David Morgan, Head of Business Development, Sales and Marketing
Apprenticeship units are a new feature of England’s skills system, introduced in April 2026 and funded through the Growth and Skills Levy. They are short training courses drawn from existing apprenticeship standards, designed to help employers upskill existing employees quickly in priority skill areas. By allowing levy funds to be used more flexibly, they offer a practical way to address immediate workforce capability gaps.
They are particularly relevant as employers respond to productivity pressures, digital change and the transition to net zero. Sectors such as construction, engineering and clean energy need workers to develop new skills at pace. Apprenticeship units can help organisations strengthen capability, improve retention and support long-term competitiveness.
However, the success of apprenticeship units will depend not only on flexibility, but also on the strength of their assessment and quality assurance arrangements. A key policy question is whether assessment should be managed internally by providers or employers, or independently quality assured by third parties.
There is a strong case for independent quality assurance. First, independence builds credibility. If apprenticeship units are to carry real labour-market value, employers and learners must trust that standards are applied consistently and outcomes are reliable.
Second, independent assurance supports portability. Employers need confidence that a unit achieved with one provider reflects the same level of quality as a unit achieved elsewhere. Consistent external oversight helps create that trust across sectors and regions.
Third, external quality assurance promotes consistency as the system grows. With more providers and more sectors involved, variation in assessment is a real risk. Independent bodies can provide moderation, benchmarking and standardisation.
Finally, public funding requires accountability. Where levy funds and government support are used, there must be clear evidence of quality, value for money and impact. Independent oversight helps provide that assurance.
In conclusion, apprenticeship units are a welcome reform that can help employers upskill England’s workforce quickly and effectively. But their long-term success will depend on quality as much as flexibility. Embedding independent quality assurance from the outset would help ensure they become a trusted and scalable part of the skills system.
