum of two years to complete.
Framework provision is subject to confirmation.
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Finances and funding for Apprenticeships
An incentive payment will be available for employers whose employees successfully complete the Level 2 and Level 3 Apprenticeship programmes.
Funding for the directed (or "off-the-job") training element of Level 2, Level 3 apprenticeships and Level 4 and Level 5 Higher Level Apprenticeships is provided by the Department for the Economy (DfE).
An Employer Incentive Payment is also available to employers whose employees successfully complete their Level 2 and/or Level 3 Apprenticeship framework. Employers must contract apprentices to work at least 21 hours per week (to include day release for directed training) and are responsible for paying their apprentices at least the National Minimum Wage rate for apprentices.
How much does training cost?
The costs of the directed ('off-the-job') training element of the apprenticeship are funded by DfE.
Higher level Apprenticeships
The Department for the Economy (DfE) will pay training provider costs for the 'off-the-job' training, however, the employer should pay the apprentice for the contracted hours including the day that they are training.
Employer Incentive Payments
Under the ApprenticeshipsNI programme an Employer Incentive Payment is available for employers whose apprentice successfully completes their full Level 2 or Level 3 apprenticeships framework. This incentive ranges from £558 to £1,674, depending on the complexity and level of the apprenticeship undertaken and the age of the apprentice on joining the programme. You will receive the payment upon the successful completion of your employee's apprenticeship framework.
What do I pay the apprentice?
Your apprentice will earn a wage agreed between yourself and them. It is important to remember that the National Minimum Wage (NMW) Regulations apply and that there are specific rates for apprentices and for different age groups.
The NMW is the minimum amount that workers in the UK are entitled to be paid. NMW rates are reviewed each year.
National Minimum Wage - hourly rates from 1 April 2024
- £11.44 - the National Living Wage for workers 21 years old and over
- £8.60 - the 18 to 20 years old rate
- £6.40 - the 16 to 17 years old rate for workers above school leaving age but under 18 years old
- £6.40 - the apprentice rate, for apprentices under 19 years old or 19 and over and in the first year of their apprenticeship (this rate does not apply to Higher Level Apprenticeships)
See National Minimum Wage and National Living Wage rates.
More useful links
- Download the apprenticeships employer advice leaflet (PDF, 1MB)
- Department for the Economy response to Apprentice Levy consultation
- Advertise your apprenticeship opportunities on JobApplyNI
- Higher Level Apprenticeships Training Suppliers on the nidirect website
- Find your local Jobs and Benefits Office on the nidirect website
- Apprenticeship training contractors
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Business benefits of apprenticeships
Apprenticeships can help all types of businesses across a wide range of sectors harness fresh new talent.
Apprenticeships can help all types of businesses across a wide range of sectors harness fresh new talent. They can help equip your workforce with the practical skills and qualifications that your organisation needs now and in the future and you will enjoy the benefits of having a loyal and motivated workforce that you have trained to meet your own specific business requirements.
Many employers have reported that by employing apprentices they have seen growth and improvement in productivity in their business. As well as this, they feel a real sense of contributing to the skills needs of the Northern Ireland economy.
What are the benefits of employing an apprentice?
There are many benefits to you in employing an apprentice:
- the full costs of the directed (off-the-job) training element of the apprenticeship are funded by the Department for the Economy (DfE).
- an Employer Incentive Payment is available to employers when their apprentice achieves all the targeted qualifications on their Level 2 or Level 3 apprenticeship framework, ranging from £558 to £1,674 (depending on the complexity and level of the apprenticeship undertaken and the age of the apprentice on joining the programme) (note: the employer incentive does not apply to Higher Level Apprenticeships)
- the DfE funded training and reduced National Minimum Wage rate for apprentices (not HLAs) means it is more cost-effective to employ an apprentice rather than skilled staff, plus you can train them right from the start to use the tried and tested methods that work for your individual business
- you benefit from increased enthusiasm, motivation, and loyalty as your apprentice has sought out this career path
- the mixture of on and off-the-job training means your apprentice benefits from experienced staff who know how your business works, while also developing new skills and the latest techniques from qualified trainers by developing your staff to their full potential you can realise increased productivity, improved competitiveness, and a competent workforce
- apprentices can help fill skills gaps by developing the specialist skills that you require for your business and can help you and your business keep abreast of new technology
Sounds good in theory but does it work in real life?
Many Northern Ireland companies have successfully trained apprentices through the ApprenticeshipsNI and Higher Level Apprenticeship programmes and their businesses have reaped the benefits. Read their stories at:
Advertise apprenticeship opportunities online
Now you appreciate the benefits apprenticeships can bring to your business, why not advertise your first apprentice vacancy online? JobApplyNI is a free website developed by the Department for Communities that enables employers to promote and advertise apprenticeship opportunities.
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Company testimonies for apprenticeships
Many Northern Ireland companies have successfully trained their apprentices through the Apprenticeships programme and their businesses have reaped the benefits.
Many Northern Ireland companies have successfully trained their apprentices through the Apprenticeships programme and their businesses have reaped the benefits. Find out more below.
Kainos
Paul Hamill, Head of HR said:
'Kainos has provided young people through the Apprenticeships programme with the opportunity to develop skills, achieve qualifications and enhance their career prospects in a stimulating IT environment.
The programme has helped us train and develop the apprentices we need for the long-term success of our business. Our apprentices add to our organisation making it more effective, competent, and competitive by addressing our skills gaps directly.'
Northern Ireland Electricity (NIE)
Joe O'Mahony, NIE Managing Director, said:
Many of our apprentices have attained additional skills, over and above their normal job roles. This has led to a multi-skilled workforce enabling NIE to improve productivity and business efficiency, meet government and regulatory targets, and deliver business benefits to the company.
A number of our senior managers started their career as apprentices proving that an apprenticeship provides an excellent platform for individuals to develop their career to the maximum potential."
Fusion Heating Ltd
Bill Cherry, Manager Director said:
'As a Small, Medium Enterprise business we need to be able to exploit all market sectors, and our apprentices, working through the Apprenticeships programme, are a vital part of the team in this regard.'
Phoenix Gas
Peter Dixon, Group Chief Executive, Phoenix Energy Holdings said:
'The Apprenticeships programme has helped us train and develop the apprentices we need for the long-term success of our business. Our apprentices add to our organisation making it more effective, competent, productive, and competitive by addressing our skills gaps directly.'
PwC NI
Paul Terrington, Regional Chairman of PwC in Northern Ireland said:
'In 2012, we took the lead in piloting the Professional Services Higher Level Apprenticeships alongside our more usual graduate recruitment and the results have been remarkably successful. The standard of applicants has been high and they have excelled in a challenging and demanding work environment, so we are now accelerating our Higher Apprenticeship recruitment through our school-leaver entry programme. Apprentices earn while they learn, gain an internationally recognised professional qualification in less time than it takes to graduate from university, and have a lifetime career opportunity within the global PwC network.'
How do I go about employing an apprentice for my business?
Now you've read real examples of apprenticeships benefiting real businesses here in Northern Ireland, why not get started on recruiting your own apprentice? Find out more at the following links:
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Getting an apprentice started
How employers can go about finding apprentices, how to get them started, and find the support required.
You may already have a potential apprentice in mind or in your workforce. If not there are various methods of finding one.
Finding an apprentice
If you don't have a potential apprentice but would like to employ one, it is really like recruiting any other employee. For example you can:
- advertise apprenticeship opportunities on JobApplyNI
- contact your local Jobs and Benefits Office
- place an advertisement in the newspapers
- contact a training contractor/provider in your area who delivers training in the relevant occupational area, as they may be aware of potential employees
- look to your own staff - an existing employee is eligible for the ApprenticeshipsNI or Higher Level Apprenticeship programme if their new role requires substantial training and development
Advertise apprenticeship opportunities online
JobApplyNI is a free website developed by the Department for Communities that enables employers to promote and advertise apprenticeship opportunities.
You have your apprentice, what next?
Once you have identified your apprentice and they have agreed to take part in one of the Apprenticeship programmes, simply contact an ApprenticeshipsNI contractor or a Higher Level Apprenticeship training provider who has been approved to deliver the relevant apprenticeship training in your area.
The training contractor/provider will meet with you and your apprentice to discuss their training needs and will then develop a personal training programme. They will register your apprentice on the programme and ensure they are registered for any qualifications required as part of their framework. They will be with your apprentice every step of the way throughout the apprenticeship to support them and ensure they are making progress.
A useful search facility is available on the nidirect website to find a suitable training contractor in your local area to deliver Level 2 and Level 3 ApprenticeshipsNI training:
A list of training providers for Higher Level Apprenticeships is also available on the nidirect website:
Is additional support needed?
If additional support is needed for your apprentice during their time on the directed training element of the programme. As the apprentices are in employment when they start on the programme the Disability Discrimination Act applies making it illegal for employers to subject disabled job-seekers and employees to disability discrimination. This includes failing to comply with the important duty to make reasonable adjustments and subjecting disabled people to disability-related harassment.
There are programmes available through the Department for Communities to support people into and to sustain work and these can be put in place for any eligible apprentice. See work schemes and programmes for people with disabilities.
For example, if they have a disability, your training contractor will organise this for you with one of the specially trained Disability Support Services (DSS) contractors approved by DfE. A list of the current DSS contractors is available on the following page:
Other options
If Apprenticeships are not suitable for your business, why not check out some other employment and training programmes, such as:
- Skills for Life and Work: providing work experience for young people
- How to access a traineeship for employers
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Apprenticeships: delivering work-based training and qualifications to employees
Taking on and developing an apprentice - Mivan Ltd
How the Antrim-based joinery and fit-out business recruits and develops apprentices to help grow their business.
Mivan is an internationally renowned bespoke joinery and interior fit-out company. The business, based in Antrim, offers complete turnkey fit-out service to many sectors.
Karen Anderson, HR Manager at Mivan, explains how the company employs around ten new apprentices each year. Karen explains the steps they take to recruit apprentices, how they help to develop apprentices, and the benefits apprentices bring to the success of their business.
Taking on apprentices
“Our apprentice programme is vital to the continuing expansion and success of the business. It enables Mivan to grow talent and develop the skilled and qualified workforce we need. We firmly believe that apprentices are key to the future of Mivan.”
“Our apprenticeship recruitment campaigns are very different from our regular recruitment activity. Apprentice recruitment runs from January to April each year.”
“We promote our apprentice programme with visits to local schools to raise awareness amongst pupils and teachers. We advertise in the local press and promote across social media. We also run an Apprentice Open Day at our facilities each March.”
“Every applicant is invited to attend an interview. Then the shortlisted candidates are invited to complete a set of tasks in a practical workshop. Following this, we will offer around ten successful candidates an apprentice role.”
Benefits of apprentices to our business
“The main advantage to employing apprentices is Mivan continues to grow its workforce of highly skilled craftspeople. It can be challenging to find people with the skills that we require. Our apprentice programme enables us to develop a workforce with the bespoke skills and industry-recognised qualifications we need.”
“Our apprentice programme also provides a solid foundation for those taking part to develop their skills and expand into other career paths within the business such as project management, design, estimating, and factory management.”
Supporting and developing our apprentices
“For many people, starting an apprenticeship is their first step into the workplace after school. To help with this transition, Mivan provides apprentices with a dedicated mentor, structured onboarding and development programmes, extensive training, and regular meetings and check-ins. Apprentices complete several projects, practical assessments, and progress reviews throughout their apprenticeship journey.”
“Once an apprentice is ready to move from the apprentice workshop to the main factory floor, the individual is paired with a mentor who continues to provide one-to-one training, development, and support throughout their apprenticeship and beyond.”
Measuring success
“Mivan apprentices undergo regular progress reviews to assess performance, identify training priorities, and provide the necessary support.”
“Our apprentices have won SkillsBuild NI inter-campus and regional awards. One of our apprentices was also selected to compete in the Skill Build UK National Final for joinery in November 2022.”
“The fact that many of our apprentices have progressed to management positions within the company is a testament to the success of Mivan’s apprentice programme.”
Looking to the future
“We are continually seeking new methods of improving and enhancing our apprenticeship scheme to keep up to date with developments within the industry. We also assess the progress of the current apprentices against previous years to ensure continual improvement.”
“Mivan’s apprenticeship programme has been running for over 20 years with a dedicated mentor and dedicated workshop. We will continue to develop our apprentice facilities and training programme as our business needs adapt to changes and opportunities in our industry.”
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Company testimonies for apprenticeships
In this guide:
- Apprenticeships: delivering work-based training and qualifications to employees
- Apprenticeships explained for employers
- Apprenticeships qualifications explained for employers
- Finances and funding for Apprenticeships
- Business benefits of apprenticeships
- Company testimonies for apprenticeships
- Getting an apprentice started
- Taking on and developing an apprentice - Mivan Ltd
Apprenticeships explained for employers
Apprenticeships in Northern Ireland is a demand-led, work-based programme designed around the needs of employers.
ApprenticeshipsNI is a work-based programme designed around the needs of employers that offers recognised training and qualifications to new and existing employees taking on new roles that require lots of training and development. The programme offers a wide range of apprenticeships at Level 2 and Level 3.
Opportunities are also available through Higher Level Apprenticeships for new employees or existing employees in a new job role wishing to gain qualifications from Level 4 to Level 7.
Who is eligible to take part in Apprenticeships?
Apprenticeships are open to new employees or existing employees taking on a new role within a Northern Ireland-based company.
Your apprentice needs to:
- be the minimum school leaving age in Northern Ireland
- be about to take up permanent paid employment as an apprentice with a Northern Ireland-based company, or be an existing employee in a Northern Ireland-based company who is about to undertake a new role that requires significant training and development
- employed by national companies that have operations in Northern Ireland who are employed at least 50 per cent of their time in Northern Ireland and completing their directed training in Northern Ireland with an approved training contractor
- be permanently contracted to work a minimum of 21 hours per week (which includes time for 'off-the-job' training)
- meet the entry requirements of their chosen occupation; some apprenticeships require, for example, General Certificates of Secondary Education (GCSEs)
Your Higher Level Apprentice needs to, as a minimum:
- be employed or be about to take up permanent paid employment as an apprentice, or be an existing employee moving to a new job role, with a Northern Ireland-based company
- work a minimum of 21 hours per week (which includes time for ‘off-the-job’ training)
- have achieved all necessary entry qualifications determined by the relevant sector
- pass any entry tests specified by the relevant sector
- be the minimum school leaving age in Northern Ireland
Third-country nationals, including European Union (EU), European Economic Area (EEA), and Swiss nationals, are eligible to undertake a Higher Level Apprenticeship/Level 2 or 3 Apprenticeship if they already have a right to live and work in the UK.
Legal responsibility for establishing that the apprentice has a right to live and work in the UK rests with the employer. See further guidance on working in Northern Ireland.
Apprenticeship training
An apprenticeship is a work-based training programme, most of the training is 'on-the-job' with you as the employer. This is usually four days a week. The rest is provided 'off-the-job', one day a week.
All of the Level 2 and Level 3 apprenticeship qualifications are set out in a framework and are available at Levels 2 and 3. They have been developed in liaison with industry representatives and are therefore tailored to ensure they meet the needs of your industry. Further information is available at:
What is a training contractor/provider?
A number of training contractors including the six local further education colleges and College of Agriculture, Food and Rural Enterprise (CAFRE) based across Northern Ireland have been contracted to deliver training in a variety of apprenticeships at Level 2 and Level 3. There are around 120 Level 2 or Level 3 apprenticeship frameworks to choose from.
Higher Level Apprenticeships are delivered through the six local further education colleges, the College of Agriculture, Food and Rural Enterprise (CAFRE), and the three local universities. There are over 70 Higher Level Apprenticeships programmes available.
A training contractor/provider will help your apprentice achieve the qualifications and teach them the knowledge and skills to complement what they learn from you.
The training contractor/provider will meet with you and your apprentice to discuss their training needs and will then develop a training programme with them. They will be with your apprentice every step of the way throughout the apprenticeship to support them and ensure that are making progress.
The following links provide a tool to search for training contractors for Level 2 and Level 3 ApprenticeshipsNI frameworks, and a list of Higher Level Apprenticeships training providers including contact details and training offered in your area.
- Search for ApprenticeshipsNI Level 2 and Level 3 training contractors
- Higher Level Apprenticeships training providers on the nidirect website
What if your apprentice needs additional support?
As the apprentices are in employment when they start on the programme the Disability Discrimination Act applies making it illegal for employers to subject disabled job seekers and employees to disability discrimination. This includes failing to comply with the important duty to make reasonable adjustments and subjecting disabled people to disability-related harassment.
There are programmes available through the Department for Communities to support people into and to sustain work and these can be put in place for any eligible apprentice. See work schemes and programmes for people with disabilities
If additional support is needed for your apprentice during their time on directed training, for example, if they have a disability, your training contractor/provider will organise this for you with specially trained support providers. They will work closely together on behalf of your apprentice so that he or she can benefit fully from the training programme.
Organisation Point Of Contact Address Contact Details Disability Action Karen Smith / Siobhan Winston Portside Business Park
189 Airport Road
Belfast
BT3 9EDTel. 028 9029 7874
Mob. 079 5160 1813
dss@disabilityaction.orgUlster Supported Employment Ltd. (USEL) Phil McFall 182-188 Cambrai Street
Belfast
BT13 3JHTel. 028 9035 6600
Fax. 028 9035 6611
Mob. 077 3934 8817
pmcfall@usel.co.ukClanrye Group Ltd Jim O'Hare Slieve Gullion
Forest Park
89 Dromintee Road
Killeavy
Newry
BT35 8SWTel. 028 3089 8119
Mob. 078 6674 6423
jim.ohare@clanryegroup.com
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Apprenticeships qualifications explained for employers
An apprenticeship can give your employee the training and qualifications they need to meet your business needs.
An apprenticeship can give your employees the training and qualifications they need to meet your business needs. The qualifications for Level 2 and Level 3 apprenticeships are set out in a frameworks, which have been developed in liaison with industry representatives to ensure they are tailored to meet the needs of your business sector.
Level 2 and 3 Apprenticeships
The ApprenticeshipsNI programme offers three possible apprenticeship routes: either a standalone Level 2 apprenticeship framework, or a standalone Level 3 apprenticeship framework, or a combination of both levels known as a "Level 3 with a Level 2 En Route" apprenticeship.
The framework level your apprentice will undertake depends on a range of factors including their previous experience, their current level of skills, previous qualifications they have achieved, and of course the level of development they require to competently fulfil their new role in your business.
As part of their apprenticeship your apprentice will be supported and trained by a training contractor or FE College who has been approved by DfE to deliver ApprenticeshipsNI training in that occupational area. A useful search tool is available to help you find a suitable training contractor:
The training contractor will assess your apprentice's level of skills and qualifications when they register them on the programme and will advise what framework level they judge is the most appropriate for your apprentice to begin at.
Your training contractor or FE college will discuss the apprentice's level of qualification and skills and suggest the level of entry to the programme.
- Level 2 apprenticeship frameworks
- Level 3 apprenticeship frameworks
- Apprenticeships explained for employers
The apprenticeship framework
An ApprenticeshipsNI framework sets out the requirements your apprentice must meet to achieve their Full Framework ApprenticeshipsNI Certificate at that level.
All frameworks include a knowledge-based qualification, a competency-based qualification, Essential Skills requirements, and any other qualification deemed mandatory by the industry for example the AM2 Test for electrotechnical industry.
A small number of frameworks have additional requirements such as previous qualifications or experience but these are clearly outlined where applicable.
Your training contractor will ensure that your apprentice is registered for the appropriate qualifications and supported appropriately to complete the requirements of the framework in full.
There are around 60 Level 2 ApprenticeshipsNI frameworks and around 60 Level 3 ApprenticeshipsNI frameworks currently available.
If the apprenticeship you wish to offer is not included in the list of current frameworks linked to above, then it is unfortunately not currently available through the ApprenticeshipsNI programme. There may be further apprenticeships frameworks added in the future.
Higher Level Apprenticeships
Higher Level Apprenticeships currently offer qualifications from Level 4 up to Level 7. The majority are at Level 5 (Foundation Degree or equivalent) with some offering Level 6 (Honours Degree) and Level 7 (Masters Degree). Higher Level Apprenticeships may be available in the future at Level 8 (Post Graduate Awards).
The qualifications required will depend on the level of apprenticeship being followed. Some apprenticeships require, for example, a General Certificate of Secondary Education (GCSEs) in order to be eligible to undertake the apprenticeship.
There are currently over 70 Higher Level Apprenticeships programmes to choose from, including childcare, computer science, electrical engineering, mechanical engineering, life sciences, hospitality and tourism, and accountancy.
For some there are minimum entry requirements, for example, A levels. Your chosen training provider can advise you and your apprentice on this.
How long does it take to complete an apprenticeship?
It usually takes up to two years to complete one level and up to four years to complete the two levels at Levels 2 and 3 depending on their complexity; however, they may be completed more quickly depending on the ability of the apprentice.
Higher Level Apprenticeships may vary depending on their complexity however they should normally take a minimum of two years to complete.
Framework provision is subject to confirmation.
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Finances and funding for Apprenticeships
An incentive payment will be available for employers whose employees successfully complete the Level 2 and Level 3 Apprenticeship programmes.
Funding for the directed (or "off-the-job") training element of Level 2, Level 3 apprenticeships and Level 4 and Level 5 Higher Level Apprenticeships is provided by the Department for the Economy (DfE).
An Employer Incentive Payment is also available to employers whose employees successfully complete their Level 2 and/or Level 3 Apprenticeship framework. Employers must contract apprentices to work at least 21 hours per week (to include day release for directed training) and are responsible for paying their apprentices at least the National Minimum Wage rate for apprentices.
How much does training cost?
The costs of the directed ('off-the-job') training element of the apprenticeship are funded by DfE.
Higher level Apprenticeships
The Department for the Economy (DfE) will pay training provider costs for the 'off-the-job' training, however, the employer should pay the apprentice for the contracted hours including the day that they are training.
Employer Incentive Payments
Under the ApprenticeshipsNI programme an Employer Incentive Payment is available for employers whose apprentice successfully completes their full Level 2 or Level 3 apprenticeships framework. This incentive ranges from £558 to £1,674, depending on the complexity and level of the apprenticeship undertaken and the age of the apprentice on joining the programme. You will receive the payment upon the successful completion of your employee's apprenticeship framework.
What do I pay the apprentice?
Your apprentice will earn a wage agreed between yourself and them. It is important to remember that the National Minimum Wage (NMW) Regulations apply and that there are specific rates for apprentices and for different age groups.
The NMW is the minimum amount that workers in the UK are entitled to be paid. NMW rates are reviewed each year.
National Minimum Wage - hourly rates from 1 April 2024
- £11.44 - the National Living Wage for workers 21 years old and over
- £8.60 - the 18 to 20 years old rate
- £6.40 - the 16 to 17 years old rate for workers above school leaving age but under 18 years old
- £6.40 - the apprentice rate, for apprentices under 19 years old or 19 and over and in the first year of their apprenticeship (this rate does not apply to Higher Level Apprenticeships)
See National Minimum Wage and National Living Wage rates.
More useful links
- Download the apprenticeships employer advice leaflet (PDF, 1MB)
- Department for the Economy response to Apprentice Levy consultation
- Advertise your apprenticeship opportunities on JobApplyNI
- Higher Level Apprenticeships Training Suppliers on the nidirect website
- Find your local Jobs and Benefits Office on the nidirect website
- Apprenticeship training contractors
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Business benefits of apprenticeships
Apprenticeships can help all types of businesses across a wide range of sectors harness fresh new talent.
Apprenticeships can help all types of businesses across a wide range of sectors harness fresh new talent. They can help equip your workforce with the practical skills and qualifications that your organisation needs now and in the future and you will enjoy the benefits of having a loyal and motivated workforce that you have trained to meet your own specific business requirements.
Many employers have reported that by employing apprentices they have seen growth and improvement in productivity in their business. As well as this, they feel a real sense of contributing to the skills needs of the Northern Ireland economy.
What are the benefits of employing an apprentice?
There are many benefits to you in employing an apprentice:
- the full costs of the directed (off-the-job) training element of the apprenticeship are funded by the Department for the Economy (DfE).
- an Employer Incentive Payment is available to employers when their apprentice achieves all the targeted qualifications on their Level 2 or Level 3 apprenticeship framework, ranging from £558 to £1,674 (depending on the complexity and level of the apprenticeship undertaken and the age of the apprentice on joining the programme) (note: the employer incentive does not apply to Higher Level Apprenticeships)
- the DfE funded training and reduced National Minimum Wage rate for apprentices (not HLAs) means it is more cost-effective to employ an apprentice rather than skilled staff, plus you can train them right from the start to use the tried and tested methods that work for your individual business
- you benefit from increased enthusiasm, motivation, and loyalty as your apprentice has sought out this career path
- the mixture of on and off-the-job training means your apprentice benefits from experienced staff who know how your business works, while also developing new skills and the latest techniques from qualified trainers by developing your staff to their full potential you can realise increased productivity, improved competitiveness, and a competent workforce
- apprentices can help fill skills gaps by developing the specialist skills that you require for your business and can help you and your business keep abreast of new technology
Sounds good in theory but does it work in real life?
Many Northern Ireland companies have successfully trained apprentices through the ApprenticeshipsNI and Higher Level Apprenticeship programmes and their businesses have reaped the benefits. Read their stories at:
Advertise apprenticeship opportunities online
Now you appreciate the benefits apprenticeships can bring to your business, why not advertise your first apprentice vacancy online? JobApplyNI is a free website developed by the Department for Communities that enables employers to promote and advertise apprenticeship opportunities.
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Company testimonies for apprenticeships
Many Northern Ireland companies have successfully trained their apprentices through the Apprenticeships programme and their businesses have reaped the benefits.
Many Northern Ireland companies have successfully trained their apprentices through the Apprenticeships programme and their businesses have reaped the benefits. Find out more below.
Kainos
Paul Hamill, Head of HR said:
'Kainos has provided young people through the Apprenticeships programme with the opportunity to develop skills, achieve qualifications and enhance their career prospects in a stimulating IT environment.
The programme has helped us train and develop the apprentices we need for the long-term success of our business. Our apprentices add to our organisation making it more effective, competent, and competitive by addressing our skills gaps directly.'
Northern Ireland Electricity (NIE)
Joe O'Mahony, NIE Managing Director, said:
Many of our apprentices have attained additional skills, over and above their normal job roles. This has led to a multi-skilled workforce enabling NIE to improve productivity and business efficiency, meet government and regulatory targets, and deliver business benefits to the company.
A number of our senior managers started their career as apprentices proving that an apprenticeship provides an excellent platform for individuals to develop their career to the maximum potential."
Fusion Heating Ltd
Bill Cherry, Manager Director said:
'As a Small, Medium Enterprise business we need to be able to exploit all market sectors, and our apprentices, working through the Apprenticeships programme, are a vital part of the team in this regard.'
Phoenix Gas
Peter Dixon, Group Chief Executive, Phoenix Energy Holdings said:
'The Apprenticeships programme has helped us train and develop the apprentices we need for the long-term success of our business. Our apprentices add to our organisation making it more effective, competent, productive, and competitive by addressing our skills gaps directly.'
PwC NI
Paul Terrington, Regional Chairman of PwC in Northern Ireland said:
'In 2012, we took the lead in piloting the Professional Services Higher Level Apprenticeships alongside our more usual graduate recruitment and the results have been remarkably successful. The standard of applicants has been high and they have excelled in a challenging and demanding work environment, so we are now accelerating our Higher Apprenticeship recruitment through our school-leaver entry programme. Apprentices earn while they learn, gain an internationally recognised professional qualification in less time than it takes to graduate from university, and have a lifetime career opportunity within the global PwC network.'
How do I go about employing an apprentice for my business?
Now you've read real examples of apprenticeships benefiting real businesses here in Northern Ireland, why not get started on recruiting your own apprentice? Find out more at the following links:
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Getting an apprentice started
How employers can go about finding apprentices, how to get them started, and find the support required.
You may already have a potential apprentice in mind or in your workforce. If not there are various methods of finding one.
Finding an apprentice
If you don't have a potential apprentice but would like to employ one, it is really like recruiting any other employee. For example you can:
- advertise apprenticeship opportunities on JobApplyNI
- contact your local Jobs and Benefits Office
- place an advertisement in the newspapers
- contact a training contractor/provider in your area who delivers training in the relevant occupational area, as they may be aware of potential employees
- look to your own staff - an existing employee is eligible for the ApprenticeshipsNI or Higher Level Apprenticeship programme if their new role requires substantial training and development
Advertise apprenticeship opportunities online
JobApplyNI is a free website developed by the Department for Communities that enables employers to promote and advertise apprenticeship opportunities.
You have your apprentice, what next?
Once you have identified your apprentice and they have agreed to take part in one of the Apprenticeship programmes, simply contact an ApprenticeshipsNI contractor or a Higher Level Apprenticeship training provider who has been approved to deliver the relevant apprenticeship training in your area.
The training contractor/provider will meet with you and your apprentice to discuss their training needs and will then develop a personal training programme. They will register your apprentice on the programme and ensure they are registered for any qualifications required as part of their framework. They will be with your apprentice every step of the way throughout the apprenticeship to support them and ensure they are making progress.
A useful search facility is available on the nidirect website to find a suitable training contractor in your local area to deliver Level 2 and Level 3 ApprenticeshipsNI training:
A list of training providers for Higher Level Apprenticeships is also available on the nidirect website:
Is additional support needed?
If additional support is needed for your apprentice during their time on the directed training element of the programme. As the apprentices are in employment when they start on the programme the Disability Discrimination Act applies making it illegal for employers to subject disabled job-seekers and employees to disability discrimination. This includes failing to comply with the important duty to make reasonable adjustments and subjecting disabled people to disability-related harassment.
There are programmes available through the Department for Communities to support people into and to sustain work and these can be put in place for any eligible apprentice. See work schemes and programmes for people with disabilities.
For example, if they have a disability, your training contractor will organise this for you with one of the specially trained Disability Support Services (DSS) contractors approved by DfE. A list of the current DSS contractors is available on the following page:
Other options
If Apprenticeships are not suitable for your business, why not check out some other employment and training programmes, such as:
- Skills for Life and Work: providing work experience for young people
- How to access a traineeship for employers
More useful links
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/content/getting-apprentice-started
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Apprenticeships: delivering work-based training and qualifications to employees
Taking on and developing an apprentice - Mivan Ltd
How the Antrim-based joinery and fit-out business recruits and develops apprentices to help grow their business.
Mivan is an internationally renowned bespoke joinery and interior fit-out company. The business, based in Antrim, offers complete turnkey fit-out service to many sectors.
Karen Anderson, HR Manager at Mivan, explains how the company employs around ten new apprentices each year. Karen explains the steps they take to recruit apprentices, how they help to develop apprentices, and the benefits apprentices bring to the success of their business.
Taking on apprentices
“Our apprentice programme is vital to the continuing expansion and success of the business. It enables Mivan to grow talent and develop the skilled and qualified workforce we need. We firmly believe that apprentices are key to the future of Mivan.”
“Our apprenticeship recruitment campaigns are very different from our regular recruitment activity. Apprentice recruitment runs from January to April each year.”
“We promote our apprentice programme with visits to local schools to raise awareness amongst pupils and teachers. We advertise in the local press and promote across social media. We also run an Apprentice Open Day at our facilities each March.”
“Every applicant is invited to attend an interview. Then the shortlisted candidates are invited to complete a set of tasks in a practical workshop. Following this, we will offer around ten successful candidates an apprentice role.”
Benefits of apprentices to our business
“The main advantage to employing apprentices is Mivan continues to grow its workforce of highly skilled craftspeople. It can be challenging to find people with the skills that we require. Our apprentice programme enables us to develop a workforce with the bespoke skills and industry-recognised qualifications we need.”
“Our apprentice programme also provides a solid foundation for those taking part to develop their skills and expand into other career paths within the business such as project management, design, estimating, and factory management.”
Supporting and developing our apprentices
“For many people, starting an apprenticeship is their first step into the workplace after school. To help with this transition, Mivan provides apprentices with a dedicated mentor, structured onboarding and development programmes, extensive training, and regular meetings and check-ins. Apprentices complete several projects, practical assessments, and progress reviews throughout their apprenticeship journey.”
“Once an apprentice is ready to move from the apprentice workshop to the main factory floor, the individual is paired with a mentor who continues to provide one-to-one training, development, and support throughout their apprenticeship and beyond.”
Measuring success
“Mivan apprentices undergo regular progress reviews to assess performance, identify training priorities, and provide the necessary support.”
“Our apprentices have won SkillsBuild NI inter-campus and regional awards. One of our apprentices was also selected to compete in the Skill Build UK National Final for joinery in November 2022.”
“The fact that many of our apprentices have progressed to management positions within the company is a testament to the success of Mivan’s apprentice programme.”
Looking to the future
“We are continually seeking new methods of improving and enhancing our apprenticeship scheme to keep up to date with developments within the industry. We also assess the progress of the current apprentices against previous years to ensure continual improvement.”
“Mivan’s apprenticeship programme has been running for over 20 years with a dedicated mentor and dedicated workshop. We will continue to develop our apprentice facilities and training programme as our business needs adapt to changes and opportunities in our industry.”
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Business benefits of apprenticeships
In this guide:
- Apprenticeships: delivering work-based training and qualifications to employees
- Apprenticeships explained for employers
- Apprenticeships qualifications explained for employers
- Finances and funding for Apprenticeships
- Business benefits of apprenticeships
- Company testimonies for apprenticeships
- Getting an apprentice started
- Taking on and developing an apprentice - Mivan Ltd
Apprenticeships explained for employers
Apprenticeships in Northern Ireland is a demand-led, work-based programme designed around the needs of employers.
ApprenticeshipsNI is a work-based programme designed around the needs of employers that offers recognised training and qualifications to new and existing employees taking on new roles that require lots of training and development. The programme offers a wide range of apprenticeships at Level 2 and Level 3.
Opportunities are also available through Higher Level Apprenticeships for new employees or existing employees in a new job role wishing to gain qualifications from Level 4 to Level 7.
Who is eligible to take part in Apprenticeships?
Apprenticeships are open to new employees or existing employees taking on a new role within a Northern Ireland-based company.
Your apprentice needs to:
- be the minimum school leaving age in Northern Ireland
- be about to take up permanent paid employment as an apprentice with a Northern Ireland-based company, or be an existing employee in a Northern Ireland-based company who is about to undertake a new role that requires significant training and development
- employed by national companies that have operations in Northern Ireland who are employed at least 50 per cent of their time in Northern Ireland and completing their directed training in Northern Ireland with an approved training contractor
- be permanently contracted to work a minimum of 21 hours per week (which includes time for 'off-the-job' training)
- meet the entry requirements of their chosen occupation; some apprenticeships require, for example, General Certificates of Secondary Education (GCSEs)
Your Higher Level Apprentice needs to, as a minimum:
- be employed or be about to take up permanent paid employment as an apprentice, or be an existing employee moving to a new job role, with a Northern Ireland-based company
- work a minimum of 21 hours per week (which includes time for ‘off-the-job’ training)
- have achieved all necessary entry qualifications determined by the relevant sector
- pass any entry tests specified by the relevant sector
- be the minimum school leaving age in Northern Ireland
Third-country nationals, including European Union (EU), European Economic Area (EEA), and Swiss nationals, are eligible to undertake a Higher Level Apprenticeship/Level 2 or 3 Apprenticeship if they already have a right to live and work in the UK.
Legal responsibility for establishing that the apprentice has a right to live and work in the UK rests with the employer. See further guidance on working in Northern Ireland.
Apprenticeship training
An apprenticeship is a work-based training programme, most of the training is 'on-the-job' with you as the employer. This is usually four days a week. The rest is provided 'off-the-job', one day a week.
All of the Level 2 and Level 3 apprenticeship qualifications are set out in a framework and are available at Levels 2 and 3. They have been developed in liaison with industry representatives and are therefore tailored to ensure they meet the needs of your industry. Further information is available at:
What is a training contractor/provider?
A number of training contractors including the six local further education colleges and College of Agriculture, Food and Rural Enterprise (CAFRE) based across Northern Ireland have been contracted to deliver training in a variety of apprenticeships at Level 2 and Level 3. There are around 120 Level 2 or Level 3 apprenticeship frameworks to choose from.
Higher Level Apprenticeships are delivered through the six local further education colleges, the College of Agriculture, Food and Rural Enterprise (CAFRE), and the three local universities. There are over 70 Higher Level Apprenticeships programmes available.
A training contractor/provider will help your apprentice achieve the qualifications and teach them the knowledge and skills to complement what they learn from you.
The training contractor/provider will meet with you and your apprentice to discuss their training needs and will then develop a training programme with them. They will be with your apprentice every step of the way throughout the apprenticeship to support them and ensure that are making progress.
The following links provide a tool to search for training contractors for Level 2 and Level 3 ApprenticeshipsNI frameworks, and a list of Higher Level Apprenticeships training providers including contact details and training offered in your area.
- Search for ApprenticeshipsNI Level 2 and Level 3 training contractors
- Higher Level Apprenticeships training providers on the nidirect website
What if your apprentice needs additional support?
As the apprentices are in employment when they start on the programme the Disability Discrimination Act applies making it illegal for employers to subject disabled job seekers and employees to disability discrimination. This includes failing to comply with the important duty to make reasonable adjustments and subjecting disabled people to disability-related harassment.
There are programmes available through the Department for Communities to support people into and to sustain work and these can be put in place for any eligible apprentice. See work schemes and programmes for people with disabilities
If additional support is needed for your apprentice during their time on directed training, for example, if they have a disability, your training contractor/provider will organise this for you with specially trained support providers. They will work closely together on behalf of your apprentice so that he or she can benefit fully from the training programme.
Organisation Point Of Contact Address Contact Details Disability Action Karen Smith / Siobhan Winston Portside Business Park
189 Airport Road
Belfast
BT3 9EDTel. 028 9029 7874
Mob. 079 5160 1813
dss@disabilityaction.orgUlster Supported Employment Ltd. (USEL) Phil McFall 182-188 Cambrai Street
Belfast
BT13 3JHTel. 028 9035 6600
Fax. 028 9035 6611
Mob. 077 3934 8817
pmcfall@usel.co.ukClanrye Group Ltd Jim O'Hare Slieve Gullion
Forest Park
89 Dromintee Road
Killeavy
Newry
BT35 8SWTel. 028 3089 8119
Mob. 078 6674 6423
jim.ohare@clanryegroup.com
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Apprenticeships qualifications explained for employers
An apprenticeship can give your employee the training and qualifications they need to meet your business needs.
An apprenticeship can give your employees the training and qualifications they need to meet your business needs. The qualifications for Level 2 and Level 3 apprenticeships are set out in a frameworks, which have been developed in liaison with industry representatives to ensure they are tailored to meet the needs of your business sector.
Level 2 and 3 Apprenticeships
The ApprenticeshipsNI programme offers three possible apprenticeship routes: either a standalone Level 2 apprenticeship framework, or a standalone Level 3 apprenticeship framework, or a combination of both levels known as a "Level 3 with a Level 2 En Route" apprenticeship.
The framework level your apprentice will undertake depends on a range of factors including their previous experience, their current level of skills, previous qualifications they have achieved, and of course the level of development they require to competently fulfil their new role in your business.
As part of their apprenticeship your apprentice will be supported and trained by a training contractor or FE College who has been approved by DfE to deliver ApprenticeshipsNI training in that occupational area. A useful search tool is available to help you find a suitable training contractor:
The training contractor will assess your apprentice's level of skills and qualifications when they register them on the programme and will advise what framework level they judge is the most appropriate for your apprentice to begin at.
Your training contractor or FE college will discuss the apprentice's level of qualification and skills and suggest the level of entry to the programme.
- Level 2 apprenticeship frameworks
- Level 3 apprenticeship frameworks
- Apprenticeships explained for employers
The apprenticeship framework
An ApprenticeshipsNI framework sets out the requirements your apprentice must meet to achieve their Full Framework ApprenticeshipsNI Certificate at that level.
All frameworks include a knowledge-based qualification, a competency-based qualification, Essential Skills requirements, and any other qualification deemed mandatory by the industry for example the AM2 Test for electrotechnical industry.
A small number of frameworks have additional requirements such as previous qualifications or experience but these are clearly outlined where applicable.
Your training contractor will ensure that your apprentice is registered for the appropriate qualifications and supported appropriately to complete the requirements of the framework in full.
There are around 60 Level 2 ApprenticeshipsNI frameworks and around 60 Level 3 ApprenticeshipsNI frameworks currently available.
If the apprenticeship you wish to offer is not included in the list of current frameworks linked to above, then it is unfortunately not currently available through the ApprenticeshipsNI programme. There may be further apprenticeships frameworks added in the future.
Higher Level Apprenticeships
Higher Level Apprenticeships currently offer qualifications from Level 4 up to Level 7. The majority are at Level 5 (Foundation Degree or equivalent) with some offering Level 6 (Honours Degree) and Level 7 (Masters Degree). Higher Level Apprenticeships may be available in the future at Level 8 (Post Graduate Awards).
The qualifications required will depend on the level of apprenticeship being followed. Some apprenticeships require, for example, a General Certificate of Secondary Education (GCSEs) in order to be eligible to undertake the apprenticeship.
There are currently over 70 Higher Level Apprenticeships programmes to choose from, including childcare, computer science, electrical engineering, mechanical engineering, life sciences, hospitality and tourism, and accountancy.
For some there are minimum entry requirements, for example, A levels. Your chosen training provider can advise you and your apprentice on this.
How long does it take to complete an apprenticeship?
It usually takes up to two years to complete one level and up to four years to complete the two levels at Levels 2 and 3 depending on their complexity; however, they may be completed more quickly depending on the ability of the apprentice.
Higher Level Apprenticeships may vary depending on their complexity however they should normally take a minimum of two years to complete.
Framework provision is subject to confirmation.
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Finances and funding for Apprenticeships
An incentive payment will be available for employers whose employees successfully complete the Level 2 and Level 3 Apprenticeship programmes.
Funding for the directed (or "off-the-job") training element of Level 2, Level 3 apprenticeships and Level 4 and Level 5 Higher Level Apprenticeships is provided by the Department for the Economy (DfE).
An Employer Incentive Payment is also available to employers whose employees successfully complete their Level 2 and/or Level 3 Apprenticeship framework. Employers must contract apprentices to work at least 21 hours per week (to include day release for directed training) and are responsible for paying their apprentices at least the National Minimum Wage rate for apprentices.
How much does training cost?
The costs of the directed ('off-the-job') training element of the apprenticeship are funded by DfE.
Higher level Apprenticeships
The Department for the Economy (DfE) will pay training provider costs for the 'off-the-job' training, however, the employer should pay the apprentice for the contracted hours including the day that they are training.
Employer Incentive Payments
Under the ApprenticeshipsNI programme an Employer Incentive Payment is available for employers whose apprentice successfully completes their full Level 2 or Level 3 apprenticeships framework. This incentive ranges from £558 to £1,674, depending on the complexity and level of the apprenticeship undertaken and the age of the apprentice on joining the programme. You will receive the payment upon the successful completion of your employee's apprenticeship framework.
What do I pay the apprentice?
Your apprentice will earn a wage agreed between yourself and them. It is important to remember that the National Minimum Wage (NMW) Regulations apply and that there are specific rates for apprentices and for different age groups.
The NMW is the minimum amount that workers in the UK are entitled to be paid. NMW rates are reviewed each year.
National Minimum Wage - hourly rates from 1 April 2024
- £11.44 - the National Living Wage for workers 21 years old and over
- £8.60 - the 18 to 20 years old rate
- £6.40 - the 16 to 17 years old rate for workers above school leaving age but under 18 years old
- £6.40 - the apprentice rate, for apprentices under 19 years old or 19 and over and in the first year of their apprenticeship (this rate does not apply to Higher Level Apprenticeships)
See National Minimum Wage and National Living Wage rates.
More useful links
- Download the apprenticeships employer advice leaflet (PDF, 1MB)
- Department for the Economy response to Apprentice Levy consultation
- Advertise your apprenticeship opportunities on JobApplyNI
- Higher Level Apprenticeships Training Suppliers on the nidirect website
- Find your local Jobs and Benefits Office on the nidirect website
- Apprenticeship training contractors
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Business benefits of apprenticeships
Apprenticeships can help all types of businesses across a wide range of sectors harness fresh new talent.
Apprenticeships can help all types of businesses across a wide range of sectors harness fresh new talent. They can help equip your workforce with the practical skills and qualifications that your organisation needs now and in the future and you will enjoy the benefits of having a loyal and motivated workforce that you have trained to meet your own specific business requirements.
Many employers have reported that by employing apprentices they have seen growth and improvement in productivity in their business. As well as this, they feel a real sense of contributing to the skills needs of the Northern Ireland economy.
What are the benefits of employing an apprentice?
There are many benefits to you in employing an apprentice:
- the full costs of the directed (off-the-job) training element of the apprenticeship are funded by the Department for the Economy (DfE).
- an Employer Incentive Payment is available to employers when their apprentice achieves all the targeted qualifications on their Level 2 or Level 3 apprenticeship framework, ranging from £558 to £1,674 (depending on the complexity and level of the apprenticeship undertaken and the age of the apprentice on joining the programme) (note: the employer incentive does not apply to Higher Level Apprenticeships)
- the DfE funded training and reduced National Minimum Wage rate for apprentices (not HLAs) means it is more cost-effective to employ an apprentice rather than skilled staff, plus you can train them right from the start to use the tried and tested methods that work for your individual business
- you benefit from increased enthusiasm, motivation, and loyalty as your apprentice has sought out this career path
- the mixture of on and off-the-job training means your apprentice benefits from experienced staff who know how your business works, while also developing new skills and the latest techniques from qualified trainers by developing your staff to their full potential you can realise increased productivity, improved competitiveness, and a competent workforce
- apprentices can help fill skills gaps by developing the specialist skills that you require for your business and can help you and your business keep abreast of new technology
Sounds good in theory but does it work in real life?
Many Northern Ireland companies have successfully trained apprentices through the ApprenticeshipsNI and Higher Level Apprenticeship programmes and their businesses have reaped the benefits. Read their stories at:
Advertise apprenticeship opportunities online
Now you appreciate the benefits apprenticeships can bring to your business, why not advertise your first apprentice vacancy online? JobApplyNI is a free website developed by the Department for Communities that enables employers to promote and advertise apprenticeship opportunities.
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Company testimonies for apprenticeships
Many Northern Ireland companies have successfully trained their apprentices through the Apprenticeships programme and their businesses have reaped the benefits.
Many Northern Ireland companies have successfully trained their apprentices through the Apprenticeships programme and their businesses have reaped the benefits. Find out more below.
Kainos
Paul Hamill, Head of HR said:
'Kainos has provided young people through the Apprenticeships programme with the opportunity to develop skills, achieve qualifications and enhance their career prospects in a stimulating IT environment.
The programme has helped us train and develop the apprentices we need for the long-term success of our business. Our apprentices add to our organisation making it more effective, competent, and competitive by addressing our skills gaps directly.'
Northern Ireland Electricity (NIE)
Joe O'Mahony, NIE Managing Director, said:
Many of our apprentices have attained additional skills, over and above their normal job roles. This has led to a multi-skilled workforce enabling NIE to improve productivity and business efficiency, meet government and regulatory targets, and deliver business benefits to the company.
A number of our senior managers started their career as apprentices proving that an apprenticeship provides an excellent platform for individuals to develop their career to the maximum potential."
Fusion Heating Ltd
Bill Cherry, Manager Director said:
'As a Small, Medium Enterprise business we need to be able to exploit all market sectors, and our apprentices, working through the Apprenticeships programme, are a vital part of the team in this regard.'
Phoenix Gas
Peter Dixon, Group Chief Executive, Phoenix Energy Holdings said:
'The Apprenticeships programme has helped us train and develop the apprentices we need for the long-term success of our business. Our apprentices add to our organisation making it more effective, competent, productive, and competitive by addressing our skills gaps directly.'
PwC NI
Paul Terrington, Regional Chairman of PwC in Northern Ireland said:
'In 2012, we took the lead in piloting the Professional Services Higher Level Apprenticeships alongside our more usual graduate recruitment and the results have been remarkably successful. The standard of applicants has been high and they have excelled in a challenging and demanding work environment, so we are now accelerating our Higher Apprenticeship recruitment through our school-leaver entry programme. Apprentices earn while they learn, gain an internationally recognised professional qualification in less time than it takes to graduate from university, and have a lifetime career opportunity within the global PwC network.'
How do I go about employing an apprentice for my business?
Now you've read real examples of apprenticeships benefiting real businesses here in Northern Ireland, why not get started on recruiting your own apprentice? Find out more at the following links:
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Getting an apprentice started
How employers can go about finding apprentices, how to get them started, and find the support required.
You may already have a potential apprentice in mind or in your workforce. If not there are various methods of finding one.
Finding an apprentice
If you don't have a potential apprentice but would like to employ one, it is really like recruiting any other employee. For example you can:
- advertise apprenticeship opportunities on JobApplyNI
- contact your local Jobs and Benefits Office
- place an advertisement in the newspapers
- contact a training contractor/provider in your area who delivers training in the relevant occupational area, as they may be aware of potential employees
- look to your own staff - an existing employee is eligible for the ApprenticeshipsNI or Higher Level Apprenticeship programme if their new role requires substantial training and development
Advertise apprenticeship opportunities online
JobApplyNI is a free website developed by the Department for Communities that enables employers to promote and advertise apprenticeship opportunities.
You have your apprentice, what next?
Once you have identified your apprentice and they have agreed to take part in one of the Apprenticeship programmes, simply contact an ApprenticeshipsNI contractor or a Higher Level Apprenticeship training provider who has been approved to deliver the relevant apprenticeship training in your area.
The training contractor/provider will meet with you and your apprentice to discuss their training needs and will then develop a personal training programme. They will register your apprentice on the programme and ensure they are registered for any qualifications required as part of their framework. They will be with your apprentice every step of the way throughout the apprenticeship to support them and ensure they are making progress.
A useful search facility is available on the nidirect website to find a suitable training contractor in your local area to deliver Level 2 and Level 3 ApprenticeshipsNI training:
A list of training providers for Higher Level Apprenticeships is also available on the nidirect website:
Is additional support needed?
If additional support is needed for your apprentice during their time on the directed training element of the programme. As the apprentices are in employment when they start on the programme the Disability Discrimination Act applies making it illegal for employers to subject disabled job-seekers and employees to disability discrimination. This includes failing to comply with the important duty to make reasonable adjustments and subjecting disabled people to disability-related harassment.
There are programmes available through the Department for Communities to support people into and to sustain work and these can be put in place for any eligible apprentice. See work schemes and programmes for people with disabilities.
For example, if they have a disability, your training contractor will organise this for you with one of the specially trained Disability Support Services (DSS) contractors approved by DfE. A list of the current DSS contractors is available on the following page:
Other options
If Apprenticeships are not suitable for your business, why not check out some other employment and training programmes, such as:
- Skills for Life and Work: providing work experience for young people
- How to access a traineeship for employers
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Apprenticeships: delivering work-based training and qualifications to employees
Taking on and developing an apprentice - Mivan Ltd
How the Antrim-based joinery and fit-out business recruits and develops apprentices to help grow their business.
Mivan is an internationally renowned bespoke joinery and interior fit-out company. The business, based in Antrim, offers complete turnkey fit-out service to many sectors.
Karen Anderson, HR Manager at Mivan, explains how the company employs around ten new apprentices each year. Karen explains the steps they take to recruit apprentices, how they help to develop apprentices, and the benefits apprentices bring to the success of their business.
Taking on apprentices
“Our apprentice programme is vital to the continuing expansion and success of the business. It enables Mivan to grow talent and develop the skilled and qualified workforce we need. We firmly believe that apprentices are key to the future of Mivan.”
“Our apprenticeship recruitment campaigns are very different from our regular recruitment activity. Apprentice recruitment runs from January to April each year.”
“We promote our apprentice programme with visits to local schools to raise awareness amongst pupils and teachers. We advertise in the local press and promote across social media. We also run an Apprentice Open Day at our facilities each March.”
“Every applicant is invited to attend an interview. Then the shortlisted candidates are invited to complete a set of tasks in a practical workshop. Following this, we will offer around ten successful candidates an apprentice role.”
Benefits of apprentices to our business
“The main advantage to employing apprentices is Mivan continues to grow its workforce of highly skilled craftspeople. It can be challenging to find people with the skills that we require. Our apprentice programme enables us to develop a workforce with the bespoke skills and industry-recognised qualifications we need.”
“Our apprentice programme also provides a solid foundation for those taking part to develop their skills and expand into other career paths within the business such as project management, design, estimating, and factory management.”
Supporting and developing our apprentices
“For many people, starting an apprenticeship is their first step into the workplace after school. To help with this transition, Mivan provides apprentices with a dedicated mentor, structured onboarding and development programmes, extensive training, and regular meetings and check-ins. Apprentices complete several projects, practical assessments, and progress reviews throughout their apprenticeship journey.”
“Once an apprentice is ready to move from the apprentice workshop to the main factory floor, the individual is paired with a mentor who continues to provide one-to-one training, development, and support throughout their apprenticeship and beyond.”
Measuring success
“Mivan apprentices undergo regular progress reviews to assess performance, identify training priorities, and provide the necessary support.”
“Our apprentices have won SkillsBuild NI inter-campus and regional awards. One of our apprentices was also selected to compete in the Skill Build UK National Final for joinery in November 2022.”
“The fact that many of our apprentices have progressed to management positions within the company is a testament to the success of Mivan’s apprentice programme.”
Looking to the future
“We are continually seeking new methods of improving and enhancing our apprenticeship scheme to keep up to date with developments within the industry. We also assess the progress of the current apprentices against previous years to ensure continual improvement.”
“Mivan’s apprenticeship programme has been running for over 20 years with a dedicated mentor and dedicated workshop. We will continue to develop our apprentice facilities and training programme as our business needs adapt to changes and opportunities in our industry.”
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