APPRENTICESHIP EDUCATION AT-A-GLANCE

What Employers Want

• Affordable, high-quality apprentice schemes for small businesses with enough funding and apprenticeship places to meet the needs of learners and employers across the UK.

• Funding for learners over the age of 19 that supports progression to Level 3 qualifications and enables job changers and job returners to access apprenticeships.

• Greater recognition by schools, colleges and parents that hairdressing is an attractive and worthwhile career and that apprenticeships are the preferred route into the industry.

• Clear distinction between ‘job ready’ qualifications (apprenticeships) and ‘preparation for work’ qualifications (T Levels).

Recruiting new apprentices is not the issue – the challenge is keeping them, say Rebecca Richardson, Headmasters recruitment manager, and Charlotte Hayward, Headmasters apprentice engagement and in-salon training manager.

“We haven’t had a significant drop in recruiting apprentices – although parental opposition is still really evident, and we take calls daily from kids who started something else because their parents wanted them to and then they drop out and want to do hairdressing!

“But we are experiencing more of an issue with apprentices dropping out as they struggle to cope with the demands of a full-time job. The candidates coming through currently were largely home schooled and missed work experience as a result of lockdown; they need a lot more nurturing and support on top of their training. We believe this will rectify over the next two years or so.

“We are constantly working with our training partner to find ways of recruiting that involves parents – we’re planning an open evening at our academy where parents can attend to ask us any questions. We also took part in the National Apprenticeship Show, where we actively engaged with parents as well as the students, to get them onside and to educate them on how rewarding a career in hairdressing can be.

“We’re also taking on more part-time assistants who are interested in an apprenticeship while they are still in school so that they can get a feel for the salon and get used to working – without expecting them to go straight into a full-time apprenticeship. We hope this will help with dropout rates.

“In terms of training, we really focus on the technical side of hairdressing to keep the apprentices engaged and we ensure that they have two full days of education a week. We also include new apprentices in social content on TikTok, which we are using to engage that generation by showing them what it is like to be an apprentice at Headmasters. This of course helps us with our campaign but it also makes our current apprentices feel involved and increases their confidence.”

What Employers Must Pay Apprentices

Apprentices must be paid at least the National Minimum Wage (NMW).

23 and over £10.42

21 to 22 £10.18

18 to 20 £7.49

16 to 18* £5.28

What Employers Get Paid

Small employers (fewer than 50 employees) will not have to make any financial contributions towards the cost of apprenticeship training and assessment if they take on:

• 16- to 18-year-olds.

• 19- to 24-year-olds who have been in care, or have a local authority care plan.

In addition, any employer taking on 16- to 18-year-olds or those aged 19 to 24 who have been in care or who have a local authority care plan, will receive £1,000 for each apprentice to support the additional costs of training these groups.

*An apprentice over the age of 19 in their first year can be paid the apprenticeship rate of £5.28, but in the second year of their apprenticeship must be paid the age-appropriate NMW/NLW