Changes to Recognised Prior Learning (RPL): What Adult Care Employers need to know!

The Department for Education has confirmed important updates to apprenticeship funding rules - changes that bring new flexibility, shorter durations, and broader access, especially for those working in the health & social care (HSC) sector.

These updates are particularly relevant for employers in the adult care sector, where workforce demands are high, budgets are tight, and training needs to be both fast and flexible. 

Here’s what’s changing and what it means for you.

✅ Off-the-Job (OTJ) Training Hours Now Fixed Per Standard

Gone are the days of calculating 20% off-the-job (OTJ) training based on each apprentice’s working hours. 

From now on, each apprenticeship standard has a set minimum number of OTJ training hours, regardless of full-time or part-time status. These are published and fixed, bringing much-needed clarity and consistency.

A fixed minimum of 187 off-the-job (OTJ) training hours applies to all apprentices, regardless of experience or prior learning.

The old 20% OTJ training rule is being replaced with a set minimum hours per apprenticeship standard.

For example, a health and social care level 2 apprenticeship now requires 300 OTJ hours - delivered throughout the programme. Apprentices can now achieve their OTJ hours flexibly, around shift patterns and operational demands, as long as they’re completed within the programme duration.

Official Off-The-Job Hours (OTJ) for Health & Social Care Apprenticeships

Level 2 = 300 hours over 14 months

Level 3 = 348 hours over 14 months

Level 4 = 418 hours over 18 months

Level 5 = 418 hours over 18 months

OTJ can also be reduced if the learner has evidence of recognised prior learning (RPL) - as long as this does not fall below a total of 187 hours.

📉 Minimum Programme Duration Reduced to 8 Months

A major shift: apprenticeships can now be as short as 8 months, as long as at least 187 OTJ hours are delivered. 

This is a game-changer for experienced or upskilled staff who already meet much of the occupational standard - training can be targeted, efficient, and streamlined.

For health and social care employers, this can mean a quicker route to qualified, competent staff - without compromising on quality of training.

🕒 No More Duration Extensions for Part-Time Apprentices

Previously, part-time apprentices required extended programme durations to meet OTJ training hour requirements. Not anymore.

 So long as the set OTJ hours for the standard are met, there is no need to extend the apprenticeship programme.

This removes a common administrative and scheduling headache for employers with part-time staff—and again, supports faster workforce development.

📘 In Case You Missed It: Functional Skills Rules Relaxed for Adults

Earlier changes to functional skills have now been confirmed and are still in place:

• For adult learners (19+), Functional Skills (English and maths) are now optional when completing an apprenticeship programme.
  
  
• Learners with lower GCSE grades (D–G or 3–1) now count as holding Level 1, easing access to apprenticeships.
  
  

This is especially important in the HSC sector, where great carers may lack formal qualifications but have valuable experience, compassion and potential.

💡 Why This Matters for Health & Social Care Employers

These changes aren’t just technical - they’re deeply practical for a sector under pressure.

 Here’s how employers stand to benefit:

• Cost Savings on Adult Apprenticeships

With RPL now taken into account more effectively, programme durations and associated training costs can be reduced. For adult learners, this may also mean lower employer co-investment contributions - helping you stretch Levy funds or tight budgets further.

• Faster Onboarding of Skilled Staff

High turnover and recruitment challenges mean speed matters. The new 8-month minimum allows you to get new starters trained and contributing faster than ever.

• Greater Flexibility for Shift-Based Roles

Fixed OTJ hours and flexible delivery options allow training to be structured around real-world care schedules. Less disruption, more learning - tailored to how the sector actually works.

•  Wider Talent Pool Access

Removing barriers like functional skills requirements opens up apprenticeships to more people - including young learners, mature learners and returners to care - at a time when overseas recruitment options remain narrow.

💥How Realise Is Responding to RPL Changes

At Realise, we’re already tailoring our health & social care programmes to reflect these changes to the funding rules.

We have developed a Recognised Prior Learning (RPL)  tool that will automatically calculate the required OTJ hours for each learner, based on their individual starting points. From here, we are easily able to recommend a suitable programme length and whether or not a reduced programme of 8 months is ideal for that individual. 

The tool will also recalculate the cost of the Apprenticeship, if OTJ hours are to be reduced. This information is then used to tailor an individual’s learning plan, where we can remove or reduce elements of teaching and learning that are not necessary.

📞 Want to explore how these changes could help your organisation train faster, smarter, and more affordably?

Get in touch with our HSC apprenticeship team today.