Myth Busting Continued: Early Years Apprenticeships

Q1. How long does an early years apprenticeship last, and what are the benefits for employers?

A: Apprenticeships must last a minimum of 12 months, but the impact of investing in apprentices lasts far longer! By training staff from within, early years employers can build a team that understands their setting’s values and approaches.

1.  Reduced recruitment costs – Apprentices stay longer, improving retention rates.
2.  “Grow Your Own” team – Tailor staff training to meet your setting’s unique needs.
3.  Financial incentives – Government support helps reduce costs.
4.  Fresh perspectives – Apprentices bring up-to-date knowledge and enthusiasm.

Reference: Apprenticeship Standards – Institute for Apprenticeships

Q2. How does the EYFS support apprentices in staffing ratios?

A: Many employers worry about staffing ratios, but the EYFS framework is designed to support apprentices in their learning while ensuring compliance.

• Apprentices aged 16 or over can be counted in ratios as the qualification level below the one they are studying for. This means an Early Years Educator apprentice can be counted as a Level 2 practitioner, easing staffing pressures while they gain experience.

This flexible approach helps settings maintain high-quality provision while training new talent.

Reference: Statutory Framework for the EYFS – GOV.UK

Q3. Does Paediatric First Aid (PFA) training have to be 12 hours?

A: No, it doesn’t! Annex A of the EYFS framework confirms that:

• PFA training does not need to be a full 12-hour course.
• Blended learning (a mix of online and in-person training) is acceptable, making it more accessible and flexible.
• This allows settings to meet legal requirements without unnecessary burdens on time and resources.

This is great news for apprentices and settings, ensuring compliance while maintaining a manageable workload.

Reference: EYFS Framework Annex A – GOV.UK

Q4. How is apprenticeship funding monitored, and what should employers be aware of?

A: Apprenticeship funding comes from government money, meaning it must be accounted for and used correctly by training providers.

• Funding must only be used for training, assessment, and support outlined in the apprenticeship contract.
• Providers must follow strict rules, including delivering at least 12 months of training and ensuring apprentices meet minimum study hours.
• Misuse of funding (e.g., failing to deliver contracted learning hours) can lead to financial penalties or withdrawal of funding.

Employers should work with trusted providers to ensure funding is used correctly and apprentices get the training they are entitled to.

Reference: Apprenticeship Funding Rules – GOV.UK

Q5. Can I change my training provider, and what are the financial impacts?

A: Yes, you can switch training providers if the current one is not meeting expectations. However, there are some financial and administrative steps to consider.

• Speak with your provider first—issues may be resolved without switching.
• If a change is needed, notify the Education and Skills Funding Agency (ESFA) and update your Apprenticeship Service account.
• Funding may be affected depending on how much of the training has been completed.
• A new training agreement will need to be set up with the replacement provider.

While changing providers is possible, it’s always best to review all options before making a decision to avoid unnecessary disruption.

Reference: Managing Your Apprenticeship Provider – GOV.UK

Q6. How can employers ensure apprentices stay engaged and complete their training?

A: Keeping apprentices engaged is key to successful training completion and long-term retention. Employers play a vital role in motivating and supporting their apprentices. Here’s how:

Provide a positive learning environment – Encourage apprentices to apply their learning in real-life settings.
Schedule regular check-ins – Open communication helps address challenges early.
Work closely with the training provider – Ensure the apprentice is on track and receiving the right level of support.

Celebrate progress and milestones – Recognising achievements keeps apprentices motivated.
Be flexible – Apprentices have study requirements; allow time for coursework and off-the-job training.

By investing in their growth, employers build a loyal, skilled workforce while ensuring apprentices gain confidence and thrive in early years education.

Reference: Supporting Apprentices – GOV.UK

Apprenticeships offer incredible benefits for both employers and learners, but understanding funding, provider responsibilities, and learner support is key to making the most of them.

Early years apprenticeships offer an exciting and cost-effective way to build a skilled, passionate workforce. By embracing apprenticeships, employers can develop future leaders, support their staff, and strengthen the sector as a whole.

For more information and funding support, visit:
Apprenticeships – GOV.UK
TQUK Early Years Qualifications
Realise Training & Apprenticeships