In partnership with Workwhile, a charity focused on creating good work for everyone, we’re exploring what foundation apprenticeships are all about. In this blog we’ll dive into why essential skills are key to their success and share practical ways employers can make a real impact.

What is changing?

In September 2024, the government announced their plans to reform the existing apprenticeship levy, which will now be known as the Growth and Skills Levy. This reform supports one of the government's five key missions: breaking down barriers to opportunity. A key focus of this mission is developing young people's skills.

The new Growth and Skills Levy will see the introduction of shorter duration and foundation apprenticeships in target sectors. The aim is to target younger people with a clear progression into and alignment with existing Further Education skills options, including apprenticeships, that are more advanced or occupationally specific. Foundation apprenticeships should give young people a foot in the door, signaling “a first step towards realising a youth guarantee: a promise of education, training or support into employment for every young person in every part of the country”  (Baroness Jacqui Smith – December Apprenticeship All-Party Parliamentary Group).

What has the government said so far about foundation apprenticeships?

In summary:

• They will give young people an introduction to an Occupational Sector
• The suggested scope is 16-21, extended for those with an Education, Health, and Care Plan
• They are a job with on and off the job learning, designed to be a stepping stone into work
• It is unclear if it will feature requirements such as Functional Skills Qualifications or End Point Assessments, but is likely to require some employability skills
• Their duration is likely to be 6-9 months
• They are expected to start from August 2025
• There will be an increased focus on personal development and essential skills

As government irons out the details, employers await official answers to a number of questions, such as: Who will be eligible to take part in these? What will their level be? Who will be responsible for the delivery of foundation apprenticeships? And how will the funding work for employers and for providers?As more details emerge, we explore how employers can help foundation apprenticeships succeed from the start.

‍Why are essential skills critical to the success of Foundation Apprenticeships?‍

‍1. Essential Skills are important in employment

98% of teaching professionals agree that essential skills are important for employment opportunities, in comparison to 99% and 96% for literacy and numeracy respectively (Skills Builder Tracker Report, 2024). Building on this, the results from the 2024 Tracker Report also indicated that 92% view explicitly teaching essential skills as important in preparing learners for both life and work, with 47% believing this to be very important. 

2. Young people entering the world of work want more clarity around the skills required for different roles

The Youth Voice Census 2024 found that just over a third of young people think they understand the skills employers are looking for. In addition, a study by the Chartered Institute of Personnel and Development (CIPD) found that only 28% of organizations that had hired 16-24-year-olds in the past year think people in this age group are well prepared for the workplace.

3. Young people feel stuck in a cycle - where they lack experience, whilst employers are recruiting for experience.

Workwhile ran an event in February 2024 where small and large employers fed back about how they recruit outside of traditional criteria to help relieve this barrier. 

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Key Tips for Employers to Support Foundation Apprenticeships

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With 15 years of expertise in building and measuring essential skills, we’ve combined our knowledge with Workwhile’s insights to share three tips for employers to ensure the success of new foundation apprenticeships.

1. Use essential skills to hire foundation apprentices 

Essential skills are those highly transferable skills that everyone needs to do almost any job, which make specific knowledge and technical skills fully productive.
We recommend using the Universal Framework to clearly set out the essential skills needed for a role—and the skills that role will help develop. This not only supports better hiring decisions but also makes recruitment more inclusive, opening up opportunities for candidates from diverse backgrounds who may not have traditional experience but have the potential to thrive.Recruiting with essential skills could result in a number of benefits for businesses:

• Increased performance and productivity

• Hiring for skills is five times more predictive of job performance than hiring on education and qualifications. It is also two times more predictive than experience.

• Resilience to change

• By recruiting on more than experience, you access a wider talent pool including younger applicants who bring new perspectives.

• Diversity of talent

• 64% of people are more likely to apply to a role if the job description clearly explains the essential skills required.

• Enhanced employer value proposition

• 92% of people believe that essential skills are important for success within their career, exceeding both sector specific knowledge (84%) and technical skills (65%). 

The Universal Framework for essential skills is a fantastic tool to effectively prepare to recruit someone new. Not only can it help to clearly categorise and communicate the qualifications, experience and skills required for a role, it can also support applicants to effectively prepare to demonstrate these in an interview or job application. On top of this, the Framework can support organisations to assess candidates more objectively and select the right person for the role - a costly mistake if chosen incorrectly.For more information, including step-by-step guidance on how to implement these changes, explore the Recruiting with Essential Skills Toolkit.‍‍

‍2. Ensure a successful apprenticeship with a good working environment

To ensure foundation apprenticeships are successful and young people successfully transition into work, it is important to ensure employers adopt the key elements of good work: fair pay, health and wellbeing, diversity and inclusion, and skills and progression. Young people, especially those from disadvantaged and marginalised backgrounds, struggle to access good quality work. Workwhile’s research found that young people define good work as:

‍“feeling valued, fulfilled and supported. It means being respected and treated fairly in a workplace that is diverse and inclusive, where there is open and honest communication and decent pay. Everyone should have a voice. Good work is done to a high standard and gives you a sense of achievement. It happens in a place where you can make change happen. Good work protects your health and wellbeing. You’re excited to tell your friends and family about good work, not because they ask but because you’re proud of it.”

Although foundation apprenticeships offer another crucial pathway for young people entering the workforce for the first time, it’s important to recognise that employers play an important part in ensuring that their employees have fair wages, a strong cultural environment, access to wrap-around support, good line management, progression opportunities and personal development opportunities, alongside the training providers.

Watch Workwhiles video to hear young people share what good work means to them.

3. Plan ahead: ensure there is a clear progression pathway for those completing foundation apprenticeships

Once employers have successfully onboarded a foundation apprentice, it is important to start talking to them about their ambitions. It would be a shame to lose talent that you have invested the time in growing if they move to another organisation due to lack of progression. Therefore, to increase productivity and return on investment with apprentices, we recommended offering them longer contracts or permanent roles around the time they are preparing for their end point assessment exams. The Universal Framework can also be utilised by both the apprentice, and their line manager, to support their development.

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‍The Promising Future of Foundation Apprenticeships 

‍We’re excited about Foundation Apprenticeships and the value they bring for both young people and employers. We encourage businesses to proactively consider how they can incorporate these apprenticeships into their workforce planning. By focusing on the recommendations outlined in this blog – prioritising essential skills, creating supportive work environments, and offering clear career paths – employers can not only contribute to the success of young people but also reap the rewards of a skilled and motivated workforce.

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‍Looking to strengthen your apprenticeship programmes?

‍We support employers to embed essential skills at every stage—from recruitment and early careers training to ongoing staff development. Help your apprentices thrive and build skills for life. Visit our Employers page to find out more.

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Interested in accessing free apprenticeship advice, levy transfer funding and support? 

‍Contact the Workwhile team at info@workwhile.org.uk Workwhile also offer proven and specialist training for those who line manage apprentices, called DevelopMentor. Free for London’s SMEs but can be delivered to those outside that category for a small cost. Contact us here to find out more.