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Five apprenticeship myths holding employers back

5 minute read

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National Apprenticeship Week (9-15 February in 2026) is a timely moment to rethink how businesses build skills and future capability. 

Despite growing awareness, outdated assumptions still hold many employers back. Apprenticeships can be seen as a “nice to have” rather than a strategic workforce tool – or dismissed over concerns around age, productivity, admin or business fit.

This article cuts through five common myths and reframes apprenticeships around what matters most: growth, productivity, retention and long-term capability. 

If your business is focused on growth and building future-ready teams, you’re in the right place. 

Myth 1: “Apprenticeships are just for school leavers”

Apprenticeships are not limited by age or background. They support:

  • School leavers starting their careers

  • Career changers and returners

  • Existing team members looking to upskill or formalise experience 

Many employers use apprenticeships to build more diverse, experienced and resilient teams, blending fresh thinking with real-world insight. 

As one apprenticeship graduate put it:

“Completing my degree apprenticeship was a journey of challenge and discovery – a reminder that determination, balance and passion can turn ambition into achievement. Apprenticeships are accessible to people of all ages; I personally began my journey at 40.  

Completing the apprenticeship was a transformative experience, both professionally and personally. It proved to be one of the most rewarding opportunities, helping me to build confidence, develop new skills, and discover my potential from a fresh perspective. One of the greatest advantages is the ability to apply theoretical knowledge directly to real-life situations in the workplace. This immediate application reinforced my understanding and made the learning process especially impactful.

Linzi HarrisApprenticeship graduate and employee at global financial services organisation
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    Employer benefit:

    A wider, more resilient talent pipeline – drawing on motivation, transferable skills and lived experience, not just age or academic background.

Myth 2: “Apprenticeships create too much admin”

When delivered well, apprenticeships do not add operational burden. The right partner removes friction by providing: 

  • Clear onboarding and role alignment from day one 

  • Structured milestones so you know what’s happening and when 

  • Ongoing visibility of progress, learning and development

  • Support with compliance, delivery and quality assurance 

A simplified apprenticeship journey typically looks like this: 

  • Define business needs– role outcomes and skills mapped 

  • Manage onboarding  – clear expectations for employer and apprentice 

  • Deliver structured learning and milestones – aligned to the role 

  • Run regular progress check-ins – visibility without micromanagement 

  • Complete and progress – skills embedded, not lost 

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    Employer benefit:

    Capability growth without operational drag – freeing leaders to focus on running and growing the business.

Myth 3: “Apprentices won’t be productive until much later”

Apprentices learn while working. From day one, development is structured around: 

  • Real responsibilities in real roles 

  • Clear milestones that show when new skills will come online

  • Confidence-building through supported, practical application 

You’re not waiting months or years for impact. Instead, contribution grows steadily over time, with learning reinforcing performance rather than delaying it.

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    Employer benefit:

    Skills developed in real roles, with visible progression and increasing contribution – not people who’ve just learned theory in isolation. 

Myth 4: “Apprentices won’t be able to work enough hours for us – they’ll be out of the business too much”

  • Most apprentices work around 30 hours a week, fully embedded in their role 

  • The 20% off-the-job learning is structured development, not time lost 

  • Learning can include work-based projects, role-specific research, and supervised practical tasks

  • New knowledge is applied directly to live business activity 

In practice, this means apprentices are learning for your business, in your business. 

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    Employer benefit:

    A practical, tailored approach to building skills – regardless of organisation size.

Myth 5: “Apprenticeships are only for large organisations”

Apprenticeships are not one-size-fits-all. They can be designed to:

  • Suit organisations of any size

  • Flex around team structure and capacity

  •  Align directly to specific roles and sectors

    From small advisory firms to larger, multi-disciplinary organisations, apprenticeships can be shaped around how your business actually operates.

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    Employer benefit:

    A practical, tailored approach to building skills –regardless of organisation size.

What employers should focus on instead

Rather than starting with myths or qualifications, employers get the most value when they:

  • Start with business challenges, not job titles

  • Choose partners, not just providers

  • Think long-term capability, not short-term headcount

Apprenticeships work best when they’re aligned to growth plans, succession thinking and future skills needs – not treated as a standalone initiative.

Apprenticeships as a strategic choice

Apprenticeships should be seen as one element of a broader business growth strategy.

For many organisations – from small independent financial advisers to larger wealth and financial services businesses – growth brings pressure: hiring costs, retention risk, skills gaps and regulatory change. Apprenticeships offer a low-risk, high-value talent solution that supports both immediate delivery and long-term capability.

National Apprenticeship Week is a timely reminder to rethink old assumptions and look at apprenticeships for what they really are: a future-focused, commercially-sound investment in people and performance.

If you’re exploring how apprenticeships could support growth, retention or skills development in your business, start with a conversation.

Join Sally Plant for a short 30-minute webinar to learn more about how apprenticeships could work for your organisation.

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