WHY Apprenticeships Could Save Hospitality
- Gareth Hazard
- Jan 19
- 4 min read
Updated: Feb 14
WHY Hospitality UK
January 10, 2025
Apprenticeships. The very word can elicit raised eyebrows, pursed lips, and perhaps a polite shake of the head. But why?
Historically, apprenticeships carried the stigma of being a fallback option for those who didn’t meet the academic requirements for university. They were seen as practical, hands-on pathways that lacked the prestige of more traditional educational routes. Despite years of effort from employers and learning providers to change this perception—including improved funding structures—millions of pounds in apprenticeship funds remain unused in the UK. This lingering attitude does a disservice to both the program and the industries that could thrive with its support. It’s time to challenge these outdated views and look at apprenticeships for what they truly are: a golden opportunity to invest in talent and transform the future of hospitality.
WHY Hospitality Should Embrace Apprenticeships
Hospitality is, by nature, a hands-on industry. It thrives on practical learning and real-world application—the very essence of apprenticeship programs. Yet, despite this natural synergy, barriers remain. Small employers often struggle to navigate complex government websites or understand the intricacies of funding transfers. However, in my 18 years in the industry, I’ve seen significant improvements in how providers support businesses. The tools are there; it’s just about making them accessible and leveraging them to their full potential.
If you’re a non-levy paying business (i.e., your gross annual employee wages are under £3 million), the benefits are substantial. For employees aged 18–24, apprenticeships can be fully funded. For those over 24, you can work with providers to apply for funding transfers from larger employers that haven’t utilized their levy contributions. These funds don’t just help businesses grow—they empower individuals to take charge of their careers and master their craft.
Employers also receive a £1,000 bonus for any apprentice aged 18–19 who enrolls before their 19th birthday and completes their program. This bonus can fund further training, pay for learning management systems, provide employee incentives, or even host an awards ceremony. (Though I’d suggest steering clear of karaoke for that one! 🎤🙈)
And let’s not forget the National Insurance (NI) savings. For employees under 24 enrolled in an apprenticeship, employers receive an NI break until the program’s completion. This could equate to savings of £300 for a part-time bartender or up to £3,500 for a general manager—money that can be reinvested into the business. Or perhaps in upgrading that ancient coffee machine everyone complains about. ☕💸 These savings can stack up quickly, creating breathing room for smaller operations to thrive and grow.
WHY Make Apprenticeships a Success
As my colleague Alex Munford aptly said, “No investment = no return.” If you don’t commit time and resources to develop your teams, growth becomes a matter of chance—relying on luck, new hires’ prior experience, or the self-driven ambitions of current staff. Apprenticeships offer an opportunity to harness funds that would otherwise sit unused before returning to the government. This is money that can be used where it’s needed most.
But success doesn’t come automatically. Like any strategy, apprenticeships require thoughtful planning and execution. This means ensuring you have buy-in from your leadership team, creating a culture of learning, and committing to a long-term vision for growth. It’s also about recognizing that while some returns may be immediate, the greatest rewards come from sustained effort.
WHY Integrate Apprenticeships into Recruitment and Career Pathways
For multi-site operators, the key to success lies in aligning apprenticeship programs with your career pathways. Recruitment practices and job descriptions should be clear, inclusive, and designed to attract the right talent. Every role in your organization should offer an apprenticeship option:
Level 2 for bar or floor teams, providing essential skills for front-line service excellence.
Level 3 for supervisors, focusing on leadership and operational expertise.
Level 4 for managers, equipping them with advanced managerial strategies.
Level 5 for operations or area managers, designed to foster strategic thinking and large-scale oversight.
For kitchen teams, there are also tailored options:
Level 2 for chefs, providing foundational skills and techniques for those starting their culinary journey. 👨🍳👩🍳
Level 3 for senior chefs, focusing on advanced cooking methods, team leadership, and kitchen operations. 🥘🔥
Level 4 for kitchen managers or head chefs, equipping them with expertise in kitchen management, menu development, and strategic planning. (Pro tip: A happy kitchen manager means a happy kitchen. And a happy kitchen? That’s half the battle won. 🍴✨)
For those not pursuing operational roles, there are specialized programs like Level 4 in mentoring and coaching, which can support transitions into training, coaching, or HR functions. These pathways ensure that no matter where someone starts, they have a clear route to success.
Apprenticeships should be presented as an opportunity, not a mandate. Employees need mentors, buddies, and supportive managers to guide them. Rolling out apprenticeships across your entire workforce at once can be overwhelming; a phased approach ensures proper support and program sustainability. Plus, it allows you to learn and refine the process as you go, creating a better experience for everyone involved.
WHY Build a Path to Industry Transformation?
Apprenticeships aren’t just about reducing labor costs or accessing unused funds. They’re about investing in people. They’re about creating structured career pathways that empower your teams and drive long-term growth. By embracing apprenticeships, the hospitality industry can tackle its recruitment challenges, reduce turnover, and build a workforce that’s skilled, engaged, and future-ready.
The question is no longer, “Why apprenticeships?” but rather, “Why not?” Imagine a future where every team member feels valued, supported, and empowered to grow. That’s the vision we should all be working toward.
Call to Action
Are you ready to invest in your team and unlock the full potential of apprenticeships? Let’s start the conversation. Reach out to explore how we can help your business embrace apprenticeship programs and create a sustainable pathway for growth. 🚀🙌
This article was written by Gareth Hazard FIC a hospitality advocate with 18 years under his belt. Gareth is also the founder of WHY Hospitality, which focuses on giving teams the skills and confidence to thrive in a tough industry. His passion? Making learning engaging and practical, and helping businesses build strong, motivated teams.
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