Most employers think apprenticeships are only for new hires. They are not. You can use government apprenticeship funding to develop and formally qualify people who already work in your business — and in most cases it costs very little, or nothing at all.
Can You Use an Apprenticeship to Train Someone Already on Your Marketing Team? Yes — Here's How
If you think apprenticeships are only for new hires — young people fresh out of school who need a route into your business — you are missing the most valuable part of the system.
Apprenticeships can be used to train, develop, and formally qualify people who are already on your payroll. Your marketing coordinator who has been with you for four years. Your social media executive who taught herself the job. Your marketing manager who is brilliant in practice but has no recognised qualification behind them.
All of them could be funded through an apprenticeship. And in most cases, it would cost you very little — or nothing at all.
The Myth That Stops Most Employers Acting
The most common misconception about apprenticeships is that they are a recruitment tool — something you use when you need to bring someone new in at a junior level. This is understandable, but the legal framework has never restricted apprenticeships to new hires. The government confirmed this again under the 2025 funding rules.
The result is that thousands of UK employers are paying into the apprenticeship levy every month, watching funds expire unused, while experienced members of their team — people who would directly benefit — go without structured development.
Who Qualifies? The Three Core Criteria
- The programme must deliver new skills. The apprenticeship must provide genuine learning that goes beyond what the employee already knows. If someone has grown into a marketing role without formal training, the programme is very likely to qualify.
- The employee must not already hold an equivalent or higher qualification in the same subject. If your coordinator already has a CIM Level 4, they would not be eligible for a Level 3. But they may be eligible for the Level 6 Marketing Manager. NTG assesses prior learning as part of onboarding.
- The employee must be employed for the duration of the programme. They continue their normal hours and normal salary. Off-the-job training takes place within working hours and is built into the plan from the start.
If these three criteria are met, your existing employee is eligible. The funding rules make no distinction between a new hire and a long-standing team member.
What Does It Cost?
| Employer type | Apprentice under 25 | Apprentice 25+ | NI contributions |
|---|---|---|---|
| Levy-paying (payroll over £3m) | Drawn from levy — £0 extra | Drawn from levy — £0 extra | Zero (under 25) |
| SME (payroll under £3m) | 100% government funded — £0 | 5% employer / 95% govt | Zero (under 25) |
For the Level 3 Multi-Channel Marketer (funding band up to £5,000), an SME with a 29-year-old employee pays just 5%: £250 across the whole programme. The Level 6 Marketing Manager — a degree-level qualification — has a £22,000 funding band, covered entirely from a levy account.
A Worked Example: The Marketing Coordinator Who Taught Herself the Job
Sarah's story — a common SME scenario
Sarah joined a regional business five years ago as an administrator. Over time she took on responsibility for social media, email newsletters, and most of the company's marketing output. She is good at her job — but has never had formal training, and there is no senior marketer above her to learn from.
Her employer is an SME. Under 2026 funding rules, they enrol Sarah (aged 29) in the Level 3 Content Creator apprenticeship. Training costs: £9,500 — covered 95% by the government. Employer contribution: £475 spread across 12 months. NI contribution: none (under 25 — adjust if different age).
Sarah gets a nationally recognised qualification, structured training in content strategy, video, and brand — and a visible signal that her employer is investing in her future. The employer gets a more capable professional applying new skills immediately.
Which Marketing Apprenticeship Level Is Right for Your Existing Employee?
Multi-Channel Marketer L3
Under 2 years experience · Campaigns, content, SEO, analytics · Campaign execution focus
View programme →Content Creator L3
Creative or content-focused role · Video, copy, social, brand storytelling
View programme →Marketing Manager L6
Degree-level · Already managing or leading marketing · Strategy, budget, team
View programme →How the Process Works in Practice
- Discovery conversation. NTG talks to you about your team, the employee's current role and experience, and your levy position. We identify the right programme and confirm eligibility. This takes around 30 minutes.
- Prior learning assessment. We assess what your employee already knows to confirm the programme is at the right level and to personalise the learning plan.
- DAS account setup. For levy payers, we connect to your Digital Apprenticeship Service account. For SMEs, we handle co-investment paperwork and ensure funding is in place.
- Programme starts. Your employee continues their normal role. NTG provides online learning, regular tutor sessions, and one-to-one coaching. Off-the-job training is scheduled to minimise operational disruption.
- End Point Assessment. NTG prepares them throughout. The EPA — a portfolio review and professional discussion — is a formality by the time they reach it.
From initial conversation to programme start: typically four to six weeks.
The Retention Argument
Employees who receive structured, funded development from their employer are significantly more likely to stay. For a business where losing a key marketing person would mean months of disruption and a costly new hire, this is not a secondary benefit. It is the primary one.
The investment signal matters. When an employer puts an existing team member through a formal qualification — particularly one that leads to recognised professional membership — they are making a visible, credible commitment to that person's future. That is harder to leave than a pay rise.
Frequently Asked Questions
Can I put more than one existing employee through an apprenticeship at the same time?
Yes. There is no limit on the number of employees you can enrol simultaneously, provided your levy balance or co-investment capacity supports the training costs. NTG works with employers to plan multiple concurrent programmes where this makes sense.
Does my employee have to leave their role to do the apprenticeship?
No. They remain in their existing role on their existing salary throughout. Off-the-job training is scheduled during working hours and built into the programme plan from the start.
What if my employee has some relevant qualifications but not a full marketing degree?
Prior qualifications are assessed individually. Holding a short course certificate or a CIM unit does not automatically disqualify someone. What matters is whether the full programme delivers genuine new learning at the appropriate level. NTG's prior learning assessment determines this on a case-by-case basis.
We are an SME and have never used apprenticeships before. Is the process complicated?
It is more straightforward than most employers expect, particularly with an experienced provider. NTG handles the DAS account setup, eligibility checks, and programme administration. You focus on supporting your employee through the learning.
What happens if the employee leaves during the programme?
The programme is paused. Depending on circumstances, the employee may be able to find a new employer and continue, or the programme ends. Funding already drawn is not reclaimed from you in most circumstances.
Talk to NTG About Upskilling Your Team
Tell us about your employee and your business and we will identify the right programme, confirm eligibility, and advise on funding — usually within one working day.
