REWARD
Investing in the future
I n today’s fast-evolving landscape, where legislation, technology and employee expectations are constantly shifting, the need for skilled, adaptable professionals has never been greater. For seasoned professionals or those just starting their career, apprenticeships and CPD aren’t just beneficial, they’re essential tools for building resilient careers and future-proofing organisations.
Employer benefits The benefits of apprenticeships extend well beyond the apprentice. Employers can see an average return of £10,280 per apprentice during their training period, thanks to increased productivity and reduced recruitment costs. Apprentices are often highly motivated, eager to learn and bring fresh perspectives to established processes. In addition, apprenticeships can significantly improve staff retention. Employees who feel invested in are more likely to stay with their employer, reducing turnover and sustaining institutional knowledge. The UK Government reports that 92% of apprentices stay in employment after completing their apprenticeship. 67% of those remain with the same employer 2 . This is great news for payroll departments, where accuracy, compliance and continuity are critical. CPD While apprenticeships lay the foundations, CPD ensures professionals remain at the forefront of their field. CPD isn’t just about ticking boxes. It’s about staying informed, agile and capable of navigating complex regulatory environments. From changes to IR35 legislation and compliance with the Employment Rights Bill, to the increasing digitisation of payroll systems and the rise of real- time reporting, the demands on payroll professionals are growing.
talent, trained to meet the specific needs of the organisation from day one. As of the end of 2024, 34.5% of 16-18-year- olds in England were participating in an apprenticeship or other forms of work- based learning 1 . At Housing 21, we’ve successfully integrated T Level students into our work activities across the organisation by providing eight-month placements that are planned to complement the required outcomes of their courses. In our people services team, a T Level student has joined us to understand the variety of services we supply, including payroll, and he’s been undertaking entry level tasks to help him understand the payroll function. We’ve seen real success by investing time in T Level students within our ‘IT Tech Hub’ too. By offering an accessible debt-free route into a skilled career, apprenticeships and work-based learning options open doors for individuals from a range of socioeconomic backgrounds who may not be able to afford to go to university. This means a whole heap of fresh perspectives, lived experiences and fresh ideas can be introduced to the workplace which traditionally wouldn’t have been heard. For people-focussed fields like human resources, payroll and finance, these qualities make for a richer pool of talent and ideas, and improved diversity of thought. This ultimately drives better decision making.
Apprenticeships Apprenticeships have undergone a
significant transformation in the UK over the past decade. No longer confined to traditional trades, they now span a wide range of professional sectors, including payroll, pensions and reward. The Payroll Administrator Level 3 apprenticeship, for example, offers a structured, Government-
backed route into the profession, combining on-the-job experience with formal learning.
According to a recent UK Government report, apprenticeships are expected to contribute £25 billion to the economy over the lifetime of current apprentices. This figure reflects not only the value of the skills being developed but also the long-term impact on productivity, innovation and workforce stability. For teams, apprenticeships offer a strategic solution to the growing skills gap. As experienced professionals retire or move into more senior roles, apprenticeships provide a pipeline of new
| Professional in Payroll, Pensions and Reward | September 2025 | Issue 113 46
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