1. Understand the changing apprenticeship landscape

Since 2025, the UK government has implemented significant reforms to apprenticeships in England, aiming to simplify processes and refocus investment. As we move through 2026, the landscape has shifted:

• New wage rates: From 1 April 2026, the Apprentice Minimum Wage rose to £8.00 per hour. Ensure your employers are ready for this uplift to avoid compliance issues.
• Flexible durations: From 1 August 2025, the 12-month minimum was removed for some new starts. Apprenticeships can now be as short as eight months, allowing for faster progression in high-demand sectors.
• New apprenticeship routes for younger learners: There is increasing policy focus on supporting younger learners into apprenticeships, including the development of earlier entry routes - Foundation Apprenticeships (first launched on 1 August 2025) - into sectors such as construction, engineering and digital.
• Functional skills: From 11 February 2025, employers can decide whether or not to include functional skills in adult apprenticeships, removing a significant barrier for experienced workers.
• Evolution of assessment: "End-Point Assessment" is beginning to transition to "Apprenticeship Assessment," with a move toward continuous, on-programme evidence. The reforms to assessment are expected to be complete by 1 August 2026.
• New oversight: Skills England is now the central body managing the system, replacing IfATE to ensure training aligns with the national industrial strategy.

2. Keep communication clear with existing and incoming apprentices

Building the best new routes for apprentices means building strong channels of communication. Existing learners need to know if and how these changes impact their course, while new starters need to understand the benefits of the reformed standards.

Be proactive about sharing what these changes mean for your learners. Informative videos, engaging case studies and clear visual guides are all available for apprentices on our apprenticeship reform page. Simply scroll down to the 'Apprentices' section.

3. Make the most of new funding flexibilities and incentives

Recent reforms are introducing greater flexibility in how apprenticeship funding can be used, alongside targeted incentives to support employer participation. Together, these changes create new opportunities to support workforce development:

• Apprenticeship units: From April 2026, employers can use levy funds for the first new wave of modular courses (1–16 weeks) in selected priority skills areas, such as AI and Green Energy, helping them upskill existing staff more quickly.
• Levy flexibility: Levy-paying employers can now spend up to 50% of their funds on non-apprenticeship training, including the new modular units.
• Youth jobs grant: From August 2026, a £3,000 incentive will be introduced for employers who hire 18–24-year-olds who were previously long-term unemployed.
• Full funding for SMEs: For small businesses, the 5% co-investment fee is being removed for apprentices under 25 from 1 August 2026, making training 100% government funded.

4. Don’t take your next steps solo

One of the most important things to remember throughout the transition is that you are not alone. These are essential updates that the whole sector is navigating throughout 2026 and beyond.

Assessment is changing and we can help you change with it. We are providing a platform to share, troubleshoot, and support the community with our 2026 Reform Clinic Series. Sign up for our newsletter to be the first to hear about new videos and resources.

5. Join the conversation

Last but by no means least, we want YOU to let us know what’s working. Whether it's the shift in assessment style or the implementation of shorter durations, your feedback is a crucial part of these reforms.

Talk to us: email our provider support team at FEandWBLCentresupport@pearson.com