Whether it’s preparing the next generation of tanker drivers, ensuring depot staff can manage evolving digital systems, or supporting managers to step into leadership roles, apprenticeships can be a cost-effective solution.
A business cost or a business benefit?
On page 9, we speak with New Era Energy about the positive impacts of apprenticeships. But how can your business tap into the same opportunities – and more importantly, the funding to make it happen?
If you think apprenticeships are costly to run, the truth might surprise you. The UK Government’s Apprenticeship Levy scheme could fund up to 100% of training costs. Used strategically, it can address skill shortages, support succession planning, and give your team valuable new qualifications.
Why this matters
The industry faces ongoing challenges – from an ageing driver workforce to increasing digital transformation. Apprenticeships aren’t just for school leavers; they can be used to:
- Upskill tanker drivers
- Train staff in new software
- Prepare future depot managers and technical specialists
- Support staff onboarding
The basics
- Who pays the levy? Employers with a payroll over £3 million pay 0.5% of their annual wage bill into the scheme. This sits in a digital account for apprenticeship training.
- Not a levy payer? You still get 95% of costs funded by the government (you cover the remaining 5%). For apprenticeships starting before April 2019, that split is 90/10.
- Use it or lose it: Funds expire after 24 months. Larger businesses can transfer up to 50% of unused levy funds to smaller firms —keeping skills in the local supply chain.
Key funding facts for SMEs
- Government covers 95% of costs
- Levy transfers can cover 100%
- Funds cover apprenticeships of any length
- Applies to both new and existing employees
Getting started
- Review your workforce – Identify current and future skills gaps.
- Register with the Digital Apprenticeship Service – he gateway to managing funding.
- Find an approved training provider – Choose one that understands your sector.
- Explore levy transfers – Partner with larger firms in your network.
- Plan for retention – Link apprenticeship training to long-term career paths.
Rethinking apprenticeships
Forget the image of apprenticeships as “cheap junior staff.” This is about creating a pipeline of qualified, loyal employees who know your business and your customers.
By taking advantage of the Apprenticeship Levy or non-levy funding, you can turn training from a cost into a competitive advantage.
And, as New Era Energy shares, the benefits can be felt across the whole company — from improved staff retention to a stronger reputation in the community.
Image courtesy of New Era Energy
