PHAM NEWS | DECEMBER/JANUARY 2025 Training& Education 31


Why apprenticeship stereotypes don’t refl ect reality


Apprenticeships can be a fl exible and cost-eff ective way for businesses of all sizes to upskill their workforce, fi ll skills gaps and prepare for the challenges of the future. Here, Mark Krull from Logic4training dispels some common misconceptions.


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usinesses operating in the plumbingand heating industry today face unprecedented challenges alongside lucrative and exciting opportunities. As


the transition to net zero drives a fundamental shift from traditional gas heating to low-carbon technologies such as heat pumps, we also face a deepening skills crisis. More than 50% of heating installers are aged 55 or over, leaving the industry at risk of losing critical skills when it needs them most. For businesses, this perfect storm


demands a strategic approach. Bringing in fresh talent through apprenticeship programmes can free up seasoned engineers to upskill in emerging technologies, while creating a skilled workforce that can meet the demands of the low carbon future.


Nurturing new talent Apprenticeships off er a mutually benefi cial solution for employers and learners. Apprentices get to ‘earn while they learn’, gaining invaluable hands-on experience and industry-recognized qualifi cations. From an employer’s perspective, apprenticeships off er the opportunity to nurture talent in line with business requirements, and the cost of training is largely covered. Far from being just an entry route for


school leavers, today’s apprenticeship programmes are sophisticated workplace training pathways, designed to meet the needs of all learners and businesses, from sole traders to large companies. Challenging stereotypes is crucial to breaking down barriers and encouraging employers to embrace the wide-reaching benefi ts of apprenticeships.


Myth 1 – apprenticeships are only for young people Apprentices can be any age. According to CITB, the average age of construction industry apprentices is 19, but apprenticeships are growing among older age groups. In 2022/23, only 23% of apprenticeship starters were under the age of 19, while nearly 50% were over 25. An apprentice could be someone you


know, a relative or a friend who wants to get into the industry, or even someone already working for you. If we move away from the stereotype of a young, inexperienced school leaver embarking on the workplace for the fi rst time, there is a growing pool of individuals eager to join the building services sector from other industries, attracted by the opportunity to build a rewarding career in a rapidly evolving industry. More mature


are high. Government data shows that 92% of apprentices remain employed after fi nishing their training, and 75% stay with the same company where they completed their training. Apprenticeships foster a sense of loyalty and help businesses retain valuable talent, making them an excellent long-term investment for employers.


Myth 5 – only colleges provide apprenticeship training Colleges are not the only option when it comes to apprenticeship training. For specialist sectors, like building services, industry-based training providers, like Logic4training, are often a better option, delivering high quality apprenticeships that are designed to meet the needs of the industry. With years of experience and


industry connections, we can support employers through every stage of the apprenticeship process, from recruitment and training package design to funding and compliance. Training is delivered at purpose-built facilities, with additional qualifi cations if required. Unlike colleges, we are not restricted by the academic year and can accommodate fl exible start dates.


Mark Krull Director of Logic4training


apprentices bring a wealth of transferable skills and life experience that mean they can hit the ground running and make a valuable contribution from day one.


Myth 2 – apprenticeships aren’t suitable for sole traders Apprenticeships off er a fl exible training model that benefi ts businesses of all sizes, including sole traders. If your apprentice will be your fi rst employee, you’ll need to register with HMRC as an employer and be aware of National Minimum Wage, pension scheme and insurance requirements. One of the key benefi ts of


apprenticeship training is that it can be adapted to suit specifi c needs, ensuring that all businesses, regardless of size, can access skilled workers while keeping costs manageable. With government funding available, it’s a great opportunity for small employers to take advantage of low-cost training to upskill their businesses.


Myth 3 – apprentices spend too much time away from the workplace A key component of an apprenticeship is ‘off -the-job’ training, learning which takes place away from the workplace but during normal working hours. Typically, apprentices will spend one day per week at a college or training centre, however, training can also be delivered in focused chunks of one to two weeks. We fi nd this approach suits many of our


customers better, allowing apprentices to return to the workplace with practical skills that can be applied immediately.


Myth 4 – apprentices will leave once fully trained In fact, retention rates of apprentices


Trust the experts Apprenticeships are a great opportunity for sole traders and SMEs to adapt, grow and fi ll skills gaps while keeping training costs low. The stereotypes of the past no longer refl ect the reality of building services apprenticeships, which off er new


PHAM – AD – NOV - OFTEC_PHAM 18/10/2024 14:23 Page 1


career pathways for anyone keen to join the sector. By partnering with a specialist apprenticeship training provider, employers can capitalise on industry experience to ensure apprentices gain real-world skills that make an immediate impact. ◼ phamnews.co.uk/125/22


Self-certify your heat pump installations through OFTEC


Demand for heat pumps is growing, so now is the perfect time to take full advantage with OFTEC’s heat pump training courses.


Scopes of registration:


• OFT21-504A - Installation, commissioning and servicing of air source heat pumps.


• OFT21-504G - Installation, commissioning and servicing of ground source heat pumps.


• OFT21-504D - Design of heat pump systems.


On completion, heating businesses can access OFTEC’s heat pump CPS, MCS or Trustmark registration schemes, allowing you to access several funding initiatives and putting your business in prime position to benefit from the growth of the heat pump market.


www.oftec.org


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