Summit Solutions: What on Earth is Going Wrong with Apprenticeships?
Challenging assumptions and sparking debate, this article explores three major pressure points shaping apprenticeships in 2026 - from untapped Levy potential to tick-box programmes and missing communication. A fascinating insight into a system at a crossroads.
A look into the L&D trends for 2026: As Momentous Learning celebrate the end of a year in which the purpose-driven apprenticeship provider announced their arrival, Co-Founder Martin Knight and Apprenticeship Business Partner Jemelle Bish share the key trends in L&D they’ve witnessed, and their findings are worse than anything they’ve heard in the decades they’ve both been working within the apprenticeship space.
1. The Apprenticeship Levy is still widely underutilised
Why is it that we’re 8 years into the Levy and we haven’t met a single employer this year who is anywhere near fully utilising their Levy funds? You’d think by now that training providers would be empowering employers with knowledge on how to maximise the use of the Levy to develop the capabilities of their workforce in order to drive the growth of their businesses. Not the case, employer after employer seemingly write off the bulk of their Levy, rather than investing wisely in the development and retention of their people. The same employers often complain that they have zero budget to develop their people outside of their Levy, which makes their underutilisation even more baffling. So what needs to happen? In our opinion, all providers need to step up to the mark and create strategic partnerships with employers, helping organisations create and deliver programmes that deliver meaningful and long-lasting ROI.
2. Many employers have little or no input in the design and/or delivery of apprenticeships being delivered in their organisations
The apprenticeship standards were introduced to be employer-led, yet, for most employers we’ve met this year, the employer’s involvement in their own programmes has been minimal. Instead, off-the-shelf programmes are seemingly the norm, with many employers expressing the feeling that apprenticeships are ‘done to them’ and nothing more than a ‘tick-box exercise’. Why aren’t all providers investing the time required to truly understand the businesses they are supporting before enrolling a single apprentice? Understanding their people, business objectives, leadership capabilities and future proofing their organisations, how many providers are hand on heart able to showcase that these things have even been thought of?
3. Some employers report that they are unaware of the progress of their apprentices until they’ve decided to leave their programmes, or achieved their qualifications?
It sounds make-believe, but this is the reality for many of the employers we’ve spoken to this year. This feels to us that too many providers are focused on numbers, rather than providing an incredible customer experience from start to finish. Regular communication with all stakeholders, reporting, feedback, learner recognition and line manager involvement appears to be lacking in far too many cases. The support for apprentices should begin way before they’ve been enrolled onto an apprenticeship, and, in our opinion, all employer/provider partnerships should involve regular communication and agreement with the following 4 apprenticeship principles – right learner, right programme, right level of support and right time – we believe this will set everyone involved up for success and a true partnership.
The themes raised here reflect just one lens on a complex and evolving L&D ecosystem. Across our Summits, we see a wide range of viewpoints from HR and L&D leaders who are shaping their organisations’ development strategies in different ways. By bringing together diverse voices, we aim to foster the kind of balanced dialogue that helps organisations prepare for whatever 2026 may bring.