Investing in skills and people are top priorities for many Northern Ireland companies, with flexible learning pathways like Degree Apprenticeships playing an increasingly important role in attracting talent and enhancing workforce skills. However, recent findings highlight a considerable gap between the interest in developing apprenticeships and the actual employment of apprentices among businesses in Northern Ireland. The NI Chamber's Quarterly Economic Survey (2023) reported 35% of businesses in the region expressed enthusiasm for developing apprenticeships, yet only 8% of businesses currently hire apprentices. This disparity raises the question, what factors are contributing to this gap, and how can Northern Ireland unlock the potential of Degree Apprenticeships?
Since their introduction in 2015, Degree Apprenticeships have proven to be a valuable, cost-effective route to develop and retain talent and address critical skills gaps. These work-based training programmes provide a viable alternative to traditional higher-level education by blending practical hands-on experience with theory. This approach enables apprentices to develop skills and knowledge directly relevant to industry needs while helping companies nurture future skills pipelines.
Although there is a broad awareness of Degree Apprenticeships, many businesses, particularly SMEs, still have limited knowledge about the range of programmes available and funding options, leading to several common questions about their structure and suitability.
What are Degree Apprenticeships?
A Degree Apprenticeship, also known as a Higher Level Apprenticeship, is a job which combines academic learning with practical work experience, enabling participants to earn a Bachelors or Masters degree while in paid employment. These innovative programmes allow organisations from all types of sectors to develop a workforce with the precise competencies they require, enhancing productivity and innovation.
At the heart of Degree Apprenticeships lies a three-way partnership between employers, the apprentice, and the education provider. The aim of the partnership is to ensure new knowledge, skills and behaviours are tailored to the specific needs of the business, while ensuring that the apprentice’s education is directly relevant to industry. Typically, Degree Apprenticeships are seen as a solution to attract new emerging talent or to upskill existing staff, regardless of their age or experience.
Time and cost commitment
A common question raised by companies is the time commitment and associated costs of Degree Apprenticeships. Depending on the level of the apprenticeship and the chosen field of study, Higher Level Apprenticeships typically span four years. During this period, apprentices split their time between the workplace and formal education, spending approximately 20% of their time studying and 80% working “on-the-job”. This blend ensures that apprentices acquire a comprehensive skill set that integrates academic learning with practical expertise.
Unlike traditional recruitment processes, which can be expensive because of recruitment and training costs, Degree Apprenticeships can offer a more cost-effective solution for skills development. Funding for the training element of the apprenticeship is either fully or partly funded by the Department for the Economy (DfE), with the employer required to pay the apprentice a salary/wage.
Retention and career progression
Degree Apprenticeships serve as more than just a means to gain immediate skills; they strategically contribute to the long-term retention and development of your workforce. Research by ISE (2023) reveals that apprenticeships tend to stay with their employers for extended durations compared to other graduates. 74% of apprentices are likely to be retained five years after joining, compared to only 59% of traditional graduates. The structured framework of apprenticeships, combined with customised skill development, boosts job satisfaction and facilitates career advancement, which are all crucial factors in retaining employees. This presents an excellent opportunity to invest in both an individual's career and the future of your company.
Creating staff buy-in
Apprentices thrive in environments where they are integrated into the company’s culture and values. When hiring an apprentice, implementing mentoring opportunities and buddy programmes can significantly enhance buy-in from staff. Pairing apprentices with experienced mentors helps them navigate challenges and create a culture of support where apprentices are more likely to feel valued.
Recruiting an apprentice
Recruiting an apprentice is really like recruiting any other employee: by advertising the job opportunity in the usual way. Once you have identified an apprentice and they have agreed to take part in an apprenticeship programme, simply contact Ulster University, Northern Ireland’s leading apprentice provider, to deliver the training. An alternative route is to look within your own team. Existing employees are eligible for Higher Level Apprenticeship programmes if their new role requires substantial training and development and they have not been in post for more than six months from the start of the training.
With programmes available in Accounting, Business Technology, Computer Science, Finance, FinTech, Leading on Customer Operations, Quantity Surveying and more, Ulster University is the leading provider of Degree Apprenticeships in Northern Ireland. Our successful apprenticeships are built through strong partnerships with employers and partners, including Deloitte, PwC, Danske Bank and Kainos.
Businesses stand to gain significantly from investing in apprenticeships, not only through enhanced productivity, but also by building a pipeline of skilled workers tailored to their exact needs. Our employee partner, Caroline van der Feltz, HR Director at Danske Bank, highlighted the positive impact apprenticeships have on their business:
“Through our apprenticeship programmes, we’ve been able to bring new skills and fresh ideas into the bank while supporting the learning and development of our colleagues. The Danske Futures scheme is a great opportunity for ambitious school leavers to kickstart a career, and it’s also a fantastic opportunity for those who are looking for a career change to retrain and reskill, all while studying for a fully funded degree.”
With adequate support, collaboration and increased awareness, there is a real opportunity to grow the apprenticeship system in Northern Ireland and facilitate access to more highly skilled jobs. If you would like to find out how an apprenticeship could help fill knowledge gaps, solve a business challenge, or support your business retention strategies, get in touch with our Business Engagement Team at engage@ulster.ac.uk