Key takeaways
- At the end of an apprenticeship, you have certain key responsibilities such as arranging the end-point assessment and preparing your apprentice for it.
- You are not obligated to offer your apprentice a permanent job on completion of their apprenticeship, but you should let them know your decision either way as soon as reasonably possible.
- As long as they have had a great experience with you, former apprentices generally make highly skilled and engaged employees.
- You can support your former apprentice in a number of ways even if you cannot offer them a permanent job, such as by offering mentorship, assisting them in their job-hunting journey, acting as a reference, and helping them to network.
What Happens After an Apprenticeship Ends?
An apprenticeship can last anything from one to five years, and taking on an apprentice is a big commitment for an employer. You will be responsible for ensuring that your apprentice learns the skills and competencies they need to perform their chosen role successfully, supporting them every step of the way. You will also need to act in accordance with UK employment law for apprentices and all relevant apprenticeship regulations.
But what happens when an apprenticeship is coming to an end? If your apprentice is nearing the end of their course, you might be wondering what comes next.
In this post, we will cover your responsibilities, your options, and some of the ways you can support your apprentice once they have completed their training because part of running a great apprenticeship programme is concluding it in the right way.
What are Your Responsibilities at the End of an Apprenticeship?
As an apprenticeship comes to an end, your main responsibility as an employer is to facilitate the end-point assessment (EPA). The EPA tests the apprentice’s skills, knowledge, and competencies, and might include practical demonstrations, written exams, or a review of a portfolio of work.
EPAs are designed by employers in the relevant field and are carried out by independent bodies called end-point assessment organisations (EPAOs). This is to ensure that they are unbiased and impartial. In conjunction with the training provider, you will need to select a suitable EPAO for your apprentice and prepare them for the assessment. If they pass, they will receive a formal completion certificate.
You should also provide your apprentice with comprehensive feedback and a review of their performance, highlighting their strengths as well as any areas for continued improvement and development.
Next, you will need to make a decision about whether or not to offer your apprentice a permanent job.
Offering Your Apprentice a Permanent Position
Apprentices are not generally guaranteed an offer of employment at the end of an apprenticeship. The decision will depend on several factors, including the apprentice’s overall performance, their contributions to their team and the company, your staffing needs, and your budget.
According to Reed, around two-thirds of apprentices will remain with the same employer after an apprenticeship ends, with 85% overall transitioning directly into work.
Of course, your apprentice is not obligated to accept a job offer if you make one. However, those who do choose to stay with the same employer after an apprenticeship will typically make highly skilled, engaged, loyal and productive employees.
You may also like: 10 Reasons to Leverage Apprenticeships to Cultivate Skilled Workforces
Choosing not to keep your apprentice on
If you decide not to keep your apprentice on as a permanent member of your team, you should let them know as soon as possible so that they can begin looking for other employment. Wherever possible, be transparent with them about the reasons for your decision. There are also many ways you can continue to support them, which we will look at in more detail in the next section.
4 ways you can support your former apprentice
If you are unable to offer your newly qualified apprentice a permanent role, or if you make an offer that they choose not to accept, this doesn’t mean that your relationship with them has to end. Here are four ways you can continue to support them as they move on to the next phase of their career journey.
Mentoring
If your apprentice has worked closely with you or another member of your team, that person might consider taking on a mentorship role for the newly qualified apprentice. The role of a mentor is to provide advice, support, guidance, and a sounding board to a younger or less experienced individual.
A mentor should meet with their mentee regularly (either in person or online), act as a role model, and offer honest but constructive feedback where appropriate. The mentee will also need to be invested in the relationship, dedicate time to meeting regularly, and make good use of the advice they are offered.
Job-hunting support and advice
Searching for a job can be a daunting and draining process, and your support and advice can be invaluable to your former apprentice during this time. You can offer them general career development advice as well as specific assistance such as helping with their CV, conducting practice interviews, and showing them where to find great opportunities in your field.
References
When your former apprentice applies for a job, they are likely to be asked to provide references. You can support them by offering to be a referee, championing them to prospective employers and highlighting their greatest skills and qualities. As soon as your apprentice starts looking for a job, let them know that they can list you as a referee and that you will give a positive reference.
Remember that anything you say in a reference must be truthful and accurate.
Networking
Networking, or getting to know other people in your industry, can play a significant role in the job-hunting journey. This is particularly true in the early stages of a person’s career, such as on completion of an apprenticeship.
You can support your newly qualified apprentice by introducing them to people you know in your field, facilitating connections, and taking them along to networking events. These relationships can make all the difference when they are trying to get their foot in the door and launch a career.
Improve your Apprenticeship Programme with Youth Employment Membership
We help you to become a better employer for young and early career professionals.
National Apprenticeship Week is coming up from 10-16 February, and our Members will have access to an array of exclusive content designed to keep you informed, share best practices, and enable you to better support your current and future apprentices.
