Apprenticeships are designed by groups of employers, so they reflect the knowledge, skills and behaviours an apprentice needs for a specific occupation.
Apprentices can be a new or existing employee and they must:
- be 16 or over
- combine work with study to gain skills and knowledge in a specific job
- carry out 20% ‘off-the-job’ training – your chosen training provider will help you to plan this
Why should I choose absolute works apprenticeship?
- We listen to your needs and develop a bespoke solution for your business and if we cannot offer the apprenticeship that is correct for your business we will signpost you to an appropriate training provider
- We offer flexible but structured training – apprenticeship can commence at any time to suit your needs
- We can handle everything from start to finish and support you through the process
- FREE recruitment service – we can advertise, review applications, interview and shortlist suitable candidates and organise interview with you
- Complete all paperwork and either support you or complete the process on the government website on your behalf for you to authorise
- 100% of apprentices who have completed their apprenticeship with us have passed
- Over 80% of our apprentices achieve distinction
- We have great testimonials from both employers and apprentices Link here to testimonial apprentices
- We have delivered successful apprenticeships to levy and non levy employers throughout the UK
If you want to speak with one of our team to carry out your research into whether an apprenticeship is the right qualification for you then please contact us or telephone 01926 355560 and ask to speak to a member of our apprenticeship team
What are the benefits of hiring an apprentice?
Hiring an apprentice is a productive and effective way to grow talent and develop a motivated, skilled and qualified workforce.
- 86% of employers said apprenticeships helped them develop skills relevant to their organisation
- 78% of employers said apprenticeships helped them improve productivity
- 74% of employers said apprenticeships helped them improve the quality of their product or service
- you can adapt their training according to the needs of your business
- they are motivated to learn new skills
- you can expand and upskill your workforce
You can employ apprentices at different levels, from school leavers and university graduates, to people who want to further their careers or change career direction completely.
You can hire someone new or upskill an existing employee.
As an employer, you can get funding from the government to help pay for apprenticeship training. Link Employing an apprentice: Get funding – GOV.UK (www.gov.uk)
Our Apprenticeship programmes
How does Absolute Apprenticeship work?
Throughout the apprenticeship Absolute Works will discuss the intent of the programme, how we will implement this and what impact the apprenticeship has on the apprentice, their employer and the company.
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Exploration and Intent
We offer a free consultation where we explain to employers and apprentices exactly what is involved in the apprenticeship programme and what costs (if any) are involved.
We will cover our commitment, employer and apprentices’ responsibilities and what the apprentice and employer can expect during the length of the apprenticeship. We will cover Information advice and guidance and our policy is available here
Commencing and implementation of the apprenticeship
The apprenticeship commences with an in-depth induction during which we explain step by step how the apprenticeship will progress, introduction to their assessor/s, and a bespoke ‘intent’ and training plan which will be completed in collaboration with the apprentice and employer.
Training and development implementation
Workshops, Elearning, coaching, workbook lead training will commence immediately following induction as per your individualised training plan
Assessor support and impact
Each apprentice will meet regularly with their assessor, in the workplace and or virtually. Progress will be reviewed, targets set, work signed off and a discussion will be held around the impact the training is having on the apprentice and the business. Objectives will be set for the next stage. At the end of each meeting a review document will be completed, and it will record the details of what was agreed by the apprentice and the assessor and employer. Each apprentice will record their progress and achievement via an e-portfolio system. Career progression will also be discussion during these sessions
End point assessment and impact
At the end of the programme an external body will be responsible for End Point Assessment and awarding the apprenticeship. For most apprenticeships this will consist of an online exam, a workplace observation and professional discussion. This part of the programme will require the close involvement of the employer or line manager at what we call a Gateway Meeting.
Celebrate and reflection
This should be the time to celebrate the successful conclusion of all the hard work and effort that has been put in during the apprenticeship and the apprentice has been rewarded with a pass or distinction. We encourage both employers and apprentices to celebrate this achievement and once they have done so to reflect on whether they would like to continue on the apprenticeships journey and reevaluate their career expectations
You don’t need to wait until you are 18 if studying full time at educational establishments is not for you, you can commence an apprenticeship at 16 years of age. Apprenticeships may be best suited to people who prefer a hands-on approach to learning in a working environment.
There are numerous apprenticeships available for people leaving education and for those that have been in employment for either a few or many years you can access the information on apprenticeships here.
We pride ourselves on having the expertise, knowledge and resource to offer the following apprenticeships. As an approved centre for Skills First and Highfields our apprentices are given the option to work towards an additional recognised qualification at the same time as studying towards their apprenticeship,
Disciplinary procedures and employment contracts.
An employer can also put their disciplinary procedures in the employment contract. If they do so and then do not follow the procedure, the employee could bring a claim for breach of contract.
If an employee thinks that the disciplinary action is unfair they can appeal to their employer setting out their grounds for appeal.
The employee should be offered the option to attend a further meeting to discuss the appeal which should be heard as soon as possible and in accordance with any timescales as set out in the Disciplinary Procedure. This meeting should be chaired by someone with sufficient seniority who was not involved in the initial disciplinary meeting/ process wherever possible.
As per the disciplinary meeting, the employee should be given reasonable notice and should be offered the right to be accompanied by a companion in accordance with the criteria above.
Following the appeal meeting, the employer should write to the employee setting out their final decision. There is no further right of appeal.
Sometimes it is necessary to suspend an employee whilst a potential disciplinary issue is investigated, this is normally where the allegations are very serious or, if the employee being in the workplace or continuing to work may have an effect on the investigation or potentially put the safety of co-workers, visitors, themselves, property or data at risk. This means that suspension doesn’t happen very often. If, however it is necessary to suspend an employee, this will usually be with pay and the employer should (in most cases) be told why they are being suspended.
The Employment Contract will dictate whether an employer can suspend without pay. If this is permitted, the employer must act reasonably in doing so.
If the Employment Contract does not say that the employer can suspend the employee, the employer may still be able to suspend the employee, but this should be with pay.
All employment rights remain in place during any suspension and if the employer does not have a contractual right to withhold pay, or even if the employer does, the employee may seek to make a claim in the Employment Tribunal for ‘unlawful deduction from wage.
An employer should confirm the terms of suspension in writing. An employer may advise the employee that they are not permitted to talk to or make contact with other employees, customers and / or suppliers and should the employee do so, the employer may be able to bring further disciplinary action. Employers need to be aware however that the employee must be able to make any necessary contact to defend their actions and therefore some contact may be necessary so some leniency may be required. This may be the case where the employee considers they need to obtain evidence to support their case from a work IT system or speak to a co-worker who was witness to an incident. Of course, if an employee wants to request a co-worker accompany them to the disciplinary hearing, they will need authority from the employer to make appropriate contact.