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FMJ reports on the role of apprenticeships in shaping the future of FM with a focus on Integral’s apprenticeship programme
In the 2024 Autumn Statement, Chancellor Rachel Reeves announced changes to apprenticeships in the UK. Key updates included the introduction of shorter apprenticeship programmes to increase the pace of new entrants to high-demand sectors, and an increased focus on foundation apprenticeships, with the aim of providing individuals with essential skills. Both measures are seen to reinforce the government’s commitment to addressing skills shortages and as a step in the right direction for its goal of delivering over 500,000 high-quality apprenticeships annually.
With increased investment in developing skills and a focus on making apprenticeships easier to access, the government is also responding to the economic challenges faced by young people and employers alike. A rise in apprenticeship minimum wages (from £6.40 in 2024 to £7.55 in 2025) highlights an effort to reduce hardship for apprentices, while sector-specific funding offers opportunities to industries like FM. However, there are hurdles to overcome. For example, a 1.8 per cent rise in employer National Insurance contributions by 2026 is likely to put strain on training budgets.
APPRENTICESHIPS IN FM
For the FM sector, which has experienced many years of recruitment challenges and an ageing workforce, apprenticeships are a cornerstone of recruitment and skills development. They offer structured pathways for upskilling and career progression. At Integral, apprenticeship roles combine theoretical learning with practical application, allowing apprentices to contribute to Integral’s L&D team while honing skills in leadership, project management, and coaching, as they progress.
PROGRAMME STRUCTURE AND SUPPORT
Integral’s apprenticeship programme offers eight vocational pathways, from traditional engineering and FM roles to business administration and sustainability. This ensures that its apprenticeships appeal to a wide range of candidates and accommodate those who may have either technical or office-based ambitions.
The programme includes significant support mechanisms. Apprentices have one-to-one access to L&D team members, who act as intermediaries between apprentices, supervisors, and training providers. Regular check-ins, including bi-monthly engagement sessions and regular reviews with tutors, ensure apprentices stay on track and receive personalised feedback.
A typical week for an Integral apprentice balances work responsibilities with structured learning. Each Monday, apprentices are set their task list for the week and allocated six hours of Off-the-Job (OTJ) training. This training includes reading materials, workshops, or online modules aligned with the apprenticeship curriculum. In addition to formal learning, social events encourage networking and integration into the company culture.
SKILLS AND QUALITIES FOR APPRENTICES
Integral aims to recruit apprentices who demonstrate a genuine interest in their chosen field, who have some academic qualifications (such as GCSEs or Level 3 diplomas), and who exhibit perseverance.
The typical duration of an apprenticeship ranges from two to four years, so candidates need to be able to commit and show resilience. Work experience and a proactive attitude are valued highly as well, as they reflect a candidate’s willingness to “get stuck in” and enjoy the rewards of an apprenticeship.
A STRATEGIC SOLUTION FOR FM
With roles requiring both technical expertise and soft skills, apprenticeships offer a comprehensive approach to FM skills development. They bridge the gap between education and employment, ensuring new entrants to the sector have the skills to succeed in a changing industry. However, there is room for improvement. Addressing barriers to advanced-level apprenticeships and increasing awareness of FM as a viable career choice could further enhance the sector’s talent pipeline.
From an L&D perspective, Integral’s apprenticeship programme stands out for its personalised support and wide-ranging opportunities. Being able to tailor pathways to individual interests and career goals means that apprentices receive a well-rounded education while contributing to the company’s success.
The FM sector must take the opportunity to address its workforce challenges. Apprenticeships offer a win-win solution: individuals gain valuable skills and career prospects, while employers build a sustainable talent pipeline. Embracing apprenticeships is not just a response to current challenges but a strategic move for future success. As the FM sector navigates a rapidly evolving landscape, apprenticeships are an important solution to the skills challenges it is facing. Whether you’re a young job seeker or an experienced professional, now is the time to explore the opportunities that apprenticeships can offer.
