You already back your people. We make it easier to show it.
Apprenticeships built around your priorities and the roles that matter most to you. We make the Growth and Skills Levy simple and do the heavy lifting, so you can grow the team you have or bring new talent in.
What employers say
She has gained terrific confidence from the programme. A considered presence who speaks with authority and commands attention. She will be a competent deputy.
Rather than requiring staff to make a 150-mile round trip each week to attend college, Train Together are able to combine remote learning with training and assessment delivered at our own workplace. Moving to Train Together has given us renewed confidence in using apprenticeships to develop our existing workforce.
We would schedule to meet every four weeks, and I was copied into emails if there was an issue. This enabled me to get a true account of where each staff member was on their journey.
Train Together's professionalism and collaborative approach have made the process seamless. We are already engaging them for further apprenticeships.
You're building a place where people grow
The colleague who steps up when it gets busy. The new starter who asks the question nobody else thought to ask. The manager who spots potential and wants to do something with it. You see it every day, and you want to give it room.
That's what apprenticeships are for. Real qualifications, learned through real work, in the roles your organisation depends on. Your people keep doing the job you need them to do, and every week of learning shows up in that job.
We're here to make that the easy part.
Employer story
Opening the door for young people: Discovery Schools Academy Trust
Lee Gill leads extended services at Discovery Schools Academy Trust in Leicester, running wraparound care across the trust's sixteen primary schools. He knows from experience that not everyone finds their path through grades. "I loved school but didn't get the grades academically. But I'm practical."
When Discovery partnered with Train Together, Lee saw a way to bring young people into the trust through apprenticeships. Programmes such as teaching assistant let his apprentices work in the classroom as well as in extended services, so they gain a substantial qualification and discover what they love doing. Some may become the trust's future teachers.
It's working. A number of Lee's apprentices have won Apprentice of the Year at the trust's own awards.
“They won that because the head teachers loved them. And that wouldn't have happened without the partnership we had with Train Together.”
What employers use apprenticeships for
Every organisation we work with starts from a different place. These are the priorities we hear most often, and the ones apprenticeships are built to serve.
Building your next leaders
Your team leaders and managers of tomorrow are often already in the building. A supervisor or manager level apprenticeship, such as facilities manager or early years lead practitioner, gives them structure, a qualification and a coach while they keep doing the job.
Securing the roles you can't afford to lose
Some roles hold a lot of knowledge in one or two people. Training a second person into that role, alongside the expert, protects your organisation and opens a door for someone ready to step up.
Recognising the expertise your people already have
Many colleagues are doing skilled work without a qualification that names it. An apprenticeship turns that experience into a recognised standard, and gives them the confidence that comes with it.
Filling hard to recruit roles
When the market can't give you the person you need, you can grow them. A new apprentice learns your way of working from day one, and we help you recruit them.
Keeping pace with regulation and compliance
In estates, early years, care and education, the expectations on your people keep rising. Apprenticeships build that knowledge into the role, so good practice becomes how the job is done.
Preparing for what's next
From sustainability to finance, the skills organisations need are changing. Apprenticeships build that capability in the people who already know your organisation best.
You lead your people. We do the heavy lifting.
We make the levy easy
Funding, paperwork and set-up are handled by us. We explain what's funded, prepare the documents and guide you through the few steps that need your sign-off, such as approving each apprentice on your apprenticeship service account. You stay informed and in control, without the admin.
We learn your organisation first
Your account manager starts with your priorities, your culture and your key roles, then shapes the right programme around them. We want to understand what good looks like in your organisation before anyone starts, so the learning fits the way you work.
Learning happens in the work
Every programme is mapped to the real job, so progress shows up in the work your people do every day. Coaches set tasks and projects that use your systems, your sites and your challenges, so the learning pays back while it's happening.
We stay beside you
Coaching sessions every 4 to 6 weeks, a three-way review with you every 10 to 12 weeks, honest updates and one point of contact. You can see your apprentice's progress at any time in their e-portfolio, and if two sessions are ever missed, we'll contact you both straight away to agree a plan. A trusted partner for the long term, never another plate to spin.
How it works
From first conversation to qualified team member, here's what happens and who does what.
- A conversation.We talk about your organisation, your priorities and the roles you have in mind. No commitment.
- Your plan.We map the right programmes to your people and roles, and show you exactly what's funded and what it costs you, in writing.
- Choosing your people.Whether you're growing existing staff or recruiting, we help you identify who's ready and check each person's eligibility. If you're recruiting, we help you find the right person.
- Getting set up.We prepare the training plan and paperwork. You provide the basics, such as a contract of employment and a job description, approve the apprentice on your apprenticeship service account, and agree the plan. We give you a simple checklist for the rest. Confirm eligibility this month and they can start within two weeks.
- Learning in the job.Your apprentice meets their coach every 4 to 6 weeks, learns through real work and builds their evidence. You join a three-way review every 10 to 12 weeks, so you always know where things stand.
- End point assessment and beyond.We prepare your apprentice for their final assessment and celebrate with you when they achieve. Then we talk about what comes next, for them and for the rest of your team.
Two ways to grow your team
Grow the people you have
Open new doors for colleagues who already know your organisation and believe in it. Keep their experience, build their skills, and give them a reason to stay. Programmes run from level 2 to level 5, so they suit new joiners and long serving managers alike.
Bring new talent in
Create new roles with structure from day one. Your new starter gets a coach, a clear path and a recognised qualification; you get someone trained in your way of working. Many employers use apprenticeships to reach school and college leavers, career changers and people returning to work.
Many of the employers we work with do both: an apprentice joins the team, and an experienced colleague takes on a higher level programme to lead them.
What we ask of you
An apprenticeship works best as a partnership. Here's what makes the difference.
- A line manager who's involved. Someone who checks in, joins progress reviews and helps connect the learning to the job.
- Protected time for learning. Each programme sets its own off-the-job training time, usually around 24 hours a month or less. We confirm it in writing at enrolment, so cover and rotas are sorted.
- Real work to learn through. Projects and responsibilities that let your apprentice put new skills into practice.
- Honest conversations. If priorities change or something isn't working, tell us. We'll adapt together.
If that sounds like your organisation, we'd love to work with you. If the timing isn't right yet, we'll tell you honestly, and help you plan for when it is.
Prefer the numbers? So do we.
The Department for Education's latest survey asked 3,926 apprenticeship employers across England what changed.
And one more. CIPD found only 67% of learning teams say their training is aligned with organisational priorities, down from 77% two years earlier. That's why we start with yours.
Sources: Department for Education, Apprenticeship Evaluation 2023 employer survey (published September 2024); CIPD, Learning at Work 2023.
Using your levy, made simple
Pay the levy?
We help you put every pound to work on the roles that matter, before it expires.
Don't pay the levy?
There's nothing to pay for apprentices under 25, and a 5% contribution for those aged 25 and over. From 1 October 2026 you may also receive an incentive payment for an apprentice aged 16 to 24.
Got more levy than you need?
You can transfer up to 50% of your levy funds to other employers, such as a supplier, a partner school or a local charity. We can help you find a good home for it and handle the set-up.
Either way, when we talk we'll show you exactly what's funded and what it costs you, in writing, before anything starts.
Why now: from August 2026, new levy funds expire after 12 months instead of 24. Planning early means none of it goes back unused.
Our promise
If it ever feels like another thing to manage, we've got it wrong, and we'll put it right with you.
That means a named account manager who answers when you call, updates you can read in two minutes, and no surprises on cost.
What you'll have at the end
- People qualified in the roles your organisation depends on, with a nationally recognised standard to show for it.
- A team that has learned through your work, your systems and your priorities.
- A clearer picture of who's ready for the next step, from your progress reviews.
- A partner who knows your organisation, ready for the next cohort when you are.
Find your route
Choose your sector to see the programmes we offer, what they cover and what employers like you have achieved.
Quick answers
Often very little, and for some apprentices nothing at all. If you pay the Growth and Skills Levy, training and assessment are funded from it, up to the band for each standard. If you don't, there's nothing to pay for apprentices under 25, and a 5% contribution for those aged 25 and over. We confirm the figure for each person, in writing, before anything starts.
Each programme has its own off-the-job training requirement, usually around 24 hours a month or less, and we confirm it in writing when your apprentice enrols. Most of it happens in the job, on real work, and we agree the plan with you so cover and rotas are sorted.
Yes. There's no upper age limit, and many employers use apprenticeships to recognise and build the expertise of people who've been in their roles for years.
Between 9 and 24 months, depending on the programme and level. Most take at least 12 months; only a small number can be completed sooner. Each programme page shows the typical duration.
Most weeks, about 30 minutes of coaching conversation, plus around 90 minutes every quarter for the three-way review. The first 90 days take a little more, roughly 12 to 18 hours in total, mostly in the first week and around the first reviews.
No. We don't charge any administration or management fees for end point assessment. The only extra costs are those set by the end point assessment organisation for resits or late cancellations, and we'll always tell you the figure first.
Confirm eligibility this month and they can start within two weeks.
Yes. We help you shape the role and find the right person, then check their eligibility before you commit.
Yes. Every employer uses the government's apprenticeship service to approve apprentices and manage funding. If you don't have one yet, we'll walk you through it.
Your apprentice meets their coach every 4 to 6 weeks, and you join a three-way review every 10 to 12 weeks, with a written summary after each one. You can also see their progress at any time in their e-portfolio.
Yes. Start with one person or one team, or several people at once. One contract can cover your whole organisation, with reporting coming to you in one place.
Tell us straight away. If they move to a new employer, they can carry on their apprenticeship there. Your funding commitment ends when they leave.
We've worked alongside more than 300 employers since 2011, from schools, trusts and NHS trusts to councils, government departments, Premier League football clubs, local golf courses, Savills and local accountancy firms. If you're not sure your roles fit, let's have a conversation and we'll tell you honestly.
Together
We want to see your people and your organisation fly.
Together, let's go.
Let's have a conversation