Workforce issues
the sector itself is often prone to ‘accidental managers’. “Level 7 senior leadership programmes
have been helping many trusts to tackle these pain points and adapt to ongoing changes and challenges,” explains Steven. “So, it’s understandable that the industry may be concerned about the upcoming changes to apprenticeship funding – especially if it will impact learning and development plans. But there are options available.”
Maximise funding while it’s still available Businesses can still use available Levy funding for level 7 apprenticeship learners, providing they’re on programme before the end of December. However, this presents a narrow window of opportunity for the healthcare sector to optimise immediate training plans. Here are some key actions to consider before the changes come into effect: 1. Audit skills needs and future workforce requirements Take stock of current skills gaps and forecast areas where advanced training will be critical in the next three to five years. Employers can better identify which team members or new hires should be enrolled in level 7 apprenticeships this year, before funding lapses.
2. Plan ahead for cohort recruitment With the cut-off looming, trusts may want to accelerate efforts to recruit eligible apprentices in the final months of funding. Partnering with education providers early can ensure smoother enrolment and allocation processes.
3. Prioritise age-eligible candidates While it’s essential to think inclusively, targeting talent that will no longer be able to apply after the changes to the funding criteria are implemented, should be a key short-term focus. From next year,
candidates aged 22 and over will no longer be covered for level 7 courses, under the funding, but they remain eligible for the next few months, providing they are on programme before the end of the year.
4. Begin to explore level 6 alternatives If funding constraints make level 7 programmes unviable for your business from January 2026, the next step is to consider whether level 6 apprenticeships could meet a similar training need. These programmes still fall under Levy funding in 2026, and they deliver degree- equivalent education. Level 6 courses help those who may not have had the opportunity to go university to gain a degree qualification – increasing diversity efforts and helping with talent retention and attraction.
Preparing for Levy changes While January 2026 marks a shift in how businesses can support level 7 apprenticeships, a proactive mindset and flexible strategies will help to maintain workforce development efforts long into the future. “For employers committed to advanced
apprenticeships, adjusting training budgets to accommodate the full cost of level 7 programmes may be necessary,” explains Steven. “Viewing this as a long-term investment in talent retention and capability building can help to frame the conversation with key stakeholders.” Steven also explains how universities and
training providers can offer tailored solutions or point businesses towards other courses that may fit their learning needs, such as lower-level apprenticeships. “Engaging in dialogue with universities may unlock innovative solutions to funding and skills gap challenges,” he adds. “Although changes are targeting level 7
programmes, other government-backed initiatives may help to mitigate the cost of workforce development, so it’s always best to stay informed about evolving funding streams,
78
www.clinicalservicesjournal.com I September 2025
tax incentives, or co-sponsorship opportunities in your sector.” While the government’s decision to restrict funding for level 7 apprenticeships undoubtedly presents new challenges, employers who act now can still maximise the available opportunities. “By planning strategically and exploring
alternative initiatives, the healthcare sector can continue to thrive through a skilled, motivated and capable workforce,” concludes Steven. CSJ
Reference 1.
https://www.bir.org.uk/media-centre/ corporate-news/2024/november/ philips-report-nhs-transformation-relies- on-optimisation-of-technology%2C-as- financial-challenges-impact-investment-
opportunities-for-leaders.aspx
About Steven Hurst
Steven Hurst is the Director of Corporate Learning at Arden University, leading higher and degree apprenticeship programmes. With a focus on adaptability, he oversees planning, mentoring and delivery, ensuring learners gain the skills and confidence needed for success. Passionate about widening participation, he also works with a dedicated team to increase access to higher education and drive positive outcomes.
Page 1 |
Page 2 |
Page 3 |
Page 4 |
Page 5 |
Page 6 |
Page 7 |
Page 8 |
Page 9 |
Page 10 |
Page 11 |
Page 12 |
Page 13 |
Page 14 |
Page 15 |
Page 16 |
Page 17 |
Page 18 |
Page 19 |
Page 20 |
Page 21 |
Page 22 |
Page 23 |
Page 24 |
Page 25 |
Page 26 |
Page 27 |
Page 28 |
Page 29 |
Page 30 |
Page 31 |
Page 32 |
Page 33 |
Page 34 |
Page 35 |
Page 36 |
Page 37 |
Page 38 |
Page 39 |
Page 40 |
Page 41 |
Page 42 |
Page 43 |
Page 44 |
Page 45 |
Page 46 |
Page 47 |
Page 48 |
Page 49 |
Page 50 |
Page 51 |
Page 52 |
Page 53 |
Page 54 |
Page 55 |
Page 56 |
Page 57 |
Page 58 |
Page 59 |
Page 60 |
Page 61 |
Page 62 |
Page 63 |
Page 64 |
Page 65 |
Page 66 |
Page 67 |
Page 68 |
Page 69 |
Page 70 |
Page 71 |
Page 72 |
Page 73 |
Page 74 |
Page 75 |
Page 76 |
Page 77 |
Page 78 |
Page 79 |
Page 80
