Thought Leadership: Apprenticeship reform risks undermining funded progression

In response to today’s government announcement on employment incentives and apprenticeships for young people, our Skills, Careers and Diversity Lead, Angela Ward, shares her perspective on the accompanying decision to defund 16 apprenticeship programmes.

The announcement that 16 apprenticeships are to be defunded has raised concern across industry, particularly where widely used programmes appear to be removed with little warning. 

In the port sector, apprenticeships such as the Team Leader Level 3, Operations Manager Level 5, Chartered Manager Level 6, and Improvement Practitioner Level 4 provide structured progression from entry-level roles into supervisory and senior management positions. 

These programmes deliver practical, real-world development. The Level 3 Team Leader apprenticeship, for example, equips new supervisors and first-line managers with the leadership, communication, and operational skills they need. Across sectors, new managers are often promoted because they are technically capable, not because they are prepared to lead teams. Apprenticeships provide that preparation, reducing risk, improving team performance, and supporting retention. 

While shorter apprenticeship units could provide real flexibility and targeted skills development — and may be very beneficial to sectors like ports once they are available — the absence of management and supervisory units creates uncertainty for employers. The only units we know set to launch in April are in areas such as AI leadership, electric vehicle charging point installation, electrical and mechanical fitting, permanent modular building assembly, solar PV installation, and welding. 

There are currently no team leader or management units available, leaving a critical gap for workforce development in supervisory and leadership roles that ports rely on. This raises an important question about how employers will actually use the system once units exist: will they support new entrants progressing quickly into supervision, or end up primarily directed at upskilling longer-standing employees, missing younger learners? 

Funding for the affected apprenticeships will cease from September 2026, giving employers limited time to plan for new starts and support current apprentices. It is also important to note that there has been no formal consultation on these defunding decisions. Historically, apprenticeships standards were developed and maintained through the employer-led Institute for Apprenticeships and Technical Education (IfATE). With IfATE replaced by Skills England, key funding decisions are now made at ministerial level, meaning employers did not have the opportunity to provide input before the funding withdrawal was announced. 

Apprenticeships remain one of the most effective ways to develop talent, support progression, and maintain operational excellence. To safeguard workforce development, government should ensure any new units for supervisory and management roles are available before current funding is withdrawn, and that transition arrangements allow employers to plan effectively. 

At Port Skills and Safety, we are committed to supporting the development of supervisory capability across the sector. Our supervisor development programme is designed specifically for new and aspiring supervisors working in ports, across operational, engineering, marine, and professional roles. Employer-led initiatives like this will play an important role, but they should complement a strong apprenticeship system, not replace it.