Early years apprenticeships for nursery employers can solve two different workforce problems: developing people already in your setting and recruiting new employees into structured training. The strongest programmes begin with a real staffing need, then match the employee’s duties to the correct apprenticeship standard.
You can enquire about one employee or a wider group. The provider will still assess each person individually, including their job, prior learning and eligibility.
Train existing nursery staff
An apprentice does not have to be a new starter, young or employed under the word “apprentice”. A current nursery assistant, practitioner, room leader or deputy may be eligible when the programme develops substantial new occupational knowledge and skills.
This makes apprenticeships useful for structured progression: an assistant may develop towards the Early Years Practitioner occupation, a practitioner may take on the full Early Years Educator duties, and an experienced colleague may develop their leadership of practice.
Previous qualifications and experience matter. The provider completes an initial assessment and must remove duplicated learning from the training plan. A highly experienced employee should not be placed on a programme merely to obtain a certificate.
Recruit a new nursery apprentice
A nursery can also create a genuine employed role for someone entering early years. The recruit combines paid work with structured training and must have enough workplace opportunity to learn and demonstrate the occupational duties.
Before advertising, decide who will supervise the apprentice, which room or age groups will provide appropriate experience, how paid training time will be protected and what happens after completion. A clear role normally produces a better vacancy and a more realistic provider conversation.
Which apprenticeship level fits the role?
| Route | Typical occupational fit | Useful employer question |
|---|---|---|
| Level 2 Early Years Practitioner | An entry or support role working under appropriate guidance. | Will the employee be learning the foundations of safe, effective early years practice? |
| Level 3 Early Years Educator | A practitioner with meaningful responsibility for learning, development and welfare. | Does the role provide enough opportunity to plan, observe, assess and work with families? |
| Level 5 Early Years Lead Practitioner | An experienced professional leading day-to-day practice while working directly with children. | Does the employee genuinely influence practice and develop colleagues? |
| Level 6 Early Years Teacher | A distinct degree-level teaching occupation leading to Early Years Teacher Status. | Is the intended outcome early years teaching rather than general management? |
Employees do not automatically need to complete every lower level first. Use our interactive apprenticeship-level comparison, then let the provider assess occupational fit and prior learning.
Employer eligibility and readiness checklist
- The apprentice will be aged 16 or over and employed in England.
- The job is real, paid and relevant to the chosen apprenticeship.
- The role provides the experience needed to develop and demonstrate the standard.
- An experienced colleague can supervise, mentor and give regular feedback.
- Paid training can take place during the employee’s normal working hours.
- The programme will contain substantial new learning after prior experience is assessed.
- The nursery can work with the provider on reviews, records and assessment preparation.
The provider makes the formal eligibility decision. If any point is uncertain, describe the employee’s actual duties rather than selecting a level from the job title alone.
What does the nursery have to provide?
GOV.UK says employers must provide a contract of employment, pay at least the applicable minimum wage and sign an apprenticeship agreement. The employer, apprentice and provider also sign a training plan covering the content, schedule and responsibilities of each party.
You must allow and pay for apprenticeship training during normal working hours. Training might be delivered in the nursery, online, at a provider or through a blend of methods. English or maths study required by the apprenticeship is also paid time.
In practical terms, the setting should identify a workplace mentor, protect learning time, make suitable duties available and respond when progress reviews identify a gap. See the official pay and conditions guidance.
How much can apprenticeship training cost?
Many nurseries do not pay the apprenticeship levy. Under the current England rules, government pays 100% of eligible training and assessment costs, up to the funding-band maximum, for apprentices aged 16 to 24. For most other eligible apprentices, a non-levy employer contributes 5% and government pays 95%.
Levy-paying employers normally use funds from their apprenticeship service account. The nursery remains responsible for wages, supervision, normal employment costs and any price agreed above the funding-band maximum.
Read the detailed apprenticeship funding guide for nurseries before budgeting.
How the employer process works
- Define the workforce need. Decide whether you are developing existing employees, recruiting, or doing both.
- Describe the real roles. List regular duties, responsibilities, contracted hours and development goals.
- Compare apprenticeship standards. Match the occupation before approaching providers.
- Choose a provider. Compare delivery, tutor access, employer reporting, safeguarding and assessment support.
- Complete initial assessments. The provider checks eligibility, job suitability and prior learning for each employee.
- Confirm funding and delivery. Agree the price, employer contribution, training schedule and workplace support.
- Sign the documents and begin. Employer, provider and apprentice agree the apprenticeship agreement and training plan.
Using apprenticeships across a nursery team
A nursery can consider several employees at different levels, but the same programme should not be assigned to everyone for administrative convenience. A useful workforce plan might identify assistants who need the Level 2 occupation, practitioners ready for Level 3 and one experienced colleague whose actual role supports Level 5.
Ask how the provider handles staggered starts, group teaching, manager reports and employees who progress at different speeds. Cohort delivery can simplify administration, but each apprentice still needs an individual assessment and training plan.
Questions to ask before choosing a provider
- Do you currently deliver the exact apprenticeship standard we need?
- How will you assess each employee’s duties and prior learning?
- What will teaching look like week to week?
- How much paid training time must we schedule, and how will it be recorded?
- What does the workplace mentor need to do?
- How will managers see progress and raise concerns?
- What support is available for English, maths or additional learning needs?
- How do you prepare apprentices and employers for assessment?
Use our full early years training-provider guide for a structured comparison.
Frequently asked questions
Can a part-time nursery employee become an apprentice?
Potentially. Their contracted hours, training schedule and programme duration must allow the full apprenticeship to be delivered. Read our guide to part-time nursery apprenticeships.
Can an employee be too old?
Apprenticeships are not restricted to school leavers. Age affects some funding and wage rules, but adults can be eligible when the employment and training requirements are met.
Can the provider recruit an apprentice for us?
Some providers help employers advertise, but services differ. Ask exactly what recruitment support is included and who makes the final hiring decision.
Can funding be confirmed before we commit?
The provider should explain the expected funding route, employer contribution and any additional costs before enrolment. Final eligibility depends on the employer, apprentice and planned start.
Discuss your nursery’s workforce plan
Tell us your postcode, the number of employees involved and whether you want to train current staff, recruit or combine both. You do not need to know the correct level before enquiring.