Leveraging Apprenticeships for Career Progression and Succession Planning

The way we train and develop people must evolve just as quickly as the industries we operate in. As businesses face widening skills gaps, increasing competition for talent, and a rapidly changing world of work, one powerful—and often underused—solution stands out: apprenticeships.

Far from being just for school leavers or manual trades, apprenticeships now span Level 2 (equivalent to GCSEs) all the way to Level 7 (equivalent to a master’s degree). They offer structured, accredited learning combined with hands-on experience and are available across a wide range of industries—from digital, engineering, and healthcare to leadership, management, and finance.

When used strategically, apprenticeships become more than just a route into work—they become a long-term tool for developing people, filling critical skills gaps, and future-proofing the business through effective succession planning.

Apprenticeships: More Than Just Entry-Level

Modern apprenticeships are designed to support career development at every level of an organisation:

• Level 2–3: Foundation and intermediate levels, ideal for early-career talent building essential skills.

• Level 4–5: Higher apprenticeships, perfect for developing technical specialists and team leaders.

• Level 6: Degree-level apprenticeships that blend academic theory with real-world experience.

• Level 7: Master's-level apprenticeships, including MBAs, tailored to developing senior leaders and specialists.

This structure allows employees to grow continuously within a business, moving through defined progression routes while gaining recognised qualifications along the way.

In fact, over 1 in 5 apprentices in the UK are now aged 25 and over, and around one-third of apprenticeship starts are at Level 4 or above, showing a clear shift towards using apprenticeships for upskilling and career advancement—not just entry-level roles.

Strategic Workforce Planning: Building From Within

Gone are the days of relying solely on external hires to meet evolving business needs. Aligning career development with apprenticeships allows organisations to:

• Close skills gaps by training staff in areas where talent is scarce.

• Retain high performers by offering meaningful career progression and recognised qualifications.

• Develop future leaders with company-specific knowledge and values.

• Adapt to change with a workforce that’s always learning and evolving.

Apprenticeships offer a unique opportunity to tailor learning to your organisation. Employees learn not only technical skills, but also your internal systems, culture, and leadership style—skills that are hard to teach through generic training.

From customer service teams developing into managers to technical experts progressing into strategic roles, apprenticeships build internal mobility and long-term business resilience.

The Business Case: Why Investing in People Pays Off

Apprenticeships don’t just benefit employees—they deliver measurable returns for businesses:

For Employees:

• Earn while you learn—gain recognised qualifications with no student debt.

• Access clear progression—move from entry-level to leadership roles within the same organisation.

• Develop real-world skills through practical, on-the-job experience.

• Gain mentorship from experienced colleagues, supporting both professional and personal growth.

• Enjoy job security in a business that invests in its people.

For Businesses:

• Increased productivity—staff trained specifically for their roles perform better.

• Improved retention—employees who see a future with the company are more likely to stay.

• Lower recruitment costs—growing your own talent is more cost-effective than external hiring.

• Enhanced innovation—a learning culture encourages fresh thinking and continuous improvement.

• Effective succession planning—by pairing apprentices with experienced mentors, critical knowledge is retained and passed on.

apprenticeships help them develop skills relevant to their organisation, and 78% report improved productivity.

Making the Most of the Apprenticeship Levy

Since 2017, all UK employers with a payroll over £3 million have been required to contribute 0.5% of their wage bill to the Apprenticeship Levy. Yet a significant number of businesses still fail to fully utilise these funds, using only a fraction on entry level apprenticeships—missing a critical opportunity to invest in long-term capability across the entire business.

Instead of viewing the Levy as just another tax, it should be seen as a strategic asset. Funds can be used to:

• Train new and existing staff—at any level, from junior to executive.

• Fund higher apprenticeships and master's degrees to upskill managers and leaders.

• Create internal talent pipelines that support growth and succession.

• Reduce reliance on recruitment agencies and external hires.

Unspent levy funds expire after 24 months—so if you don’t use it, you lose it. By putting a plan in place to embed apprenticeships across career levels, you ensure this investment drives real value.

Conclusion: A Smarter Approach to Workforce Development

Aligning career progression with apprenticeships is more than just a good idea—it’s a proven strategy for building a skilled, engaged, and future-ready workforce. As industries become more complex and competitive, the organisations that thrive will be those that develop their people at every stage—not just at the start of their careers.

Apprenticeships offer far more than entry-level access. They provide a framework for lifelong learning, structured career development, and sustainable succession planning—all underpinned by real work, real experience, and real results.

By leveraging apprenticeship programmes across Levels 2 to 7, and using the Apprenticeship Levy strategically, organisations can embed a culture of continuous development that benefits both the employee and the business.

The question for today’s leaders isn’t should we use apprenticeships to grow talent— It’s how fast can we get started?