Apprenticeships are often misunderstood in flooring, with the term used loosely to describe everything from informal on-the-job learning to regulated training programmes, explains Shaun Wadsworth
FOR this month’s training article, I thought it important to write about a topic that has been the centre of some recent conversations with employers and Council members, i.e. confusion within our industry around what is an apprenticeship, who can be classed as an apprentice and the legalities around what apprentices and other employees should be paid.
Just to clarify, this is not only about getting the wording right, in some situations it can lead to questions from HMRC about how things are reported.
The confusion begins with the fact that in many forums and discussions, our industry uses different terms to describe a person who is in training (formal and informal options) both often adopting trainee or apprentice. However, in a legal sense the definition is quite rigid. The UK Government’s definition of an apprenticeship is ‘an apprenticeship is a paid job which offers hands-on work experience alongside off-the-job training combining real work with training and study and leading to a nationally recognised qualification.’
The water gets murkier when you also consider that our industry is softly regulated, using trade associations and CSCS cards for example, rather than being strictly regulated like electricians, gas engineers, crane operators, who without a formal qualification basically cannot work. As we all know, it is quite possible to drift in to flooring and begin working as a floor layer on direct client projects without formal training or qualifications. Many floor layers start as labourers and progress, and of course that is a perfectly credible starting point.
You also have a generational gap in how apprenticeships have been understood and applied over time. Historically, for floorlayers and their employers, an apprenticeship meant spending years learning directly under a skilled floorlayer to become competent. The learning was real, but there was little in the way of structured curriculum or end qualification. In contrast, today’s system has shifted significantly. This still informs current language. But formal apprenticeships are now legally defined, closely regulated, and tied to nationally recognised standards. They are built on a partnership between employers and accredited training providers, with off-the-job training, minimum durations, and formal assessments.
The reality is there is a fractured view on what an apprentice is and not understanding the differences can lead to complications for employers, a lack of clarity in what a skilled workforce is and can even be a barrier to new entrants entering the trade. Flooring is a highly skilled and practical trade, so employers often assume ‘learning on the job’ automatically qualifies as an apprenticeship and this is probably the biggest misconception.
The problem is getting it wrong could and does hurt the employer. If it is not a formal apprenticeship, the standard minimum wage applies, the employer misses funding opportunities, there are reputational risks if staff or clients are misled on the validity of training, and those trained may lack qualifications required across the industry.
The table below sets out the key differences between a formal apprenticeship and the kinds of training arrangements that are often given the same label.
The benefits of a true apprenticeship in floorlaying are plenty, you are adding a new entrant to your business, providing your workforce with a recognised qualification with structured development and access to funding and grants open to all ages. Apprenticeships are powerful tools to a business when delivered correctly but so are more informal training systems too. CFA’s training arm FITA delivers training courses to 100s of delegates each year, covering a wide range of flooring types, skills and knowledge.
The key is to know the differences and ensure as an employer you are not putting you or your workforce in a vulnerable position. The CFA is here to help, whether you need guidance on the difference between in-house training and formal apprenticeships, support navigating funding and standards, or advice on how to set up a compliant programme, we support our members across all areas of training.
If you are unsure whether your training arrangements truly count as an apprenticeship, or if you want to make sure your business and learners benefit fully from the opportunities available, contact the CFA today.
Not a CFA member but recognise the value of that level of support across a range of subject areas? Then all information on membership, member benefits and more can be found on our website: www.cfa.org.uk
0115 950 6836
shaun@cfa.org.uk
www.cfa.org.uk
Shaun Wadsworth is CFA training manager
Formal Apprenticeship (Legal Definition – UK Govt)
A paid job with employee rights (wage, holiday pay, contract of employment etc).
Includes on-the-job training and off-the-job learning (at least 20% of working hours).
Leads to a nationally recognised qualification through an approved standard or framework.
Minimum durations with clear development milestones.
Delivered in partnership with an approved training provider (college, training centre, or registered provider).
Requires formal assessment to prove competence and subject to regulation and funding rules.
Apprentice minimum wage applies (or higher depending on age/experience).
Informal Apprenticeships and Misconceptions
Sometimes treated as work experience or unpaid training, with no proper contract or rights.
In-house shadowing or mentoring only, with no structured off-the-job training.
Internal skills training only, with no external qualification or certification.
Managed entirely in-house by the employer, without external oversight.
Judged informally by the employer
No link to external oversight, funding, or compliance.
Possibly paid below legal rates because the role is
incorrectly labelled as an apprenticeship.
