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Finances and funding 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
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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 qualifications 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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Order of priority for repayment of creditors
In this guide:
- Owed money from a bankrupt or a company in liquidation
- Who deals with bankruptcy and company liquidation claims?
- Ensuring you are registered as a creditor
- Order of priority for repayment of creditors
- Making a bankruptcy or company liquidation claim
- Creditors' meetings and creditors'/liquidation committees
- Conduct and voting at creditors' meetings
- Completion of bankruptcy and company liquidation cases
Who deals with bankruptcy and company liquidation claims?
The role of the official receiver, insolvency practitioner, trustee and liquidator, and relevant costs and fees
The early stages of a bankruptcy or compulsory liquidation are usually handled by the official receiver (OR). If there are significant assets, an insolvency practitioner (IP) may be appointed as trustee/liquidator in place of the OR.
The OR is a civil servant at the Insolvency Service and an officer of the High Court. The Insolvency Service is responsible for dealing with financial failure and misconduct through the OR. As well as administering cases, the OR has a duty to investigate the affairs of individuals in bankruptcy and companies in compulsory liquidation.
IPs are licensed insolvency specialists who work in the private sector - usually as accountants or solicitors. By law, they must be authorised to act as IPs. They handle all other insolvency procedures except fast-track voluntary arrangements and debt relief orders. To find out more see individual voluntary arrangements, administration orders and debt relief orders.
Both the OR and IPs are legally required to report unfit conduct to the Directors Disqualification Unit of The Insolvency Service. They will then decide whether or not to begin court proceedings to disqualify the director or extend the restrictions on a bankrupt.
The trustee in bankruptcy is the OR/IP who takes control of the assets. The trustee's main duties are to sell these assets and share out the money among the creditors.
The liquidator is the OR/IP appointed to administer the liquidation of a company or partnership.
Trustee or liquidator payment
Payment - known as remuneration - the OR acting as trustee/liquidator is specified under insolvency law.
If an IP is acting as trustee/liquidator, the remuneration can be fixed as a percentage of the value of the assets realised - sold - and distributed, or on a time basis. If creditors don't agree a remuneration, the IP gets the same amount that would have been paid to the OR - unless the IP applies to court and arranges a higher amount.
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Ensuring you are registered as a creditor
How to find contact details for the official receiver or insolvency practitioner dealing with your debtor's case
If the official receiver (OR) or insolvency practitioner (IP) dealing with the case of someone who owes you money knows that you are a creditor, you should be contacted automatically. All known creditors are notified of the initial bankruptcy or winding-up order.
If you believe a company or individual that owes you money may be subject to insolvency proceedings, and you haven't been notified, you should write to the OR/IP dealing with it. You should give the full name of the company or individual, as well as your own details.
Any information you can provide about the assets of the company or individual - or about the conduct of the director(s) or individual - would also be useful.
There are various ways of finding out who is dealing with the case:
- For a company insolvency, search for details using the Companies House BETA service.
- Contact the Insolvency Service NI Enquiry Line on Tel 028 9054 8531 or by email at insolvency@economy-ni.gov.uk.
- Insolvency notices and details about administrators/liquidators/trustees are published in The Belfast Gazette.
If a partnership is involved, bankruptcy orders may have been made against individual partners - details of which would be on the register maintained by the High Court.
Don't expect frequent updates from the OR/IP. After your claim is filed, you will be sent a report to creditors - which will give you information about the assets and liabilities of the company or individual, and the circumstances of the insolvency.
It can take weeks, months or even years to realise - sell - assets. If you are concerned, contact the OR/IP handling the case. Remember to notify the OR/IP if you change your address.
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Order of priority for repayment of creditors
The strict order of priority in which creditors are repaid
Secured creditors are the first to get paid when a debtor's assets are realised - sold or disposed of to raise money. For example, a creditor who holds a fixed charge - a security interest taken to protect against non-payment of debt - or security on an asset such as a mortgage has the right to sell the asset to recover their debt. Any surplus money is then handed over to the trustee/liquidator.
After the secured debts have been repaid, the trustee/liquidator distributes the remaining proceeds to pay the following - in strict order of priority:
- Liquidation/bankruptcy fees and charges - this does not include court fees.
- Debts due to preferential creditors - those entitled to certain payments in priority over other unsecured creditors - including wages owed in the four months before the date of the insolvency order, as well as all holiday pay and contributions to occupational pension schemes.
- In company cases, any creditor holding a floating charge over an asset, such as a debenture. This is where a class of goods or assets - eg the debtor's stock - are named as security for a debt.
- All unsecured creditors.
- Any interest payable on debts.
- The shareholders in company cases.
If full repayment of unsecured claims isn't possible, the money available is divided between creditors in proportion to the value of each claim.
How much you are paid will depend on the amount of money that can be realised and the number of claims. If there are few assets, you may not get anything.
If you wish to see a full list of creditors showing how much each is owed, you can ask the official receiver (OR)/insolvency practitioner (IP) for this. The OR/IP is allowed to charge a fee for this service. Alternatively, you have a right to view the court file - unless the court directs otherwise.
If a statement of affairs has been submitted, the OR/IP will direct you to the court file. A statement of affairs is a document completed by a bankrupt, company officer, or director(s) stating the assets and giving details of all debts and creditors.
When paying a dividend, the OR/IP can reject the whole or part of a creditor's claim but must give reasons for doing so in writing. If you are dissatisfied with the decision on your claim, you can apply to the court in which the bankruptcy or winding-up order was made for it to be reversed or varied.
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Making a bankruptcy or company liquidation claim
Submitting a proof of debt form for your claim
If you have been contacted by the official receiver (OR) or insolvency practitioner (IP) who is acting as the trustee/liquidator, then they already have a note of your claim. If you contacted the OR/IP, your details will have been added to the list of creditors.
You will be sent a proof of debt form to complete and return if the OR/IP intends to make a payment to creditors or hold a meeting of creditors. The information you provide helps the OR/IP confirm that you are a genuine creditor and the amount you are owed.
Access the Department for the Economy (DfE) insolvency forms.
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Creditors' meetings and creditors'/liquidation committees
Procedures for calling a meeting of creditors and for appointing a creditors' committee or liquidation committee
The official receiver (OR) usually decides to hold a first meeting of creditors if there are significant assets to be realised - ie sold. This is so creditors can vote to appoint an insolvency practitioner (IP) as trustee or liquidator.
If the OR doesn't believe the assets available are enough to attract an IP, the OR will send notice to all creditors that no first meeting is to be held and that they will be the trustee/liquidator.
The OR must hold a first meeting if it's requested, in writing, by enough creditors to account for at least 25 per cent of the value of debt owed. Creditors requesting a meeting have to lodge a deposit to cover any costs of that meeting.
Further meetings of creditors - called general meetings - are sometimes held, if:
- requested by enough creditors to account for at least 25 per cent of the value of debt owed
- the trustee/liquidator wants to find out the creditors' wishes in any matter relating to the insolvency proceedings
Where an IP is trustee/liquidator, a final meeting of creditors will eventually be called - see completion of bankruptcy and company liquidation cases.
Appointing a creditors'/liquidation committee
Where an IP is appointed, a creditors/liquidation committee can also be appointed to supervise the trustee/liquidator on behalf of the creditors. In liquidations - it's called a liquidation committee, in bankruptcies - it's called a creditors' committee.
The committee consists of between three and five elected creditors. You have a right to nominate yourself or any other creditor to be a committee member, and you can vote for yourself. The elected creditor can act personally, or appoint a representative.
If certain actions are proposed by the trustee/liquidator, they need to be approved by the creditors'/liquidation committee.
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Conduct and voting at creditors' meetings
What happens at a first meeting of creditors, how an insolvency practitioner is appointed and the rules on voting
At a first meeting of creditors, the chair - usually the official receiver (OR) will check that everyone present is allowed to be at the meeting, explain its purpose and give details about the insolvent's assets. The meeting then votes on the appointment of an insolvency practitioner (IP) as trustee or liquidator.
You can normally only vote at a meeting if you returned your proof of debt form to the OR within the time limit specified. For more information on proof of debt forms, see making a claim and the order of repayment.
If you won't be attending the meeting and would like someone to vote on your behalf, you must submit a proxy form. You will find the proxy form supplied with the OR's notice that the creditors' meeting has been called.
Voting at a meeting of creditors is by value. This means certain voters may have more than one or a greater proportion of the vote - dependent on the amount of money they are owed. The chair will calculate this after checking the proofs of debt and proxy forms that have been submitted.
For an IP to be appointed by the meeting of creditors, the vote must be supported by a majority in value - relating to the total debt owed.
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Completion of bankruptcy and company liquidation cases
How the official receiver or insolvency practitioner is released from the case and your right to objectIf the official receiver (OR) is dealing with the insolvency case for which you are a creditor, they will inform you when they have completed the insolvency. You will also be sent a summary of the OR's receipts and payments as trustee/liquidator.
As a creditor, you can object to the OR's release. Generally, the OR's release can only be withheld if they have failed to realise - sell - assets that were available to be realised, or have misapplied the proceeds of any assets realised.
If an insolvency practitioner (IP) is dealing with the case, you will be invited to the final meeting of creditors. At this meeting, the IP will report on how they have handled the case and give a summary of the receipts and payments. The creditors may question the liquidator about what is in the report and have the option of either granting or refusing the release of the IP.
What legal action can I take against the bankrupt, company or the trustee/liquidator?
After the date of the court order, unsecured creditors cannot take any action against the bankrupt or company without the court's consent. You must submit your claim to the trustee/liquidator. You can apply to the court if you are dissatisfied with the actions of the OR/IP. Before you apply to the court you may wish to take legal advice.
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Surrogacy: notification and confirmation of adoption leave
In this guide:
- Adoption leave and pay
- Qualifying for adoption leave
- UK adoptions: notification and confirmation of adoption leave
- Overseas adoptions: notification and confirmation of adoption leave
- Surrogacy: notification and confirmation of adoption leave
- Adoption leave: when it can begin
- Adoption leave: terms and conditions during leave
- Adoption leave: annual leave and occupational pensions
- Reasonable contact and work during adoption leave
- Employee notification of change of planned return date from adoption leave
- Returning to work from adoption leave
- Adoption leave and protection against detriment or dismissal
- Adoption pay
Qualifying for adoption leave
Who qualifies for Statutory Adoption Leave and how employers may offer enhanced leave rights.
To qualify for Statutory Adoption Leave, an employee must meet certain qualifying criteria. The criteria differ for UK and overseas adoptions and for intended parents of surrogacy arrangements.
Note there are additional notification and eligibility requirements for Statutory Adoption Pay.
Definition of an adopter
An 'adopter' is defined as 'a person who has been matched with a child for adoption'. An employee is 'matched with a child for adoption when an adoption agency decides that the employee would be a suitable adoptive parent for the child, either individually or jointly with another person'. Where two people have been matched jointly, the 'adopter' is 'whichever of them has elected to be the child's adopter for the purposes of the regulations. The employee becomes the child's adopter when he or she agrees with the other person, at the time at which they are matched with the child, that he or she will be the adopter.
An adopter may therefore be an individual who adopts or one member of a couple where the couple adopts jointly. This means that where a couple adopts jointly only one member of that couple can claim adoption leave. However, the other member of the couple, or the partner (this includes same-sex partners) of an individual who adopts, may be entitled to paternity leave and pay. The fact that adoption leave is only available to those who have been matched with a child through an agency means that, for example, stepfathers and stepmothers who wish to adopt their stepchildren are not eligible for adoption leave.
The definition of 'adopter' is modified slightly for overseas adoptions, to refer to 'a person by whom a child has been or is to be adopted' (as opposed to a person who has been matched with a child for adoption).
UK adoptions
An employee qualifies for 52 weeks' Statutory Adoption Leave when they adopt a child in the UK if they:
- Have been matched with a child to be placed with them by a UK adoption agency. (This may, exceptionally, include cases where an adoption agency places a child with approved foster parents who are also approved, prospective adopters. The adoption agency will supply the foster parents with correspondence which can be shown to the employer explaining that they have met the relevant criteria for being matched with the child for the purposes of adoption leave and pay and other entitlements open to adopters. The usual notification and service criteria will apply).
- Have notified the adoption agency that they agree that the child should be placed with them and agree with the date of placement.
- Notify you of when they want to take their Statutory Adoption Leave no more than seven days after they are notified that they've been matched with a child - see UK adoptions: notification and confirmation of adoption leave.
It does not matter how long the employee has worked for you.
The Statutory Adoption Leave period is made up of 26 weeks of ordinary adoption leave followed immediately by 26 weeks of additional adoption leave.
In addition, since the introduction of shared parental leave and pay on 5 April 2015, adopters can bring their adoption leave and pay to an early end to opt into shared parental leave and pay with their partner.
Adopters are also entitled to time off to attend pre-adoptions appointments - see statutory time off work for parental reasons.
Overseas adoptions
An employee qualifies for 52 weeks' Statutory Adoption Leave when they adopt a child from overseas if they:
- Have received official notification from the relevant UK authority of their eligibility to adopt a child from abroad.
- Have given you the correct notification - see overseas adoptions: notification and confirmation of adoption leave.
- Are the child's adopter. This is the person who will adopt or has adopted the child or, in a case where the child will be or has been adopted by two people jointly, whichever of the joint adopters has chosen to take statutory adoption leave in respect of the child.
Official notification for overseas adoptions
Official notification is written notification issued by or on behalf of the relevant domestic authority stating that the authority either is prepared to issue a certificate to the overseas authority dealing with the adoption of the child or has issued a certificate and sent it to that authority.
In either case, the certificate confirms that the adopter has been approved by them as being a suitable adoptive parent to adopt a child from overseas.
An employee needs to have 26 weeks of continuous employment at the date of the official notification.
Joint and individual adoptions
Where a couple is adopting jointly, they can choose who will take Statutory Adoption Leave and who (regardless of gender) will take Statutory Paternity Leave. They cannot both take Statutory Adoption Leave or Statutory Paternity Leave.
If an employee is adopting individually, only they are eligible for Statutory Adoption Leave - although their partner (regardless of gender) may be eligible for Statutory Paternity Leave.
Foster parents who adopt a child
A foster parent may be able to take Statutory Adoption Leave if they go on to adopt a child, but only if:
- The child that the employee fostered is then matched with them for adoption by a UK adoption agency. Adoption via a court order does not count.
- The child is then actually placed with them for adoption.
- The foster parents have not previously availed of adoption leave in respect of the same child in the circumstances described under the heading 'UK Adoptions' above.
The usual notification criteria still apply. The adoption leave only relates to the actual placement for adoption - any period of ordinary foster care does not count.
Special guardianships
A special guardian is usually someone with a close relationship with the child, such as a family member, former foster carer, or family friend. They need to apply to a court which will consider their suitability and the child's needs, based on a report from the local authority.
Statutory Adoption Leave is not available to special guardians.
Surrogacy and adoption leave and pay
An employee who becomes a parent through an arrangement with a surrogate mother is now also entitled to Statutory Adoption Leave and Statutory Adoption Pay.
The intended parents in a surrogacy arrangement (also known as Parental Order) may be eligible for adoption leave and pay where they intend to apply for or have already obtained, a Parental Order making them the legal parents of the child. Where a couple applies for a Parental Order only one of the couple will be able to take adoption leave and/or pay in relation to the child.
Eligibility criteria for adoption leave and pay
The eligibility criteria for adoption leave and pay are:
- they are an employee
- they have obtained a Parental Order for the child or have, on the day of the child's birth, applied for or intend to apply for such an Order
- the application for the Parental Order must be made within six months of the child's birth and the intended parents must expect the Parental Order to be made
They will also be entitled to the right to request a flexible working arrangement from their employer. See the right to request flexible working: eligibility criteria.
In a couple, the intended parent who does not take adoption leave and pay may be eligible for paternity leave and pay. Intended parents may also qualify for shared parental leave and pay where the parent who qualifies for adoption leave and pay chooses to return to work before the end of the adoption leave period.
Intended parents may also be entitled to unpaid time off to attend ante-natal appointments with the surrogate mother - see statutory time off work for parental reasons.
If they don't qualify for these, they could take annual leave or an agreed period of unpaid leave.
Enhanced adoption leave
Employers can make enhanced adoption leave arrangements to attract and retain employees, which are more generous than the statutory entitlements.
For example, you could allow employees with more than a year's service to take more than 52 weeks' leave.
You can offer these arrangements either as a contractual right or on a discretionary, case-by-case basis. When exercising discretion, caution should be taken to avoid claims of unfair treatment or discrimination.
See the Invest Northern Ireland Employers' handbook guidance on adoption leave and pay (PDF, 48K).
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UK adoptions: notification and confirmation of adoption leave
Employee and employer obligations regarding adoption leave notification.
To qualify for Statutory Adoption Leave, an employee should notify you no more than seven days after they are notified of having been matched with a child:
- that they intend to take Statutory Adoption Leave
- when they intend to start it
- the date the child is expected to be placed with them for adoption
They can tell you earlier than this if they choose.
If it is not reasonably practicable for them to meet this deadline, they should notify you as soon as possible.
If the employee has not given you the correct notice, you can delay the start of their Statutory Adoption Leave (and pay) until they give the correct notice. However, you cannot postpone the start of leave beyond the date of placement.
You may request this notification in writing.
Many employees will find it convenient to give notice of the date for the start of Statutory Adoption Pay at the same time. The date for the start of Statutory Adoption Pay can be the same as the start date for Statutory Adoption Leave. See adoption pay.
An employee can change the start date of their leave - see when adoption leave can begin.
Evidence of adoption
Employees do not have to prove that they are eligible for Statutory Adoption Leave unless you ask them to. However, they do need to provide evidence to prove eligibility for Statutory Adoption Pay - see adoption pay.
If you choose to ask an employee to prove their eligibility for Statutory Adoption Leave, they must give you the documentation they were given by the adoption agency, which must contain the following:
- the name and address of the agency
- the date on which the employee was notified that he or she had been matched with the child
- the date on which the agency expects to place the child with the employee
Encouraging early notification
If the employee notifies you as early as possible of their intention to take Statutory Adoption Leave, you can start making arrangements to cover the period while they are away.
Giving the employee confirmation of the end date of their Statutory Adoption Leave
After receiving their notification, you must in turn notify the employee of the date on which their Statutory Adoption Leave will end. This will normally be 52 weeks from the intended start of their Statutory Adoption Leave. This will inform the employee of when he or she has to return to work. Download our model adoption leave acknowledgement letter (DOC, 136K).
You must give the employee this information within 28 days of their notification unless the employee has since changed the date their leave will start. In that case, you must notify them of the end date within 28 days of the start of their leave.
If you fail to give the employee proper notification and the employee subsequently doesn't return to work on time, you cannot discipline them.
In addition, if they want to change their return dates, they may not be obliged to comply with the notice requirements.
Note that an employee may choose to take less than 52 weeks of Statutory Adoption Leave by notifying you of this:
- at the same time as they notify you that they intend to take leave - in which case you would confirm this date in your acknowledgment letter
- before or during the leave itself - as long as they give the correct notice - see employee notification of change of planned return date from adoption leave
See the Invest Northern Ireland Employers' Handbook guidance on adoption leave and pay (PDF, 48K).
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Overseas adoptions: notification and confirmation of adoption leave
Employees adopting a child from overseas must give you notice in three stages that they intend to take Statutory Adoption Leave.
Employees adopting a child from overseas must give employers notice in three stages that they intend to take Statutory Adoption Leave.
Employees must give you the information required in writing if you request it.
If they are also entitled to Statutory Adoption Pay, they must give you the evidence required at the same time - see adoption pay.
First notification stage for overseas adoptions
The employee must inform you of the date:
- on which they received official notification
- the child is expected to enter Northern Ireland
For an explanation of the official notification, see qualifying for adoption leave.
They must give you this information within 28 days of receiving official notification. At this point, the employee should know roughly when the child will enter Northern Ireland.
Second notification stage for overseas adoptions
In all cases, the employee must give you at least 28 days' notice of the actual date they want their Statutory Adoption Leave (and Statutory Adoption Pay if they qualify) to start. They can give this notice at the first notification stage if they know the date. Statutory Adoption Leave cannot start before the child enters Northern Ireland.
Employees can change their mind about the date on which they want their leave to start providing they tell you at least 28 days in advance of the new date, or as soon as is reasonably practicable.
Third notification stage (after the child has entered Northern Ireland for adoption)
Employees must tell you the date the child entered Northern Ireland. They must tell you this within 28 days of the child's date of entry. If the adopter is also claiming Statutory Adoption Pay, they will need to give evidence of the date of entry.
Employees must tell you as soon as is reasonably practicable if they find out that the child will not be entering Northern Ireland.
Confirmation of Statutory Adoption Leave
You must respond to the employee's notification of the date they wish their Statutory Adoption Leave to start (the second notification stage) within 28 days, confirming the date their Statutory Adoption Leave will end. This will inform the employee of when he or she has to return to work. Download our model adoption leave acknowledgement letter (DOC, 136K).
See the Invest Northern Ireland Employers' handbook guidance on adoption leave and pay (PDF, 48K).
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Surrogacy: notification and confirmation of adoption leave
Notification and confirmation of adoption leave in relation to surrogacy cases.
With surrogacy cases the employee must:
- Give their employer the correct notice. Notice of entitlement to adoption leave must be given by the 15th week before the expected week of birth (and must be in writing, if requested).
- If requested by the employer, provide a statutory declaration that they have obtained or have applied for, or intend to apply for within six months of the birth, a Parental Order in respect of the child they are having with the help of a surrogate and that they expect the court to make the Parental Order.
- Provide the employer with the actual date of birth as soon as reasonably practicable after the birth.
Confirmation of Statutory Adoption Leave
You must respond to the employee's notification of the date they wish their Statutory Adoption Leave to start within 28 days, confirming the date their Statutory Adoption Leave will end. This will inform the employee of when he or she has to return to work. Download our model adoption leave surrogacy acknowledgement letter (DOC, 136K).
See the Invest Northern Ireland Employers' Handbook guidance on adoption leave and pay (PDF, 48K).
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Adoption leave: when it can begin
Beginning statutory adoption leave and changing the start date if the adoption doesn't take place as planned.
When an employee can choose to start their Statutory Adoption Leave depends on whether they are adopting a child from within the UK or from overseas, or are an intended parent of a surrogacy arrangement.
UK adoptions: when adoption leave can begin
An employee can choose to begin their Statutory Adoption Leave (and Statutory Adoption Pay) on either of the following:
- the date on which the child is placed with them for adoption
- a pre-determined date no earlier than 14 days before the expected date of placement and no later than the expected date of placement
If they have chosen to start their leave on the day the child is placed with them and they are at work on that day, the period of Statutory Adoption Leave and Statutory Adoption Pay can start on the next day. The leave can start on any day of the week.
If the date of placement changes before the employee begins their Statutory Adoption Leave, they should:
- discuss the situation with you as soon as possible
- give the appropriate notice to change the start date - however, you can accept less notice
If you are unable to agree on the dates of Statutory Adoption Leave, contact the Labour Relations Agency (LRA) Workplace Information Service on Tel 03300 555 300.
Overseas adoptions: when adoption leave can begin
Employees may choose to start their Statutory Adoption Leave from either the date the child enters Northern Ireland or a fixed date (as notified to you) no later than 28 days after the date the child enters Northern Ireland.
If they have chosen to start their leave on the day the child is placed with them and they are at work on the day, the period of Statutory Adoption Leave and Statutory Adoption Pay can start on the next day. The adoption leave can start on any day of the week.
Statutory Adoption Leave cannot be used to cover the period employees spend travelling overseas to arrange the adoption or visit the child. However, you could allow the employee to take annual leave or unpaid leave for these purposes.
Surrogacy cases: when adoption leave can begin
Adoption leave will commence on the day the child is born, but if the employee is at work on that day, then leave will commence on the next day.
Statutory Adoption Leave: changing the start date
This does not apply to surrogacy cases.
The employee can change their intended Statutory Adoption Leave start date as long as they notify you of the new start date. They must do this by whichever is the earlier of:
- 28 days before their original Statutory Adoption Leave start date.
- 28 days before their new Statutory Adoption Leave start date.
If it is not reasonably practicable for them to give you this much notice, they should give you as much notice as possible.
You may request this notification in writing.
See the Invest Northern Ireland Employers' Handbook guidance on adoption leave and pay (PDF, 48K).
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Adoption leave: terms and conditions during leave
Certain terms and conditions continue to apply during statutory adoption leave.
Adoption leave is made up of 26 weeks' Ordinary Adoption Leave followed by 26 weeks' Additional Adoption Leave. An employee's employment contract continues throughout both Ordinary Adoption Leave and Additional Adoption Leave unless either you or the employee expressly ends it or it expires.
During both Ordinary Adoption Leave and Additional Adoption Leave, ie the entire Statutory Adoption Leave period, an employee has a statutory right to continue to benefit from all the terms and conditions of employment which would have applied to them had they been at work. The only exceptions are terms relating to wages or salary - though you are still obliged to pay them statutory adoption pay if they are eligible. See adoption pay.
Adoption leave: continuous contractual terms and conditions
Examples of contractual terms and conditions that continue during Statutory Adoption Leave include:
- gym membership
- participation in share schemes
- reimbursement of professional subscriptions
- the use of a company car or mobile phone (unless provided for business use only)
Whether or not you should pay a bonus to an employee on Statutory Adoption Leave depends on the type of bonus and the terms of the particular bonus scheme.
Adoption leave: continuous employment and length of service
Statutory Adoption Leave doesn't break the continuity of employment.
Similarly, the entire Statutory Adoption Leave period counts towards an employee's period of continuous employment for the purposes of entitlement to other statutory employment rights, eg the right to a redundancy payment.
Both Ordinary Adoption Leave and Additional Adoption Leave count for assessing seniority and personal length-of-service payments, such as pay increments, under the contracts of employment of employees who have had a child placed with them for adoption on or after 5 October 2008, or who have a child adopted from overseas that entered (or will enter) Northern Ireland on or after 5 October 2008.
However, for employees who had a child placed with them before 5 October 2008, you only had to count the period of Ordinary Adoption Leave for assessing the length of service payments.
Therefore, when assessing the length of service for a pay raise for example, it's possible that an employee who has adopted twice or more while in your employment could have a later period of Additional Adoption Leave count towards their length of service but not an earlier one.
See the Invest Northern Ireland Employers' Handbook guidance on adoption leave and pay (PDF, 48K).
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Adoption leave: annual leave and occupational pensions
An employee's contractual benefits continue during ordinary and additional adoption leave.
During Statutory Adoption Leave, an employee continues to accrue annual leave. They may also continue to benefit from occupational pension scheme contributions.
Accrual of annual leave
An employee continues to accrue their full statutory paid annual leave entitlement of 5.6 weeks and any additional contractual entitlement throughout both Ordinary Adoption Leave and Additional Adoption Leave.
Employees will be able to carry over 5.6 weeks leave into the next holiday year if they are unable to take the leave due to having taken adoption leave.
An employee may not take annual leave during Statutory Adoption Leave. You should instead allow the employee to take any untaken annual leave before and/or after their Statutory Adoption Leave.
Note that you cannot pay an employee in lieu of any untaken statutory annual leave unless the contract is terminated.
Also, note that an employee's Statutory Adoption Leave begins automatically if the child is unexpectedly placed with them for adoption during a period of annual leave - see when adoption leave can begin.
For more information on annual leave entitlements, see know how much holiday to give your staff.
Contributions to an occupational pension scheme
During Ordinary Adoption Leave (whether or not the employee is receiving statutory and/or enhanced adoption pay) and any period of paid Additional Adoption Leave, you should calculate the employer's contribution to an occupational pension scheme contributions as if the employee is working normally and receiving the normal remuneration for doing so.
During any period that your employee is on Additional Adoption Leave but not receiving any adoption pay - eg during the last 13 weeks of Additional Adoption Leave - you do not have to make any employer contributions to an occupational pension scheme unless the contract of employment provides otherwise.
If the occupational pension scheme rules require employee contributions to continue during Statutory Adoption Leave, their contributions should be based on the amount of statutory and/or enhanced adoption pay they are receiving.
Employee contributions will therefore stop during any period of unpaid adoption leave - eg during the last 13 weeks of Additional Adoption Leave - but the occupational pension scheme rules may allow them to still make voluntary contributions.
See the Invest Northern Ireland Employers' Handbook guidance on adoption leave and pay (PDF, 48K).
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Reasonable contact and work during adoption leave
Making reasonable contact with an employee during Statutory Adoption Leave.
During the Statutory Adoption Leave period, as an employer, you can make reasonable contact with an employee during their leave period - and they can choose to make contact with you.
In addition, an employee can come to work as a way of keeping in touch with workplace developments.
Adoption leave: contact with employees
Employers can make reasonable contact with the employee on adoption leave by any means, eg telephone, email, letter, or a meeting in the workplace.
The frequency and nature of any contact with them will depend on things like:
- the nature of the work and the employee's post
- any agreement that you might have reached with the employee before their adoption leave began
- whether either party needs to communicate important information to the other, eg changes in the workplace that might affect the employee on their return
What amount of contact is reasonable depends on the employee and whether they prefer to have frequent or minimal contact with you and the workplace issues to be discussed. You should discuss this with your employee before the Statutory Adoption Leave period begins, as part of your planning for the employee's Statutory Adoption Leave.
Remember that you must keep an employee informed of promotion opportunities and other information relating to their job that they would normally be made aware of if they were at work, eg redundancy situations.
Adoption leave: keeping-in-touch days
Employees may, in agreement with you, work for up to ten days - known as keeping-in-touch days - under their employment contract during their adoption leave period without it affecting their right to Statutory Adoption Leave or Statutory Adoption Pay.
During keeping-in-touch days, employees can actually carry out work for you. This could be their normal day-to-day work or could, for example, be attending a conference, undertaking training, or attending a team meeting.
Any amount of work done on a keeping-in-touch day counts as one keeping-in-touch day. Therefore, if an employee comes in for a one-hour training session and does no other work that day, they will have used up one of their keeping-in-touch days.
If work on a keeping-in-touch 'day' spans midnight, this counts as one keeping-in-touch day - as long as this is the employee's normal working pattern.
Payment for keeping-in-touch days
You and the employee should agree on how much you will pay them for a keeping-in-touch day - this could be set out in their employment contract or you may decide on a discretionary, case-by-case basis. When exercising discretion, caution should be taken to avoid claims of unfair treatment or discrimination.
If the employee is receiving Statutory Adoption Pay when they work a keeping-in-touch day, you must continue to pay their Statutory Adoption Pay for that week.
If the employee does more than ten days' work for you in their Statutory Adoption Pay period, they are not entitled to Statutory Adoption Pay for any week in which they work if they have already worked ten keeping-in-touch days. You do not have to pay them Statutory Adoption Pay for any week in which they have worked both the last of their keeping-in-touch days and any additional days.
The Statutory Adoption Pay the employee receives for the week in which they work a keeping-in-touch day can count towards any contractual pay you agree with them for working that keeping-in-touch day. However, you could agree that they will receive their normal daily rate in addition to the Statutory Adoption Pay for that week.
Whatever the arrangement, you can still continue to recover Statutory Adoption Pay from HM Revenue & Customs as normal - see adoption pay.
You will need to comply with your statutory obligations, such as paying at least the national minimum wage and ensuring women and men receive equal pay for work of equal value. See National Minimum Wage and National Living Wage - rates and overview.
Keeping-in-touch days: protection against detriment or dismissal
An employee can only work a keeping-in-touch day if they want to and you agree to it - you cannot make an employee work a keeping-in-touch day against their wishes, nor can the employee insist they work a keeping-in-touch day if you don't agree to it.
It is unlawful for you to treat an employee unfairly or dismiss them because they:
- refused to work a keeping-in-touch day
- worked - or considered working - a keeping-in-touch day
If an employee believes that you have treated them unfairly or dismissed them under these circumstances, they may do either of the following:
- resign and claim constructive dismissal - the employee may raise a grievance about this with you first
- raise a grievance with you, which may result in an industrial tribunal claim for detrimental treatment and/or unfair dismissal if you fail to address it - see handling grievances
See the Invest Northern Ireland Employers' Handbook guidance on adoption leave and pay (PDF, 48K).
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Employee notification of change of planned return date from adoption leave
Notification from employees regarding changes to their return date or if they don't intend to return to work at all.
Unless the employee has notified you otherwise, the date on which they return to work will normally be the first working day 52 weeks after their Statutory Adoption Leave began.
Adoption leave: returning to work before the planned return date
If an employee wishes to return to work before the planned return date (usually the date you confirmed to them before they went on leave), they must give you notice at least eight weeks before their new return date - although you can accept less or no notice .
For example, if an employee was due to return to work after 52 weeks Statutory Adoption Leave on 1 August, but then decided to return to work after 39 weeks of leave on 9 May, they would need to give you eight weeks' notice of the new date, ie by 14 March.
Note that if you didn't provide appropriate notification of when their adoption leave should end, the employee does not have to give you eight weeks' notice - see UK adoptions: notification and confirmation of adoption leave.
If the employee attempts to return to work earlier than planned without giving you notice, you can postpone their return until after the eight weeks have elapsed.
However, you may not postpone their return to a date later than the end of their 52-week Statutory Adoption Leave period.
If the employee still comes to work during the period of postponement, you do not have to pay them.
Adoption leave: returning to work after the planned return date
If an employee wishes to return to work after the planned return date, they should give you notice of this new date of return at least eight weeks before the originally planned return date.
For example, if an employee was due to return to work at the end of their Ordinary Adoption Leave (ie after 26 weeks) on 1 October but - while on leave - decides that they wish to take their full entitlement of 52 weeks, they must notify you of this eight weeks before 1 October, ie by 6 August.
Employees who do not wish to return to work after adoption leave
An employee who does not wish to return to work after their Statutory Adoption Leave must give you notice of this. This will be the usual notice of resignation as required by their employment contract.
However, as long as they specify the date on which they wish to terminate the contract (eg the date they were due back at work after Statutory Adoption Leave), their adoption leave continues.
In addition, if they terminate their contract before the end of their Statutory Adoption Pay period, you must continue to pay them Statutory Adoption Pay, provided they have not started work for another employer.
Employees who don't return to work are not required to pay back any statutory adoption pay they have received. See adoption pay.
See the Invest Northern Ireland Employers' Handbook guidance on adoption leave and pay (PDF, 48K).
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Returning to work from adoption leave
Whether or not an employee has the automatic right to return to the same job.
An employee is entitled to return to the same job that they had before going on Statutory Adoption Leave if they take only Ordinary Adoption Leave, ie the initial 26-week period of leave. The rules are different where an employee takes all or some of their Additional Adoption Leave, ie the second 26-week period of leave.
Return to work after Ordinary Adoption Leave
An employee who returns to work during, or at the end of, their Ordinary Adoption Leave is entitled to return to the same job on the same terms and conditions of employment as if they had not been absent unless a redundancy situation has arisen.
If you prevent an employee from returning to work, they may make a complaint of unfair dismissal to an industrial tribunal.
If they return to work but you don't give them their old job back, they may do either of the following:
- raise a grievance with you, which may result in an industrial tribunal claim for detrimental treatment if you fail to address it
- resign and claim constructive dismissal - the employee may raise a grievance about this with you first - see handling grievances
See adoption leave and protection against detriment or dismissal.
Return to work after Additional Adoption Leave
An employee who returns to work during or at the end of their Additional Adoption Leave period is entitled to return to the same job on the same terms and conditions of employment as if they had not been absent.
However, if it is not reasonably practicable for you to let them return to their old job, you should offer them a job:
- that is both suitable and appropriate for them
- on terms and conditions that are no less favourable than those for their original job
If you offer the employee a job that fulfils the criteria above and they unreasonably refuse it, they will have effectively resigned.
If you offer the employee a job that doesn't fulfil the criteria, they may do either of the following:
- resign and claim constructive dismissal - the employee may raise a grievance about this with you first
- raise a grievance with you, which may result in an industrial tribunal claim for detrimental treatment if you fail to address it
You should try to consult with employees during their Statutory Adoption Leave about any proposed changes to their job in preparation for their return. See the page in this guide on reasonable contact and work during adoption leave.
Return to work where parental leave is taken immediately after Statutory Adoption Leave
Employees who qualify for parental leave may take some of this leave immediately following the end of their Statutory Adoption Leave.
An employee is entitled to return to the same job as before if the parental leave meets both of the following conditions:
- it is for four weeks or less
- it isn't preceded by any Additional Adoption Leave
If the parental leave period is longer than four weeks and/or is preceded by a period of Additional Adoption Leave, the employee is treated as though they were returning to work after Additional Adoption Leave.
See parental leave and time off for dependants.
Pay rises during Statutory Adoption Leave
An employee on Statutory Adoption Leave is entitled to benefit from any general improvements to the rate of pay, or other terms and conditions, which are introduced for their grade or class of work - as if they hadn't been away.
Flexible working requests
Providing they meet the qualifying criteria, an employee returning to work may make a request to work flexibly, eg to adjust their start or finish times, work from home, or do part-time hours. Read more on flexible working: the law and best practice.
See the Invest Northern Ireland Employers' Handbook guidance on adoption leave and pay (PDF, 48K).
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Adoption leave and protection against detriment or dismissal
You must not unfairly treat or dismiss employees because they are taking, took, or seeking to take Statutory Adoption Leave.
Employees are protected from suffering a detriment or dismissal for taking or seeking to take, Statutory Adoption Leave.
Statutory Adoption Leave and detrimental treatment
You must not subject an employee to any detriment by acting, or deliberately failing to act, because they:
- sought to take Statutory Adoption Leave
- availed of Statutory Adoption Leave
Examples of detrimental treatment include denial of promotion, facilities, or training opportunities that you would normally have made available to the employee.
If an employee believes you have treated them unfairly under these circumstances, they may:
- resign and claim constructive dismissal - the employee may raise a grievance about this with you first
- raise a grievance with you, which may result in an industrial tribunal claim for detrimental treatment if you fail to address it - see handling grievances
Redundancy during Statutory Adoption Leave
If a redundancy situation arises at any stage during an employee's adoption leave, you may not be able to continue to employ them under their existing contract of employment.
In these circumstances, an employee has the right to be offered (before that contract ends) any suitable alternative vacancy, where one is available. This includes a vacancy with an associated employer or with a successor to the original employer.
The new job must start immediately after the end of the original one and must both:
- be suitable and appropriate for them to do in the circumstances
- have terms and conditions that are not substantially less favourable to them than if they had continued to be employed under the original employment contract
If you fail to comply with these requirements and dismiss the employee, the dismissal will be automatically unfair if the reason or principal reason for the dismissal is redundancy.
If you end up making an employee on adoption leave redundant because you had no suitable alternative work to offer them, the dismissal may be potentially fair.
Note that, on dismissal, the employee's adoption leave period comes to an end, but their entitlement to Statutory Adoption Pay continues until the end of the 39-week Statutory Adoption Pay period (if it hasn't already ended) or they start working for another employer, whichever is earlier.
Dismissal on or after return to work from adoption leave
The dismissal of an employee will automatically be an unfair dismissal if you dismiss them - or select them for redundancy in preference to other comparable employees - solely or mainly because they:
- have taken adoption leave
- have benefited from the terms and conditions of employment to which they were entitled to during that leave
- failed to return from their adoption leave on time because you failed to give them any or adequate notification of the end date of their leave - see UK adoptions: notification and confirmation of adoption leave
However, a dismissal may be potentially fair if, on the employee's return from additional adoption leave, you:
- could not offer them their old job back
- you - or an associated employer - offered them suitable alternative employment which they unreasonably refused - see fair dismissal
See returning to work from adoption leave.
Dismissal on grounds unrelated to adoption leave
It is still possible for you to fairly dismiss an employee who is on - or who has recently returned from - adoption leave if the reason for the dismissal is not:
- largely or wholly unrelated to their adoption leave
- for any other reason that is unfair or discriminatory
You must comply with the correct statutory procedure when dismissing employees.
Dismissal of replacement employees
You can fairly dismiss an employee you took on to replace an employee on adoption leave. However, make sure you inform them that their position is only for adoption cover before they start and that the arrangement with you will end when the individual returns from leave. You should also comply with the statutory dismissal procedure when ending the employment.
See the Invest Northern Ireland Employers' Handbook guidance on adoption leave and pay (PDF, 48K).
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Adoption pay
Who qualifies for Statutory Adoption Pay, and how employers may recover payments and offer enhanced adoption pay.
Statutory Adoption Pay is paid for 39 weeks and usually covers the first 39 weeks of an employee's adoption leave.
There are different eligibility criteria for Statutory Adoption Pay for UK and overseas adoptions. See adoption pay and leave: eligibility.
Adoption pay and foster parents
In Northern Ireland, in exceptional cases, adoption pay may be payable where an adoption agency places a child with approved foster parents who are also approved, prospective adopters. The adoption agency will supply the foster parents with correspondence which can be shown to the employer explaining that they have met the relevant criteria for being matched with the child for the purposes of adoption leave and pay, and other entitlements open to adopters. The usual notification and service criteria will apply.
Statutory Adoption Pay rates and recovery
For the first six weeks, you must pay your employee Statutory Adoption Pay a weekly rate equal to 90% of their average weekly earnings.
For the next 33 weeks, you must pay them the lower of the following:
- the standard weekly rate - £184.03
- 90% of their average weekly earnings
You can recover some or all of your Statutory Adoption Pay payments from HM Revenue & Customs (HMRC) - the proportion you can recover depends on the size of your annual National Insurance Contributions liability.
Enhanced adoption pay
If you wish, you can offer enhanced adoption pay arrangements to attract and retain employees which are more generous than the statutory entitlements. For example, you could:
- pay more than Statutory Adoption Pay over a certain period, eg full pay for the first six weeks, half pay for the next ten weeks, Statutory Adoption Pay for the remaining 23 weeks
- make a bonus payment on the employee's return to work
You could change the qualification criteria for these adoption pay enhancements, eg the employee needs a year's continuous service.
You can offer these enhanced adoption pay arrangements either as a contractual right or on a discretionary, case-by-case basis. When exercising discretion caution should be taken to avoid claims of unfair treatment or discrimination.
You can still recover from HMRC the Statutory Adoption Pay portion of any enhanced adoption pay.
See the Invest Northern Ireland Employers' Handbook guidance on adoption leave and pay (PDF, 48K).
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Find out more about Foundation degrees
In this guide:
- Foundation degrees: providing higher education qualifications to improve employees' skills
- Foundation degrees explained for employers
- Foundation degrees - benefits for your business
- Employers' experiences of Foundation degrees
- Mango Direct Marketing Ltd | Foundation degrees
- Find out more about Foundation degrees
Foundation degrees explained for employers
A Foundation degree is a higher education qualification mainly delivered in local colleges which combines academic and work-related learning.
A Foundation degree is a higher education qualification mainly delivered in local colleges which combines academic and work-related learning. Read on to find out more about what a Foundation degree is, how it works, and who can apply.
What is a Foundation degree?
Foundation degrees are designed to equip students with the knowledge, skills, and attributes required in the workplace by combining academic and work-related learning. They are designed and delivered through partnerships between employers/employer organisations, universities, and local colleges.
Employers are fully involved in the design, development, and delivery of these degrees so that graduates gain industry-specific skills and knowledge that they can then apply to benefit their workplace.
Foundation degrees are available in a wide range of subject areas and are delivered through local colleges. They can be flexible in their delivery so they can fit around an employee's work pattern.
The University is the body with degree-awarding powers and has the responsibility for ensuring standards.
How does a Foundation degree work?
Foundation degrees are offered in all six further education regional colleges and the College of Agriculture, Food and Rural Enterprise (CAFRE). Foundation degrees can also be studied through the Open University.
A Foundation degree can be studied full-time over two years but many can be studied on a part-time basis. The part-time courses are flexible and can fit in with existing work patterns meaning your employees will be able to study towards the qualification with minimal disruption to their work commitments.
Work based learning is an important part of the Foundation degree programme so students gain work skills for example, communication and team working, as well as professional ethics and technical skills. Students who successfully complete a Foundation degree also have the option of progressing to university to "top-up" their qualification to an Honours Degree.
- Further Education and Regional Colleges - contacts section on the nidirect website
- CAFRE (College of Agriculture, Food & Rural Enterprise) - contacts section on the nidirect website
- Foundation degrees - information on the Open University NI website
What does it cost?
Tuition fees are payable for all Foundation degrees. Your local college, CAFRE or Open University NI can advise what tuition fees they charge for a Foundation degree course.
Those studying Foundation degrees are entitled to the same financial student support as other higher education students. This support may include student loans, assistance with tuition fees, maintenance grants and bursaries. More information on the financial support available can be found at:
Who can apply?
Foundation degrees may be suitable for a variety of people including employees wishing to improve their skills and prospects in their current job through part-time higher level study, or people who want to reskill in a new area.
Entry requirements for a Foundation degree will depend on the course and the college. They will normally be stated in terms of A Levels or vocational equivalents such as BTEC National Diplomas.
Applicants who lack formal qualifications but who can demonstrate they have relevant experience, skills and aptitudes may also be considered through a process known as Accreditation of Prior Experiential Learning (APEL). Your employees can contact their local college to get further details about entry to the Foundation degree of their choice through APEL.
- Further Education and Regional Colleges - contacts section on the nidirect website
- CAFRE - contacts section on the nidirect website
- The Open University in Northern Ireland
Contact
If you are an employer who would like more information on Foundation Degrees, please contact your local Further Education College.
More useful links
Developed withHelpActionsAlso on this sitePrimary parentContent category
Source URL
/content/foundation-degrees-explained-employers
Links
Foundation degrees - benefits for your business
Foundation degrees can help to improve your employees' skills and their contribution to your business.
Foundation degrees can help to improve your employees' skills and their contribution to your business. Read on to find out how you can get involved and the other potential benefits your business may be missing out on.
How can I get involved and how can my business benefit?
Employers are fully involved in the design, development, and delivery of Foundation degrees. This means that each degree provides students with a specialised set of skills, designed to meet the specific needs of employers in a particular sector.
There are four main ways that you as an employer can get involved with Foundation degrees, all of which can benefit your business:
Support your employees to complete a Foundation degree
Foundation degrees are open to people at any level within an organisation, particularly those who may not have considered higher education previously, as applicants need not necessarily have any formal qualifications.
Many courses are available on a part-time basis over a period of three or four years, allowing employees to study whilst continuing to work. You can help support an employee to complete a Foundation degree, through time off work to study or financial support.
The benefits to your business include:
- improving the knowledge and skills of your workforce in line with business needs
- demonstrating your organisation's commitment to staff development, thereby increasing employee motivation and improving staff retention
- spreading good practice throughout your business, by encouraging trained employees to pass on their new skills to others
- generating business solutions and developing new ideas, by assigning employees key project work as part of their course-based assignments
- Foundation degree graduates will have very specific skills and the ability to develop and apply those skills in your workplace
Provide Student Work Placements
Work-based learning is a fundamental part of Foundation degrees so colleges are keen to find new employers who can offer work placements to students. This can help them gain practical experience and apply the knowledge and skills they have acquired.
The benefits to your business include:
- new skills, fresh ideas, and up-to-date technologies from motivated and enthusiastic individuals
- an extra resource who can develop specialist projects that your business needs but hasn't got the time to progress
- a cost-effective way of recruiting new members of staff who have already started to gain the skills and experience relevant to your business and who you know and have confidence in
- a way to provide permanent staff with supervisory experience and to improve their skills in this area
- an active role in helping to train and shape the workforce of the future
Help design and develop Foundation degrees
Foundation degrees are developed by universities, local colleges, and employers, all working in partnership.
As an employer, you can get involved in the design and development of the content of Foundation degrees relevant to your sector and therefore influence what students are taught and how they are trained. This helps ensure that graduates have the knowledge and skills needed in the workplace.
The benefits to your business include:
- ensuring students are trained in the skills your industry or business needs, thereby reducing skills shortages and boosting the supply of future recruits
- developing and improving the skills of your existing employees, by ensuring the course meets their needs
- strengthening links between business and Higher Education Institutions and Further Education Regional Colleges
- raising the profile of your organisation and encouraging new people into your industry
- influencing how Higher Education teaches graduates in your profession and helping to ensure the quality of the workforce of the future
Employ Foundation degree graduates
A Foundation degree graduate comes equipped with a strong mix of academic knowledge, sector-specific technical skills, and relevant work-related experience.
They also acquire a range of general work skills, such as communication skills, team work, organisation and time management.
Contact
If you are an employer who would like more information on Foundation Degrees, please contact your local Further Education College.
More useful links
Developed withHelpAlso on this sitePrimary parentContent category
Source URL
/content/foundation-degrees-benefits-your-business
Links
Foundation degrees: providing higher education qualifications to improve employees' skills
Employers' experiences of Foundation degrees
Find out how Foundation degrees have benefited employers in Northern Ireland.
Read some real-life testimonials from local employers about their experience with Foundation degrees and how they have helped their businesses.
Mark Weir - Mango Direct Marketing Ltd
Mango Direct Marketing Ltd has testified to the high quality of the Foundation degree computing course. Mark Weir from Mango Direct Marketing states, "The modules within the Foundation degree in computing are perfectly suited to today's tech environment, so much so that students can be given tasks in application and MSSQL development, as well as infrastructure amends and server updates shortly after placement begins."
Mango Direct Marketing Ltd case study.
Contact
If you are an employer who would like more information on Foundation degrees, please contact your local Further Education College.
More useful links
Developed withActionsAlso on this sitePrimary parentContent category
Source URL
/content/employers-experiences-foundation-degrees
Links
Foundation degrees: providing higher education qualifications to improve employees' skills
Mango Direct Marketing Ltd | Foundation degrees
Mango Direct Marketing Ltd has witnessed very tangible benefits from employing Foundation degree work placement students.
Building skills and expertise
Mango Direct Marketing Ltd has witnessed very tangible benefits from employing Foundation degree work placement students. It takes work placement students from the Foundation degree in computing which is delivered by South Eastern Regional College (SERC) and Ulster University.
The Foundation degree in computing aims to develop industry current skills to ensure that the future needs of the IT sector are fully met. This qualification provides students with the knowledge and practical experience in programming, networking, database design and development as well as other core skills required for employment within the computing industry.
Benefits of Foundation degree courses
Students are assessed using a range of different methods. These include examinations, coursework, project-based learning, presentations, practical assessments, posters, leaflets, role-play, and case studies. This is dependent on the requirements of each unit of study. Oral, written, and online feedback will be provided during the course to help improve and monitor performance.
The course also provides the opportunity to undertake a 12-week placement within the computing industry to assist in developing real-life experience and practical skills that employers want. Students learn transferable skills such as communication, organisational skills, problem-solving, and critical thinking which will help them to apply for relevant jobs within the computing industry. The programme is designed to facilitate a student's development of graduate qualities that are highly valued in the workplace.
As well as helping the students gain practical experience and apply the knowledge and skills they have acquired, there are many potential benefits for the businesses that host the students on their extended work placements.
Mango Direct Marketing Ltd has found that the partnership between the company and SERC has maximised the benefits of the placements. As Mark Weir of the company explains, “For several years Mango Direct Marketing Ltd has provided SERC students with the opportunity to gain experience in the IT industry to support their 12-week placements. The staff within the School of Computing and Engineering have been instrumental in the coordination of these placements, as well as supporting and forging the relationship between Mango and SERC in other areas such as training, career development, and recruitment.”
Quality of Foundation degree course and students
Mango Direct Marketing Ltd has testified to the high quality of the Foundation degree computing course. As Mark explains, “The modules within the Foundation degree in computing are perfectly suited to today’s tech environment, so much so that students can be given tasks in application and MSSQL development, as well as infrastructure amends and server updates shortly after placement begins.”
Whilst the students gain practical work experience from the placements, the company also benefits.
Mark continues, “Both the systems and development strand students have been excellent in the knowledge they have brought with them from their studies, coupled with an eagerness to learn, that has benefited Mango and the students themselves.”
Progression
Successful completion of the Foundation degree course can lead to either a career in the computing industry or to related degree programmes.
Mango Direct Marketing Ltd testifies to how the Foundation degree placements have helped them with future recruitment.
Mark explains: “With recruitment in the past for IT positions proving erroneous Mango has always availed of a constant flow of excellent students on placement, as well as a longer-term view to a permanent opportunity if roles become available.”
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Source URL
/content/mango-direct-marketing-ltd-foundation-degrees
Links
Find out more about Foundation degrees
If you think that Foundation degrees are for you or for your employees, then there are a number of options available to find out more.
Contact your local further education regional college
Foundation degrees are offered in all six further education regional colleges and the College of Agriculture, Food and Rural Enterprise (CAFRE). You should contact the relevant college for more information about the application process for your chosen Foundation degree course:
- Belfast Metropolitan College - contacts section on the nidirect website
- North West Regional College - contacts section on the nidirect website
- South West College - contacts section on the nidirect website
- South Eastern Regional College - contacts section on the nidirect website
- Northern Regional College - contacts section on the nidirect website
- Southern Regional College - contacts section on the nidirect website
- CAFRE (College of Agriculture, Food & Rural Enterprise) - contacts section on the nidirect website
To find out more about what subjects are available for Foundation degrees, go to:
More useful links
Developed withHelpActionsAlso on this sitePrimary parentContent category
Source URL
/content/find-out-more-about-foundation-degrees
Links
Employers' experiences of Foundation degrees
In this guide:
- Foundation degrees: providing higher education qualifications to improve employees' skills
- Foundation degrees explained for employers
- Foundation degrees - benefits for your business
- Employers' experiences of Foundation degrees
- Mango Direct Marketing Ltd | Foundation degrees
- Find out more about Foundation degrees
Foundation degrees explained for employers
A Foundation degree is a higher education qualification mainly delivered in local colleges which combines academic and work-related learning.
A Foundation degree is a higher education qualification mainly delivered in local colleges which combines academic and work-related learning. Read on to find out more about what a Foundation degree is, how it works, and who can apply.
What is a Foundation degree?
Foundation degrees are designed to equip students with the knowledge, skills, and attributes required in the workplace by combining academic and work-related learning. They are designed and delivered through partnerships between employers/employer organisations, universities, and local colleges.
Employers are fully involved in the design, development, and delivery of these degrees so that graduates gain industry-specific skills and knowledge that they can then apply to benefit their workplace.
Foundation degrees are available in a wide range of subject areas and are delivered through local colleges. They can be flexible in their delivery so they can fit around an employee's work pattern.
The University is the body with degree-awarding powers and has the responsibility for ensuring standards.
How does a Foundation degree work?
Foundation degrees are offered in all six further education regional colleges and the College of Agriculture, Food and Rural Enterprise (CAFRE). Foundation degrees can also be studied through the Open University.
A Foundation degree can be studied full-time over two years but many can be studied on a part-time basis. The part-time courses are flexible and can fit in with existing work patterns meaning your employees will be able to study towards the qualification with minimal disruption to their work commitments.
Work based learning is an important part of the Foundation degree programme so students gain work skills for example, communication and team working, as well as professional ethics and technical skills. Students who successfully complete a Foundation degree also have the option of progressing to university to "top-up" their qualification to an Honours Degree.
- Further Education and Regional Colleges - contacts section on the nidirect website
- CAFRE (College of Agriculture, Food & Rural Enterprise) - contacts section on the nidirect website
- Foundation degrees - information on the Open University NI website
What does it cost?
Tuition fees are payable for all Foundation degrees. Your local college, CAFRE or Open University NI can advise what tuition fees they charge for a Foundation degree course.
Those studying Foundation degrees are entitled to the same financial student support as other higher education students. This support may include student loans, assistance with tuition fees, maintenance grants and bursaries. More information on the financial support available can be found at:
Who can apply?
Foundation degrees may be suitable for a variety of people including employees wishing to improve their skills and prospects in their current job through part-time higher level study, or people who want to reskill in a new area.
Entry requirements for a Foundation degree will depend on the course and the college. They will normally be stated in terms of A Levels or vocational equivalents such as BTEC National Diplomas.
Applicants who lack formal qualifications but who can demonstrate they have relevant experience, skills and aptitudes may also be considered through a process known as Accreditation of Prior Experiential Learning (APEL). Your employees can contact their local college to get further details about entry to the Foundation degree of their choice through APEL.
- Further Education and Regional Colleges - contacts section on the nidirect website
- CAFRE - contacts section on the nidirect website
- The Open University in Northern Ireland
Contact
If you are an employer who would like more information on Foundation Degrees, please contact your local Further Education College.
More useful links
Developed withHelpActionsAlso on this sitePrimary parentContent category
Source URL
/content/foundation-degrees-explained-employers
Links
Foundation degrees - benefits for your business
Foundation degrees can help to improve your employees' skills and their contribution to your business.
Foundation degrees can help to improve your employees' skills and their contribution to your business. Read on to find out how you can get involved and the other potential benefits your business may be missing out on.
How can I get involved and how can my business benefit?
Employers are fully involved in the design, development, and delivery of Foundation degrees. This means that each degree provides students with a specialised set of skills, designed to meet the specific needs of employers in a particular sector.
There are four main ways that you as an employer can get involved with Foundation degrees, all of which can benefit your business:
Support your employees to complete a Foundation degree
Foundation degrees are open to people at any level within an organisation, particularly those who may not have considered higher education previously, as applicants need not necessarily have any formal qualifications.
Many courses are available on a part-time basis over a period of three or four years, allowing employees to study whilst continuing to work. You can help support an employee to complete a Foundation degree, through time off work to study or financial support.
The benefits to your business include:
- improving the knowledge and skills of your workforce in line with business needs
- demonstrating your organisation's commitment to staff development, thereby increasing employee motivation and improving staff retention
- spreading good practice throughout your business, by encouraging trained employees to pass on their new skills to others
- generating business solutions and developing new ideas, by assigning employees key project work as part of their course-based assignments
- Foundation degree graduates will have very specific skills and the ability to develop and apply those skills in your workplace
Provide Student Work Placements
Work-based learning is a fundamental part of Foundation degrees so colleges are keen to find new employers who can offer work placements to students. This can help them gain practical experience and apply the knowledge and skills they have acquired.
The benefits to your business include:
- new skills, fresh ideas, and up-to-date technologies from motivated and enthusiastic individuals
- an extra resource who can develop specialist projects that your business needs but hasn't got the time to progress
- a cost-effective way of recruiting new members of staff who have already started to gain the skills and experience relevant to your business and who you know and have confidence in
- a way to provide permanent staff with supervisory experience and to improve their skills in this area
- an active role in helping to train and shape the workforce of the future
Help design and develop Foundation degrees
Foundation degrees are developed by universities, local colleges, and employers, all working in partnership.
As an employer, you can get involved in the design and development of the content of Foundation degrees relevant to your sector and therefore influence what students are taught and how they are trained. This helps ensure that graduates have the knowledge and skills needed in the workplace.
The benefits to your business include:
- ensuring students are trained in the skills your industry or business needs, thereby reducing skills shortages and boosting the supply of future recruits
- developing and improving the skills of your existing employees, by ensuring the course meets their needs
- strengthening links between business and Higher Education Institutions and Further Education Regional Colleges
- raising the profile of your organisation and encouraging new people into your industry
- influencing how Higher Education teaches graduates in your profession and helping to ensure the quality of the workforce of the future
Employ Foundation degree graduates
A Foundation degree graduate comes equipped with a strong mix of academic knowledge, sector-specific technical skills, and relevant work-related experience.
They also acquire a range of general work skills, such as communication skills, team work, organisation and time management.
Contact
If you are an employer who would like more information on Foundation Degrees, please contact your local Further Education College.
More useful links
Developed withHelpAlso on this sitePrimary parentContent category
Source URL
/content/foundation-degrees-benefits-your-business
Links
Foundation degrees: providing higher education qualifications to improve employees' skills
Employers' experiences of Foundation degrees
Find out how Foundation degrees have benefited employers in Northern Ireland.
Read some real-life testimonials from local employers about their experience with Foundation degrees and how they have helped their businesses.
Mark Weir - Mango Direct Marketing Ltd
Mango Direct Marketing Ltd has testified to the high quality of the Foundation degree computing course. Mark Weir from Mango Direct Marketing states, "The modules within the Foundation degree in computing are perfectly suited to today's tech environment, so much so that students can be given tasks in application and MSSQL development, as well as infrastructure amends and server updates shortly after placement begins."
Mango Direct Marketing Ltd case study.
Contact
If you are an employer who would like more information on Foundation degrees, please contact your local Further Education College.
More useful links
Developed withActionsAlso on this sitePrimary parentContent category
Source URL
/content/employers-experiences-foundation-degrees
Links
Foundation degrees: providing higher education qualifications to improve employees' skills
Mango Direct Marketing Ltd | Foundation degrees
Mango Direct Marketing Ltd has witnessed very tangible benefits from employing Foundation degree work placement students.
Building skills and expertise
Mango Direct Marketing Ltd has witnessed very tangible benefits from employing Foundation degree work placement students. It takes work placement students from the Foundation degree in computing which is delivered by South Eastern Regional College (SERC) and Ulster University.
The Foundation degree in computing aims to develop industry current skills to ensure that the future needs of the IT sector are fully met. This qualification provides students with the knowledge and practical experience in programming, networking, database design and development as well as other core skills required for employment within the computing industry.
Benefits of Foundation degree courses
Students are assessed using a range of different methods. These include examinations, coursework, project-based learning, presentations, practical assessments, posters, leaflets, role-play, and case studies. This is dependent on the requirements of each unit of study. Oral, written, and online feedback will be provided during the course to help improve and monitor performance.
The course also provides the opportunity to undertake a 12-week placement within the computing industry to assist in developing real-life experience and practical skills that employers want. Students learn transferable skills such as communication, organisational skills, problem-solving, and critical thinking which will help them to apply for relevant jobs within the computing industry. The programme is designed to facilitate a student's development of graduate qualities that are highly valued in the workplace.
As well as helping the students gain practical experience and apply the knowledge and skills they have acquired, there are many potential benefits for the businesses that host the students on their extended work placements.
Mango Direct Marketing Ltd has found that the partnership between the company and SERC has maximised the benefits of the placements. As Mark Weir of the company explains, “For several years Mango Direct Marketing Ltd has provided SERC students with the opportunity to gain experience in the IT industry to support their 12-week placements. The staff within the School of Computing and Engineering have been instrumental in the coordination of these placements, as well as supporting and forging the relationship between Mango and SERC in other areas such as training, career development, and recruitment.”
Quality of Foundation degree course and students
Mango Direct Marketing Ltd has testified to the high quality of the Foundation degree computing course. As Mark explains, “The modules within the Foundation degree in computing are perfectly suited to today’s tech environment, so much so that students can be given tasks in application and MSSQL development, as well as infrastructure amends and server updates shortly after placement begins.”
Whilst the students gain practical work experience from the placements, the company also benefits.
Mark continues, “Both the systems and development strand students have been excellent in the knowledge they have brought with them from their studies, coupled with an eagerness to learn, that has benefited Mango and the students themselves.”
Progression
Successful completion of the Foundation degree course can lead to either a career in the computing industry or to related degree programmes.
Mango Direct Marketing Ltd testifies to how the Foundation degree placements have helped them with future recruitment.
Mark explains: “With recruitment in the past for IT positions proving erroneous Mango has always availed of a constant flow of excellent students on placement, as well as a longer-term view to a permanent opportunity if roles become available.”
ActionsAlso on this siteContent category
Source URL
/content/mango-direct-marketing-ltd-foundation-degrees
Links
Find out more about Foundation degrees
If you think that Foundation degrees are for you or for your employees, then there are a number of options available to find out more.
Contact your local further education regional college
Foundation degrees are offered in all six further education regional colleges and the College of Agriculture, Food and Rural Enterprise (CAFRE). You should contact the relevant college for more information about the application process for your chosen Foundation degree course:
- Belfast Metropolitan College - contacts section on the nidirect website
- North West Regional College - contacts section on the nidirect website
- South West College - contacts section on the nidirect website
- South Eastern Regional College - contacts section on the nidirect website
- Northern Regional College - contacts section on the nidirect website
- Southern Regional College - contacts section on the nidirect website
- CAFRE (College of Agriculture, Food & Rural Enterprise) - contacts section on the nidirect website
To find out more about what subjects are available for Foundation degrees, go to:
More useful links
Developed withHelpActionsAlso on this sitePrimary parentContent category
Source URL
/content/find-out-more-about-foundation-degrees
Links
Foundation degrees - benefits for your business
In this guide:
- Foundation degrees: providing higher education qualifications to improve employees' skills
- Foundation degrees explained for employers
- Foundation degrees - benefits for your business
- Employers' experiences of Foundation degrees
- Mango Direct Marketing Ltd | Foundation degrees
- Find out more about Foundation degrees
Foundation degrees explained for employers
A Foundation degree is a higher education qualification mainly delivered in local colleges which combines academic and work-related learning.
A Foundation degree is a higher education qualification mainly delivered in local colleges which combines academic and work-related learning. Read on to find out more about what a Foundation degree is, how it works, and who can apply.
What is a Foundation degree?
Foundation degrees are designed to equip students with the knowledge, skills, and attributes required in the workplace by combining academic and work-related learning. They are designed and delivered through partnerships between employers/employer organisations, universities, and local colleges.
Employers are fully involved in the design, development, and delivery of these degrees so that graduates gain industry-specific skills and knowledge that they can then apply to benefit their workplace.
Foundation degrees are available in a wide range of subject areas and are delivered through local colleges. They can be flexible in their delivery so they can fit around an employee's work pattern.
The University is the body with degree-awarding powers and has the responsibility for ensuring standards.
How does a Foundation degree work?
Foundation degrees are offered in all six further education regional colleges and the College of Agriculture, Food and Rural Enterprise (CAFRE). Foundation degrees can also be studied through the Open University.
A Foundation degree can be studied full-time over two years but many can be studied on a part-time basis. The part-time courses are flexible and can fit in with existing work patterns meaning your employees will be able to study towards the qualification with minimal disruption to their work commitments.
Work based learning is an important part of the Foundation degree programme so students gain work skills for example, communication and team working, as well as professional ethics and technical skills. Students who successfully complete a Foundation degree also have the option of progressing to university to "top-up" their qualification to an Honours Degree.
- Further Education and Regional Colleges - contacts section on the nidirect website
- CAFRE (College of Agriculture, Food & Rural Enterprise) - contacts section on the nidirect website
- Foundation degrees - information on the Open University NI website
What does it cost?
Tuition fees are payable for all Foundation degrees. Your local college, CAFRE or Open University NI can advise what tuition fees they charge for a Foundation degree course.
Those studying Foundation degrees are entitled to the same financial student support as other higher education students. This support may include student loans, assistance with tuition fees, maintenance grants and bursaries. More information on the financial support available can be found at:
Who can apply?
Foundation degrees may be suitable for a variety of people including employees wishing to improve their skills and prospects in their current job through part-time higher level study, or people who want to reskill in a new area.
Entry requirements for a Foundation degree will depend on the course and the college. They will normally be stated in terms of A Levels or vocational equivalents such as BTEC National Diplomas.
Applicants who lack formal qualifications but who can demonstrate they have relevant experience, skills and aptitudes may also be considered through a process known as Accreditation of Prior Experiential Learning (APEL). Your employees can contact their local college to get further details about entry to the Foundation degree of their choice through APEL.
- Further Education and Regional Colleges - contacts section on the nidirect website
- CAFRE - contacts section on the nidirect website
- The Open University in Northern Ireland
Contact
If you are an employer who would like more information on Foundation Degrees, please contact your local Further Education College.
More useful links
Developed withHelpActionsAlso on this sitePrimary parentContent category
Source URL
/content/foundation-degrees-explained-employers
Links
Foundation degrees - benefits for your business
Foundation degrees can help to improve your employees' skills and their contribution to your business.
Foundation degrees can help to improve your employees' skills and their contribution to your business. Read on to find out how you can get involved and the other potential benefits your business may be missing out on.
How can I get involved and how can my business benefit?
Employers are fully involved in the design, development, and delivery of Foundation degrees. This means that each degree provides students with a specialised set of skills, designed to meet the specific needs of employers in a particular sector.
There are four main ways that you as an employer can get involved with Foundation degrees, all of which can benefit your business:
Support your employees to complete a Foundation degree
Foundation degrees are open to people at any level within an organisation, particularly those who may not have considered higher education previously, as applicants need not necessarily have any formal qualifications.
Many courses are available on a part-time basis over a period of three or four years, allowing employees to study whilst continuing to work. You can help support an employee to complete a Foundation degree, through time off work to study or financial support.
The benefits to your business include:
- improving the knowledge and skills of your workforce in line with business needs
- demonstrating your organisation's commitment to staff development, thereby increasing employee motivation and improving staff retention
- spreading good practice throughout your business, by encouraging trained employees to pass on their new skills to others
- generating business solutions and developing new ideas, by assigning employees key project work as part of their course-based assignments
- Foundation degree graduates will have very specific skills and the ability to develop and apply those skills in your workplace
Provide Student Work Placements
Work-based learning is a fundamental part of Foundation degrees so colleges are keen to find new employers who can offer work placements to students. This can help them gain practical experience and apply the knowledge and skills they have acquired.
The benefits to your business include:
- new skills, fresh ideas, and up-to-date technologies from motivated and enthusiastic individuals
- an extra resource who can develop specialist projects that your business needs but hasn't got the time to progress
- a cost-effective way of recruiting new members of staff who have already started to gain the skills and experience relevant to your business and who you know and have confidence in
- a way to provide permanent staff with supervisory experience and to improve their skills in this area
- an active role in helping to train and shape the workforce of the future
Help design and develop Foundation degrees
Foundation degrees are developed by universities, local colleges, and employers, all working in partnership.
As an employer, you can get involved in the design and development of the content of Foundation degrees relevant to your sector and therefore influence what students are taught and how they are trained. This helps ensure that graduates have the knowledge and skills needed in the workplace.
The benefits to your business include:
- ensuring students are trained in the skills your industry or business needs, thereby reducing skills shortages and boosting the supply of future recruits
- developing and improving the skills of your existing employees, by ensuring the course meets their needs
- strengthening links between business and Higher Education Institutions and Further Education Regional Colleges
- raising the profile of your organisation and encouraging new people into your industry
- influencing how Higher Education teaches graduates in your profession and helping to ensure the quality of the workforce of the future
Employ Foundation degree graduates
A Foundation degree graduate comes equipped with a strong mix of academic knowledge, sector-specific technical skills, and relevant work-related experience.
They also acquire a range of general work skills, such as communication skills, team work, organisation and time management.
Contact
If you are an employer who would like more information on Foundation Degrees, please contact your local Further Education College.
More useful links
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Foundation degrees: providing higher education qualifications to improve employees' skills
Employers' experiences of Foundation degrees
Find out how Foundation degrees have benefited employers in Northern Ireland.
Read some real-life testimonials from local employers about their experience with Foundation degrees and how they have helped their businesses.
Mark Weir - Mango Direct Marketing Ltd
Mango Direct Marketing Ltd has testified to the high quality of the Foundation degree computing course. Mark Weir from Mango Direct Marketing states, "The modules within the Foundation degree in computing are perfectly suited to today's tech environment, so much so that students can be given tasks in application and MSSQL development, as well as infrastructure amends and server updates shortly after placement begins."
Mango Direct Marketing Ltd case study.
Contact
If you are an employer who would like more information on Foundation degrees, please contact your local Further Education College.
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Foundation degrees: providing higher education qualifications to improve employees' skills
Mango Direct Marketing Ltd | Foundation degrees
Mango Direct Marketing Ltd has witnessed very tangible benefits from employing Foundation degree work placement students.
Building skills and expertise
Mango Direct Marketing Ltd has witnessed very tangible benefits from employing Foundation degree work placement students. It takes work placement students from the Foundation degree in computing which is delivered by South Eastern Regional College (SERC) and Ulster University.
The Foundation degree in computing aims to develop industry current skills to ensure that the future needs of the IT sector are fully met. This qualification provides students with the knowledge and practical experience in programming, networking, database design and development as well as other core skills required for employment within the computing industry.
Benefits of Foundation degree courses
Students are assessed using a range of different methods. These include examinations, coursework, project-based learning, presentations, practical assessments, posters, leaflets, role-play, and case studies. This is dependent on the requirements of each unit of study. Oral, written, and online feedback will be provided during the course to help improve and monitor performance.
The course also provides the opportunity to undertake a 12-week placement within the computing industry to assist in developing real-life experience and practical skills that employers want. Students learn transferable skills such as communication, organisational skills, problem-solving, and critical thinking which will help them to apply for relevant jobs within the computing industry. The programme is designed to facilitate a student's development of graduate qualities that are highly valued in the workplace.
As well as helping the students gain practical experience and apply the knowledge and skills they have acquired, there are many potential benefits for the businesses that host the students on their extended work placements.
Mango Direct Marketing Ltd has found that the partnership between the company and SERC has maximised the benefits of the placements. As Mark Weir of the company explains, “For several years Mango Direct Marketing Ltd has provided SERC students with the opportunity to gain experience in the IT industry to support their 12-week placements. The staff within the School of Computing and Engineering have been instrumental in the coordination of these placements, as well as supporting and forging the relationship between Mango and SERC in other areas such as training, career development, and recruitment.”
Quality of Foundation degree course and students
Mango Direct Marketing Ltd has testified to the high quality of the Foundation degree computing course. As Mark explains, “The modules within the Foundation degree in computing are perfectly suited to today’s tech environment, so much so that students can be given tasks in application and MSSQL development, as well as infrastructure amends and server updates shortly after placement begins.”
Whilst the students gain practical work experience from the placements, the company also benefits.
Mark continues, “Both the systems and development strand students have been excellent in the knowledge they have brought with them from their studies, coupled with an eagerness to learn, that has benefited Mango and the students themselves.”
Progression
Successful completion of the Foundation degree course can lead to either a career in the computing industry or to related degree programmes.
Mango Direct Marketing Ltd testifies to how the Foundation degree placements have helped them with future recruitment.
Mark explains: “With recruitment in the past for IT positions proving erroneous Mango has always availed of a constant flow of excellent students on placement, as well as a longer-term view to a permanent opportunity if roles become available.”
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Find out more about Foundation degrees
If you think that Foundation degrees are for you or for your employees, then there are a number of options available to find out more.
Contact your local further education regional college
Foundation degrees are offered in all six further education regional colleges and the College of Agriculture, Food and Rural Enterprise (CAFRE). You should contact the relevant college for more information about the application process for your chosen Foundation degree course:
- Belfast Metropolitan College - contacts section on the nidirect website
- North West Regional College - contacts section on the nidirect website
- South West College - contacts section on the nidirect website
- South Eastern Regional College - contacts section on the nidirect website
- Northern Regional College - contacts section on the nidirect website
- Southern Regional College - contacts section on the nidirect website
- CAFRE (College of Agriculture, Food & Rural Enterprise) - contacts section on the nidirect website
To find out more about what subjects are available for Foundation degrees, go to:
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Foundation degrees explained for employers
In this guide:
- Foundation degrees: providing higher education qualifications to improve employees' skills
- Foundation degrees explained for employers
- Foundation degrees - benefits for your business
- Employers' experiences of Foundation degrees
- Mango Direct Marketing Ltd | Foundation degrees
- Find out more about Foundation degrees
Foundation degrees explained for employers
A Foundation degree is a higher education qualification mainly delivered in local colleges which combines academic and work-related learning.
A Foundation degree is a higher education qualification mainly delivered in local colleges which combines academic and work-related learning. Read on to find out more about what a Foundation degree is, how it works, and who can apply.
What is a Foundation degree?
Foundation degrees are designed to equip students with the knowledge, skills, and attributes required in the workplace by combining academic and work-related learning. They are designed and delivered through partnerships between employers/employer organisations, universities, and local colleges.
Employers are fully involved in the design, development, and delivery of these degrees so that graduates gain industry-specific skills and knowledge that they can then apply to benefit their workplace.
Foundation degrees are available in a wide range of subject areas and are delivered through local colleges. They can be flexible in their delivery so they can fit around an employee's work pattern.
The University is the body with degree-awarding powers and has the responsibility for ensuring standards.
How does a Foundation degree work?
Foundation degrees are offered in all six further education regional colleges and the College of Agriculture, Food and Rural Enterprise (CAFRE). Foundation degrees can also be studied through the Open University.
A Foundation degree can be studied full-time over two years but many can be studied on a part-time basis. The part-time courses are flexible and can fit in with existing work patterns meaning your employees will be able to study towards the qualification with minimal disruption to their work commitments.
Work based learning is an important part of the Foundation degree programme so students gain work skills for example, communication and team working, as well as professional ethics and technical skills. Students who successfully complete a Foundation degree also have the option of progressing to university to "top-up" their qualification to an Honours Degree.
- Further Education and Regional Colleges - contacts section on the nidirect website
- CAFRE (College of Agriculture, Food & Rural Enterprise) - contacts section on the nidirect website
- Foundation degrees - information on the Open University NI website
What does it cost?
Tuition fees are payable for all Foundation degrees. Your local college, CAFRE or Open University NI can advise what tuition fees they charge for a Foundation degree course.
Those studying Foundation degrees are entitled to the same financial student support as other higher education students. This support may include student loans, assistance with tuition fees, maintenance grants and bursaries. More information on the financial support available can be found at:
Who can apply?
Foundation degrees may be suitable for a variety of people including employees wishing to improve their skills and prospects in their current job through part-time higher level study, or people who want to reskill in a new area.
Entry requirements for a Foundation degree will depend on the course and the college. They will normally be stated in terms of A Levels or vocational equivalents such as BTEC National Diplomas.
Applicants who lack formal qualifications but who can demonstrate they have relevant experience, skills and aptitudes may also be considered through a process known as Accreditation of Prior Experiential Learning (APEL). Your employees can contact their local college to get further details about entry to the Foundation degree of their choice through APEL.
- Further Education and Regional Colleges - contacts section on the nidirect website
- CAFRE - contacts section on the nidirect website
- The Open University in Northern Ireland
Contact
If you are an employer who would like more information on Foundation Degrees, please contact your local Further Education College.
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Foundation degrees - benefits for your business
Foundation degrees can help to improve your employees' skills and their contribution to your business.
Foundation degrees can help to improve your employees' skills and their contribution to your business. Read on to find out how you can get involved and the other potential benefits your business may be missing out on.
How can I get involved and how can my business benefit?
Employers are fully involved in the design, development, and delivery of Foundation degrees. This means that each degree provides students with a specialised set of skills, designed to meet the specific needs of employers in a particular sector.
There are four main ways that you as an employer can get involved with Foundation degrees, all of which can benefit your business:
Support your employees to complete a Foundation degree
Foundation degrees are open to people at any level within an organisation, particularly those who may not have considered higher education previously, as applicants need not necessarily have any formal qualifications.
Many courses are available on a part-time basis over a period of three or four years, allowing employees to study whilst continuing to work. You can help support an employee to complete a Foundation degree, through time off work to study or financial support.
The benefits to your business include:
- improving the knowledge and skills of your workforce in line with business needs
- demonstrating your organisation's commitment to staff development, thereby increasing employee motivation and improving staff retention
- spreading good practice throughout your business, by encouraging trained employees to pass on their new skills to others
- generating business solutions and developing new ideas, by assigning employees key project work as part of their course-based assignments
- Foundation degree graduates will have very specific skills and the ability to develop and apply those skills in your workplace
Provide Student Work Placements
Work-based learning is a fundamental part of Foundation degrees so colleges are keen to find new employers who can offer work placements to students. This can help them gain practical experience and apply the knowledge and skills they have acquired.
The benefits to your business include:
- new skills, fresh ideas, and up-to-date technologies from motivated and enthusiastic individuals
- an extra resource who can develop specialist projects that your business needs but hasn't got the time to progress
- a cost-effective way of recruiting new members of staff who have already started to gain the skills and experience relevant to your business and who you know and have confidence in
- a way to provide permanent staff with supervisory experience and to improve their skills in this area
- an active role in helping to train and shape the workforce of the future
Help design and develop Foundation degrees
Foundation degrees are developed by universities, local colleges, and employers, all working in partnership.
As an employer, you can get involved in the design and development of the content of Foundation degrees relevant to your sector and therefore influence what students are taught and how they are trained. This helps ensure that graduates have the knowledge and skills needed in the workplace.
The benefits to your business include:
- ensuring students are trained in the skills your industry or business needs, thereby reducing skills shortages and boosting the supply of future recruits
- developing and improving the skills of your existing employees, by ensuring the course meets their needs
- strengthening links between business and Higher Education Institutions and Further Education Regional Colleges
- raising the profile of your organisation and encouraging new people into your industry
- influencing how Higher Education teaches graduates in your profession and helping to ensure the quality of the workforce of the future
Employ Foundation degree graduates
A Foundation degree graduate comes equipped with a strong mix of academic knowledge, sector-specific technical skills, and relevant work-related experience.
They also acquire a range of general work skills, such as communication skills, team work, organisation and time management.
Contact
If you are an employer who would like more information on Foundation Degrees, please contact your local Further Education College.
More useful links
Developed withHelpAlso on this sitePrimary parentContent category
Source URL
/content/foundation-degrees-benefits-your-business
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Foundation degrees: providing higher education qualifications to improve employees' skills
Employers' experiences of Foundation degrees
Find out how Foundation degrees have benefited employers in Northern Ireland.
Read some real-life testimonials from local employers about their experience with Foundation degrees and how they have helped their businesses.
Mark Weir - Mango Direct Marketing Ltd
Mango Direct Marketing Ltd has testified to the high quality of the Foundation degree computing course. Mark Weir from Mango Direct Marketing states, "The modules within the Foundation degree in computing are perfectly suited to today's tech environment, so much so that students can be given tasks in application and MSSQL development, as well as infrastructure amends and server updates shortly after placement begins."
Mango Direct Marketing Ltd case study.
Contact
If you are an employer who would like more information on Foundation degrees, please contact your local Further Education College.
More useful links
Developed withActionsAlso on this sitePrimary parentContent category
Source URL
/content/employers-experiences-foundation-degrees
Links
Foundation degrees: providing higher education qualifications to improve employees' skills
Mango Direct Marketing Ltd | Foundation degrees
Mango Direct Marketing Ltd has witnessed very tangible benefits from employing Foundation degree work placement students.
Building skills and expertise
Mango Direct Marketing Ltd has witnessed very tangible benefits from employing Foundation degree work placement students. It takes work placement students from the Foundation degree in computing which is delivered by South Eastern Regional College (SERC) and Ulster University.
The Foundation degree in computing aims to develop industry current skills to ensure that the future needs of the IT sector are fully met. This qualification provides students with the knowledge and practical experience in programming, networking, database design and development as well as other core skills required for employment within the computing industry.
Benefits of Foundation degree courses
Students are assessed using a range of different methods. These include examinations, coursework, project-based learning, presentations, practical assessments, posters, leaflets, role-play, and case studies. This is dependent on the requirements of each unit of study. Oral, written, and online feedback will be provided during the course to help improve and monitor performance.
The course also provides the opportunity to undertake a 12-week placement within the computing industry to assist in developing real-life experience and practical skills that employers want. Students learn transferable skills such as communication, organisational skills, problem-solving, and critical thinking which will help them to apply for relevant jobs within the computing industry. The programme is designed to facilitate a student's development of graduate qualities that are highly valued in the workplace.
As well as helping the students gain practical experience and apply the knowledge and skills they have acquired, there are many potential benefits for the businesses that host the students on their extended work placements.
Mango Direct Marketing Ltd has found that the partnership between the company and SERC has maximised the benefits of the placements. As Mark Weir of the company explains, “For several years Mango Direct Marketing Ltd has provided SERC students with the opportunity to gain experience in the IT industry to support their 12-week placements. The staff within the School of Computing and Engineering have been instrumental in the coordination of these placements, as well as supporting and forging the relationship between Mango and SERC in other areas such as training, career development, and recruitment.”
Quality of Foundation degree course and students
Mango Direct Marketing Ltd has testified to the high quality of the Foundation degree computing course. As Mark explains, “The modules within the Foundation degree in computing are perfectly suited to today’s tech environment, so much so that students can be given tasks in application and MSSQL development, as well as infrastructure amends and server updates shortly after placement begins.”
Whilst the students gain practical work experience from the placements, the company also benefits.
Mark continues, “Both the systems and development strand students have been excellent in the knowledge they have brought with them from their studies, coupled with an eagerness to learn, that has benefited Mango and the students themselves.”
Progression
Successful completion of the Foundation degree course can lead to either a career in the computing industry or to related degree programmes.
Mango Direct Marketing Ltd testifies to how the Foundation degree placements have helped them with future recruitment.
Mark explains: “With recruitment in the past for IT positions proving erroneous Mango has always availed of a constant flow of excellent students on placement, as well as a longer-term view to a permanent opportunity if roles become available.”
ActionsAlso on this siteContent category
Source URL
/content/mango-direct-marketing-ltd-foundation-degrees
Links
Find out more about Foundation degrees
If you think that Foundation degrees are for you or for your employees, then there are a number of options available to find out more.
Contact your local further education regional college
Foundation degrees are offered in all six further education regional colleges and the College of Agriculture, Food and Rural Enterprise (CAFRE). You should contact the relevant college for more information about the application process for your chosen Foundation degree course:
- Belfast Metropolitan College - contacts section on the nidirect website
- North West Regional College - contacts section on the nidirect website
- South West College - contacts section on the nidirect website
- South Eastern Regional College - contacts section on the nidirect website
- Northern Regional College - contacts section on the nidirect website
- Southern Regional College - contacts section on the nidirect website
- CAFRE (College of Agriculture, Food & Rural Enterprise) - contacts section on the nidirect website
To find out more about what subjects are available for Foundation degrees, go to:
More useful links
Developed withHelpActionsAlso on this sitePrimary parentContent category
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/content/find-out-more-about-foundation-degrees
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