Ensuring Apprenticeship Grant for HR Recruits at Level 7 before the cut-off date
In the HR sector, the looming deadline for government funding for Level 7 apprenticeships presents both a challenge and an opportunity. With funding for new starters aged 22 and over set to cease from January 2026, HR leaders are urged to act swiftly to mitigate potential skills gaps and leadership deficits, and secure their organizations' future positions.
To make the most of the remaining Level 7 funding, HR professionals should take strategic steps before the December 2025 cut-off and implement long-term workforce development strategies.
Optimizing Levy Funding Before the Deadline
The first step is to conduct a thorough assessment of the current workforce to identify critical skills gaps and forecast future needs, particularly in areas like leadership and digital transformation. Prioritize staff who are ready to enrol in Level 7 apprenticeships while funding is still available.
Ensure all eligible new starters are enrolled in Level 7 apprenticeships before 31 December 2025 to maximize Levy funding for those aged 22 and over. Utilize the fact that Levy funding remains available for apprentices under 22, ensuring that younger talent is developed and future-proofed.
Strategies to Future-Proof the Workforce
Post-2026, employers may need to adjust their training budgets to cover the full cost of Level 7 programs. Collaborate with universities and training providers to explore tailored solutions and alternative programmes.
Stay informed about evolving government funding options, tax incentives, and sector-specific initiatives to maximize available resources and adapt to changing regulatory environments. Diversify training approaches by considering non-apprenticeship training options, such as professional certifications or internal development programs.
Focus on recruiting and developing a diverse pool of apprentices under 22, ensuring a consistent pipeline of skilled workers. Partnering with education providers now can help to ensure smoother enrolment processes and faster onboarding for apprenticeships.
The senior leader apprenticeship, in particular, helps HR teams address issues such as leadership diversity, training for accidental managers, and digital transformation. Level 7 apprenticeships are equivalent to postgraduate qualifications and are valuable for the HR sector, filling critical skills gaps, upskilling existing talent, and developing leaders.
By implementing these strategies, HR leaders can effectively use the available Levy funding while preparing their organizations for future workforce challenges.
- To secure long-term education-and-self-development and ensure personal-growth for employees, HR leaders can prioritize enrolling eligible new starters in Level 7 apprenticeships before the December 2025 cut-off, utilizing Levy funding to foster their learning and growth.
- After the December 2025 cut-off, HR leaders can implement alternative strategies for workforce development, such as collaborating with universities and exploring tailored training solutions, as well as non-apprenticeship training options like professional certifications and internal development programs, to continue fostering learning opportunities for their workforce.
