DOMESTIC SOLUTIONS & APPLICATIONS


Apprenticeships are one of the most eff ective ways to grow a skilled, future-proof workforce— yet many employers still hesitate, held back by outdated myths. Iza Salegui, head of apprenticeships at Logic4training, challenges some of the most common misconceptions and provides advice for domestic heating employers looking to build resilience into their business


D


omestic heating forms a large part of the building services engineering industry, employing more than 150,000 workers across


installation, maintenance and system design. Work in this area is secure – with a traditional focus on gas boilers, which still deliver most domestic heating across the country – with opportunities for strong growth emerging as we move to low- carbon heating, in particular heat pumps and heat networks. To meet future challenges, domestic heating businesses must invest in skills and training. Experienced workers can upskill to support expansion, while new entrants are recruited to fi ll the gaps. A steady supply of apprentice gas engineers will keep the skills pipeline healthy and lay a strong foundation for the future of the business. Apprenticeships are a great entry point into building services, construction and beyond, off ering a gateway to further opportunities and ongoing career progression right to the very top. A lot of big businesses in our industry are run by CEO’s who started as an apprentice!


Apprenticeships – then and now:


Apprenticeships have a long history in the skilled trades. At the peak of apprenticeship uptake in the 1960’s, it’s estimated that around 35% of boys began an apprenticeship on leaving school. Today, apprenticeships have expanded their reach far beyond the skilled trades and are equally available to both boys and girls, yet they make up a much smaller proportion of post-16 education and training.


About 79,000 apprenticeships were started by


under-19s in 2023/24. That equates to roughly 9–14 % of school leavers, depending on whether you count only 16-year-olds or all 16–18 leavers. While this is promising, it is not enough to fi ll the gaps in the building services and construction workforce. As apprenticeships have declined, public


perception has shifted from being seen as a primary entry route to a successful career to a less desirable, less skilled option for those who aren’t academic enough to go to university. A growing emphasis on academic subjects in schools has led to a signifi cant drop in participation and a view of apprenticeships as a second-best choice.


26 February 2026


A new view of apprenticeships: Many people working in building services have witnesses this decline fi rsthand and may hold a belief that modern apprenticeships are nothing like as good as they used to be. But I would like to challenge that view! Some of the most recent apprenticeship models


are fl exible, bespoke and designed by industry experts to meet the specifi c needs of employers. With funding available to cover between 95 – 100% of training costs, it really is one of the most cost-eff ective routes for businesses that want to strengthen their workforce with key skills, enabling more experienced workers to upskill into low carbon technologies; nurturing the next generation and building businesses that meet the demands of the future.


MYTH – Apprenticeships are only for school


leavers: For many apprenticeships, there is no upper age limit. While apprenticeship information is often targeted at the 16-24 age group, in 2023/24 over 25s made up nearly half (48.7%) of all apprenticeship starts. There is a growing demand for apprenticeships in older age groups as a way of gaining formal qualifi cations, changing career or for employers who want to upskill their existing workforce. Apprenticeships are a great way for individuals of any age to gain practical skills and experience, continuing to work while studying for industry recognised qualifi cations.


MYTH – Apprenticeships are too much hassle:


Employers are required to spend time and resources when taking on an apprentice, however, help is at hand with the right provider. While training and education costs are largely covered by government funding, apprentices need to be mentored by someone which takes time away from normal operations. They need to be provided with equipment and uniform; they need to be paid and insured. It can also be diffi cult and time consuming to fi nd a suitable candidate. These issues are often perceived as barriers,


but innovative new delivery models can provide support at every stage by matching employers with apprentices, designing tailored training programmes, providing progress monitoring, guidance with funding, compliance and documentation, and ongoing professional development.


MYTH – Apprenticeships are too rigid for my business: Standard apprenticeship frameworks defi ne learning outcomes, qualifi cations and off - the-job training hours, which can feel infl exible for businesses with specialist technical requirements or smaller workforces. Some of the most recent models aim to overcome this by off ering apprenticeships with no term-times, fl exible start dates and a tailored curriculum to ensure businesses can develop at their own pace and apprentices learn skills that support business goals.


MYTH – Only colleges provide apprenticeships:


Contrary to popular belief, colleges are not the only option when it comes to apprenticeship training. In specialist sectors, like domestic heating, industry- based training providers are often a better option, delivering high quality apprenticeships that are designed to meet the needs of the industry.


Build you apprenticeships with industry experts:


Logic4training Apprenticeships off er a fresh approach for employers and apprentices. With years of experience and industry connections, we support employers with a three-stage process: ¡ Recruitment of an apprentice – you may already


have someone in mind, or we can match you up with a suitable candidate from our database. ¡ Design a training programme – we work with employers to tailor our Level 3 Gas Engineering apprenticeship to suit business needs, with training structured accordingly. In-class time can be adjusted to suit operational and training needs. ¡ Document progress - we off er a supportive approach and guide employers through the completion of compliance paperwork. We use an online learner management system which is simple and user-friendly, ensuring every stage is captured. Upon completion of the apprenticeship programme


candidates will gain their Level 3 Gas Engineering apprenticeship, including Domestic Gas ACS certifi cates and Level 2 Diploma in plumbing and heating. Further qualifi cations and training can also be delivered, when required, in heat pumps and low carbon technologies. Apprenticeships don’t have to be costly, rigid, admin heavy and time-consuming. With a supportive package that delivers the skills your business needs, you can develop a skilled and future-proof workforce, ready to meet the challenges the future.


www.heatingandventilating.net Think you know apprenticeships? Think again


DOWNLOAD THE HVR APP NOW


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