Short answer: in England, a non-levy employer will usually pay 5% of the eligible apprenticeship training and assessment cost for an apprentice aged 25 or over. The government pays the remaining 95%, up to the funding band maximum for the apprenticeship standard.
That 5% is not calculated from the apprentice’s age-based salary, and Find more info it does not mean the apprentice’s training is free apart from a small fee. The employer must also pay the apprentice’s wages, provide time for learning and cover any training cost above the funding band maximum.
This guide explains the 5% employer contribution, how to estimate it under apprenticeship funding 2026, and what the figures mean for a pharmacy facing rising workload and recruitment pressure. It focuses on England; apprenticeship funding arrangements differ elsewhere in the UK.
What does a non-levy employer pay in 2026?
A non-levy employer is generally an employer that does not pay the apprenticeship levy. For an eligible apprentice aged 25 or over, the usual co-investment arrangement is:
- The employer pays 5% of the eligible training and assessment cost. The government pays 95%, subject to the funding band maximum and the funding rules in force. The employer pays any agreed cost above the funding band maximum. The employer pays the apprentice’s wages and meets the costs of employing them.
The 5% is a contribution towards the apprenticeship training and assessment—not towards wages, uniforms, travel or the cost of providing cover on the rota. Check which costs are included in the provider’s quoted price and which sit outside the funding arrangement.
An example of the 5% employer contribution
Suppose the eligible training and assessment price agreed with a provider is £10,000, and that amount is within the funding band maximum. The employer’s 5% contribution would be £500; the government would fund the other £9,500.
Illustrative eligible price Employer’s 5% contribution Government’s 95% share £6,000 £300 £5,700 £10,000 £500 £9,500 £15,000 £750 £14,250These are examples, not quoted prices for a particular pharmacy apprenticeship. The actual amount depends on the apprenticeship standard, the provider’s agreed price and its funding band. Ask for a written breakdown before https://stateofseo.com/what-is-the-difference-between-hiring-a-technician-and-training-one/ making a budget.
What if the training price is above the funding band?
Each apprenticeship standard has a maximum funding band. If the provider’s agreed training and assessment price exceeds that maximum, the employer pays the amount above the band as well as its 5% contribution on the eligible amount within the band.
For example, if a band allowed up to £10,000 but the agreed price were £10,500, the employer could owe £500 above the band, plus £500 as its 5% contribution on the first £10,000. The total employer contribution in this illustration would be £1,000. Confirm the exact calculation and payment schedule with the provider and the apprenticeship service.
Conversely, if the agreed eligible price is below the funding band maximum, the 5% is calculated on that lower price—not automatically on the maximum. This is why “the employer pays 5%” is useful shorthand, but not a complete budget.
Does being aged 25 or over change the funding rate?
For most non-levy employers, the key point is that an age 25 or over apprentice does not qualify for the small-employer full-funding concession that applies to some younger apprentices. The standard 5% co-investment arrangement will usually apply, subject to current eligibility and funding rules.
There are specific circumstances in which the government may fund 100% of eligible training for certain apprentices under 25—for example, some 16-to-18-year-olds and certain eligible 19-to-24-year-olds. Those exceptions should not be assumed to apply to an apprentice who is already 25 or older. Check the current rules rather than relying on a previous employee’s arrangement or an old funding guide.
Age is also not the only eligibility test. The apprentice must meet the requirements for the apprenticeship, and the employer and provider must follow the relevant funding rules. Before signing, ask the provider to confirm in writing:
- the standard and level being used; the apprentice’s eligibility and applicable funding route; the agreed training and assessment price; the relevant funding band and any amount above it; when and how the employer will pay its contribution.
What does “apprenticeship funding 2026” mean for a pharmacy?
For a pharmacy budgeting in 2026, avoid treating funding as a fixed percentage of an advertised course price. Funding rules, standards and provider prices can change. The practical calculation is based on the applicable rules and the price agreed for that apprentice and programme.
Use this checklist when you request a quote:
Confirm the apprenticeship standard. Pharmacy services assistant and pharmacy technician programmes are different routes, with different training requirements and potentially different funding bands. Confirm the price and what it includes. Ask whether the quote covers training and assessment and whether any additional charge may fall outside eligible funding. Check the funding band. Compare the agreed price with the current maximum for that standard. Calculate the employer share. Budget for 5% of the eligible price, plus any amount above the funding band. Budget separately for employment costs. Include wages, paid learning time and the cover needed to keep the pharmacy operating.Use the live government apprenticeship service and current funding rules to confirm the position. A training provider can help explain the process, but the employer should still understand the agreed price and its own commitment.
Why pharmacies are looking beyond recruitment
Pharmacies are being asked to deliver more services while maintaining safe day-to-day operations. Pharmacy First has added workload in primary care by enabling community pharmacies to assess and treat patients for specified conditions. That can mean more consultations, clinical documentation and follow-up, alongside dispensing and the usual demands at the counter.
At the same time, workforce pressure remains a concern across community pharmacy. Employers should be cautious about quoting a single national workforce figure without a source, date and denominator: staff shortages can vary by role, region, hours and type of pharmacy. But the operating problem is familiar to owners and managers—when a vacancy stays open, existing staff absorb the work, rotas become harder to cover and service capacity can suffer.
Recruitment still matters. But in a tight labour market, a recruitment-only strategy can leave a pharmacy competing for the same experienced people as every other employer. It may fill an immediate gap, but it does not guarantee a dependable supply of people with the skills the business will need next year.
How apprenticeships create a staffing pipeline
An apprenticeship is not simply a cheaper way to fill a shift. The apprentice is an employee who needs structured training, support and protected learning time. When an employer plans those things properly, apprenticeships can build capability inside the business and create a route into more skilled roles.
For a pharmacy, a practical pathway might start with a pharmacy services assistant apprenticeship and, where appropriate, progress towards pharmacy technician training. The right route depends on the person’s role, entry requirements and the employer’s future staffing needs. Providers such as Tend Training offer pharmacy apprenticeship training; use the pharmacy apprenticeship category page to explore relevant programmes, then ask for a current quote and eligibility check.
What the pipeline looks like week to week
A workforce pipeline only works if the pharmacy makes time for it. Before recruiting, agree how the apprentice will learn while the team keeps serving patients. A simple operating plan can include:
- At the start: identify a suitable role, a workplace mentor and the tasks the apprentice can safely take on as their skills develop. Each week: protect time for learning and check progress against the training plan. Do not assume off-the-job learning will happen around a full rota. Each month: meet with the apprentice and provider to review attendance, workload, skills and any barriers to progress. At regular rota reviews: check whether the apprentice’s training time and mentor capacity are actually covered. As competence grows: expand responsibilities appropriately, following supervision requirements and local procedures.
That structure helps the pharmacy see whether the programme is developing someone who can contribute more over time—not just filling today’s vacancy. It also gives managers earlier warning when study time gets cancelled, a mentor is unavailable or workload makes the training plan unrealistic.
Costs beyond the 5% contribution
The employer contribution is only one part of the business case. Before taking on an apprentice aged 25 or over, include these costs in the decision:
- Wages: check the applicable minimum wage rules for apprentices and the employee’s age, contract and circumstances. Do not assume that the apprenticeship wage rate applies simply because someone is on an apprenticeship; verify current rules. Paid learning time: apprentices need time for training and assessment in line with the programme requirements. Supervision and mentoring: an experienced colleague needs enough capacity to guide the apprentice and check work. Rota cover: plan how the pharmacy will cover service demands when the apprentice or mentor is learning. Above-band costs: budget for any agreed price above the funding maximum, if applicable.
These are not reasons to dismiss apprenticeships. They are the costs that determine whether the programme can succeed. A plan that counts the 5% but ignores paid learning time and cover is likely to fail at the point where the pharmacy gets busy.
So, how much should you budget?
For an eligible non-levy employer taking on an apprentice aged 25 or over in England, start with 5% of the agreed eligible training and assessment price. Add any amount above the relevant funding band, then budget separately for wages, learning time, mentoring and rota cover.
For example, on an eligible price of £10,000 within the band, the employer contribution would be £500. That illustration is not a universal course price or a guarantee of the 2026 funding position. Confirm the standard, current funding rules and final price with the provider before committing.
The bigger question is whether the pharmacy can support the apprentice properly. With Pharmacy First adding to community pharmacy workload and recruitment alone often proving unreliable in a tight labour market, a structured apprenticeship can help develop skills in-house. It works best when the employer treats training as part of workforce planning—with a named mentor, protected learning time and a rota that makes both possible.