Off-the-job training myths
Overview
In today’s fast-paced professional world, continuous learning is more than a luxury—it’s a necessity. Off-the-job training, where employees learn within and away from their day-to-day work environment, is often misunderstood. Myths about its effectiveness, cost, and relevance can prevent organisations and individuals from taking full advantage of its benefits.
Off-the-job training myths
This page is dedicated to separating fact from fiction, and you’ll find clear insights that challenge common misconceptions and highlight the true value of off-the-job training. Explore real-world examples and evidence-based facts that will help you make informed decisions about training and development. Let’s break the myths—and unlock the potential.
“My apprentice will spend a lot of time away from the workplace”
Apprenticeships are about upskilling an individual. Reaching competency takes time. Many employers and apprentices have praised the positive effect off-the-job training has on their productivity and apprentices feel valued by the significant investment in their training.
Off-the-job training must be away from the apprentice’s normal working duties and must teach new knowledge, skills or behaviours relevant to their specific apprenticeship. It can be delivered flexibly, for example, as a part of each day, one day per week, one week out of five or as block release. You may already have existing training programmes or materials you can use to deliver elements of the apprentice’s off-the-job training.
“Off-the-job training must be delivered by a provider in a classroom, at an external location”
This is not true. Off-the-job training can be delivered in a flexible way. This can be at the apprentice’s usual place of work, or at an external location. It can include, for example, the teaching of theory, practical training and writing assignments.
We have developed a range of delivery styles to suit employer and apprentice needs. We will work with you to decide when and where off-the-job training should take place and who is best placed to deliver it.
“I need to document all of the apprentice’s off-the-job training”
True. A training plan must be in place from the beginning of the apprenticeship, setting out the training content an apprentice will receive, and which elements count towards the off-the-job training. The apprentice’s evidence pack needs to demonstrate what training has been delivered against the training plan.
“English and maths count towards the 20% requirement for off-the-job training”
This is not true. English and maths do not count towards off-the-job training. Training for English and maths must be on top of off-the-job training requirements.
“Off-the-job training can be done in the apprentice’s own time”
This is not true. An apprenticeship is a work-based programme so all off-the-job training must take place within the apprentice’s paid contracted hours. If planned off-the-job training is unable to take place, it must be rearranged.
Apprentices may choose to spend additional time training outside paid hours, but this must not be required to complete the apprenticeship.
