£3,000 Apprenticeship Bursary for Care Leavers: What Employers Need to Know

At A Glance

Who is eligible?
The £3,000 care leavers’ apprenticeship bursary is available to eligible apprentices who are under the age of 25 when they start their apprenticeship and who are, or have been, in the care of a UK local authority, subject to the relevant Government eligibility criteria. The bursary is paid to the apprentice rather than the employer.

How much funding is available?
Eligible care leavers can receive a £3,000 bursary, paid in three £1,000 instalments during the first year of their apprenticeship, subject to the relevant payment conditions. The bursary is designed to help apprentices manage the personal costs associated with starting work and training, and there are no restrictions on what the money must be spent on. Employers may also be able to access separate apprenticeship funding and incentives, including the £1,000 Additional Payment for eligible care-experienced apprentices aged 19 to 24, alongside other available Government support where the relevant criteria are met.

Why should you hire a care-experienced apprentice?
The bursary can help reduce some of the financial pressures a young person may face when starting employment, helping them manage costs such as travel, accommodation and everyday living expenses. For employers, recruiting a care-experienced apprentice provides an opportunity to widen their talent pool, develop motivated individuals and build a more inclusive workforce. When combined with appropriate workplace support, funded apprenticeship training and other eligible incentives, apprenticeships can provide a practical way to develop future talent while helping young people build successful careers.

Recruiting an apprentice can help employers develop new talent, address skills gaps and build a stronger workforce for the future. For businesses committed to inclusive recruitment, apprenticeships can also provide a valuable route into employment for care-experienced young people.

Young people leaving care may face additional financial pressures when starting work. Without the same family support that many young people rely on, costs such as travel, work clothing, equipment, accommodation and everyday living expenses can make the transition into employment more challenging.

To help remove some of these barriers, eligible care leavers starting an apprenticeship can receive a £3,000 apprenticeship bursary. Although the bursary is paid to the apprentice rather than the employer, it can support a more stable start to the apprenticeship and help the apprentice remain engaged in work and training.

For employers, understanding the bursary and the wider support available can make it easier to recruit care-experienced apprentices, provide appropriate workplace support and access any funding or incentives that may apply.

What is the £3,000 care leavers’ apprenticeship bursary?

The care leavers’ bursary is a £3,000 payment for eligible apprentices who are under 25 when they start their apprenticeship and who are, or have been, in the care of a UK local authority. The bursary is available to eligible apprentices who started their apprenticeship on or after 1 August 2023.

The purpose of the bursary is to help reduce the financial barriers that care leavers may face when entering employment and training. Leaving care can mean becoming financially independent at a younger age than many other young people. An apprentice may therefore be managing rent, bills, travel and other living costs while adapting to a new workplace and completing their training.

The bursary provides additional financial support during the first year of the apprenticeship. There are no restrictions on what the money must be spent on, allowing the apprentice to use it according to their individual circumstances.

For employers, this means the bursary can form part of a wider support package that helps an apprentice settle into the workplace and manage the practical costs of starting employment.

Why should employers understand the bursary?

Employers do not pay the £3,000 bursary, but understanding how it works can help businesses support eligible apprentices more effectively.

A care-experienced apprentice may be balancing responsibilities that are not immediately visible to their employer. They may be living independently, managing household costs or dealing with financial pressures while also learning a new role.

By understanding the bursary, employers can recognise the additional support available, signpost apprentices to their training provider and create a more inclusive recruitment and onboarding process. They can also identify practical workplace support, understand whether additional employer funding may be available and help improve retention and successful completion.

Employers should not make assumptions about an apprentice’s personal circumstances. Care-leaver status is personal information, and an apprentice is not required to disclose it to their employer in order to receive the bursary.

However, creating an open and supportive workplace can help apprentices feel more comfortable discussing any support they may need.

How is the £3,000 bursary paid?

The £3,000 bursary is paid in three £1,000 instalments during the first year of the apprenticeship, provided the apprentice remains in learning at the relevant payment points.

For eligible apprentices starting on or after 1 August 2023, payments are normally made at around 60, 120 and 300 days after the apprenticeship starts. The training provider receives the payment from the Government and must then pass it on to the apprentice within 30 days.

For apprentices on eligible shorter apprenticeships or Foundation Apprenticeships, the final payment point may be earlier than 300 days. The exact timing can depend on the length and type of apprenticeship being completed.

Employers are not responsible for administering the bursary. However, they can help by ensuring the apprentice knows who to contact if they have questions about eligibility or payment. The training provider should manage the claim and explain the process to the apprentice.

Who is eligible for the care leavers’ bursary?

To qualify for the care leavers’ bursary, an apprentice must generally be under 25 when they start their apprenticeship, meet the relevant care-leaver criteria and be an eligible child, relevant child or former relevant child under the Government’s definitions. They must also be, or have been, in the care of a UK local authority and must not have already received the full care leavers’ bursary previously.

Eligibility is not limited to someone who is currently in care. Former relevant children may also qualify if they meet the relevant requirements.

Employers should avoid attempting to determine an apprentice’s eligibility themselves. The training provider is responsible for explaining the criteria, completing the relevant checks and making the claim.

If an apprentice tells an employer that they may be eligible, the employer should direct them to their training provider for advice. The apprentice can then decide whether they want their care-leaver status to be shared with the employer.

Do employers need to know whether an apprentice is care experienced?

No. An apprentice does not have to tell their employer that they are care experienced in order to receive the bursary.

The training provider should ask whether the apprentice is happy for their care-leaver status to be shared with their employer. This is a personal choice for the apprentice.

Employers should respect the apprentice’s privacy and avoid asking intrusive questions about their background. Instead, businesses can create inclusive processes that make support available to all apprentices, while ensuring that additional support can be provided where an apprentice chooses to share relevant information.

A supportive approach may include providing a clear point of contact for workplace concerns, offering regular check-ins during the first few months, explaining workplace expectations clearly, making sure the apprentice understands who to approach for help, providing reasonable flexibility where appropriate and working closely with the training provider.

The aim should be to support the apprentice as an employee and learner without making them feel singled out.

What can the £3,000 bursary be used for?

There are no rules specifying what an eligible apprentice must spend the bursary on. This flexibility is important because care leavers can face different financial pressures.

The bursary may help an apprentice pay for travel to and from work or training, work clothing or footwear, equipment or technology, accommodation costs, household bills, food and everyday living expenses. It may also be used for other costs associated with becoming financially independent.

The apprentice decides how the money will be used. Employers should not ask the apprentice to spend the bursary on work-related costs or treat it as a replacement for the employer’s responsibilities.

For example, if an apprentice needs essential equipment to carry out their role, the employer should provide it where required. The bursary is intended to give the apprentice personal financial support, not to reduce the employer’s obligation to provide a safe and properly equipped workplace.

Can employers receive additional funding?

Where an apprentice chooses to share their care-leaver status, employers may be able to access additional Government funding to help support them.

Eligible employers can receive an additional £1,000 payment for certain care-experienced apprentices aged 19 to 24, subject to the relevant eligibility requirements and the apprentice consenting to their status being shared.

This payment is separate from the £3,000 bursary. The bursary is paid to the eligible apprentice, while the employer payment is intended to help the business support the apprentice during their training.

Employers should speak to their apprenticeship training provider about the current eligibility requirements and the process for accessing any available funding. Funding rules can change, so businesses should obtain up-to-date guidance before relying on a particular payment.

The bursary is part of wider apprenticeship support

The £3,000 care leavers’ bursary is one part of the wider support available through apprenticeships.

Recent changes to apprenticeship funding have introduced additional incentives aimed at encouraging employers to recruit young people. Depending on eligibility, employers may be able to access a £2,000 hiring payment when recruiting an additional apprentice aged 16 to 24 as a non-levy employer from October 2026.

There is also an additional £1,000 employer payment available in certain circumstances for apprentices aged 16 to 18 and eligible apprentices aged 19 to 24, including those who are care experienced.

Eligible Foundation Apprenticeships can also attract an employer incentive of up to £2,000, while eligible apprentices aged 16 to 24 can benefit from Government-funded apprenticeship training and assessment up to the relevant funding band maximum.

The availability of funding depends on the apprentice’s age, the type of apprenticeship, the employer’s circumstances, whether the employer is a levy or non-levy organisation, the apprentice’s eligibility, the apprenticeship start date and current Government funding rules.

Educationwise can help employers understand which forms of support may apply to their vacancy.

How apprenticeships benefit employers

Recruiting a care-experienced apprentice is not only about accessing funding. Apprenticeships can provide significant long-term benefits for employers.

Develop skills around your business needs

An apprenticeship allows an employer to train someone in the knowledge, skills and behaviours required for the role. This can be particularly valuable in sectors where it is difficult to recruit candidates with the right experience.

Rather than relying solely on external recruitment, businesses can develop talent internally and shape an apprentice’s training around their organisation.

Build a future talent pipeline

An apprentice who develops within the business can gain a detailed understanding of its systems, customers, processes and culture. Over time, they may progress into more senior or specialist roles.

This can help employers build a reliable talent pipeline and reduce the need to recruit for every vacancy externally.

Improve staff retention

Apprentices who receive appropriate training, support and progression opportunities may be more likely to remain with the organisation. Investing in an apprentice’s development can help create a stronger relationship between the employee and the employer.

A supportive apprenticeship experience can also improve the organisation’s reputation among future applicants.

Strengthen inclusive recruitment

Recruiting care-experienced apprentices can help employers widen their talent pool and create opportunities for people from different backgrounds.

Inclusive recruitment is not simply about meeting social responsibility objectives. It can also help businesses access motivated candidates who may bring resilience, adaptability and different perspectives to the workplace.

Support social value commitments

Many organisations have social value, equality, diversity and inclusion objectives. Recruiting apprentices from underrepresented backgrounds can contribute to these commitments while providing a practical route into employment.

For employers working on public sector contracts or responding to procurement requirements, apprenticeship recruitment may also support wider social value outcomes, depending on the relevant contract and framework.

What should employers consider before recruiting an apprentice?

Before advertising an apprenticeship vacancy, employers should consider whether they can provide the right environment for an apprentice to succeed.

They should confirm that there is a genuine job role, appropriate supervision, day-to-day support, time for required off-the-job training and suitable expectations for the apprentice’s level. The business should also be able to provide the necessary equipment and resources, offer a clear progression route and work effectively with the training provider.

Recruitment and onboarding processes should be inclusive, and managers should be prepared to support a young person who may have additional responsibilities.

These questions apply to all apprentices, but they are particularly important when recruiting someone who may be entering employment without a strong family support network.

A well-planned apprenticeship can benefit both the apprentice and the employer. A poorly structured role can create avoidable pressure and increase the risk of disengagement.

Apprenticeships can support long-term workforce development

The immediate benefit of an apprenticeship may be filling a vacancy, but the longer-term value is workforce development.

An apprentice can develop technical knowledge, practical workplace skills, communication abilities, confidence, professionalism, problem-solving skills, industry-specific experience and a recognised qualification. They also gain an understanding of the organisation’s customers and processes.

Over time, these skills can support progression into more senior positions, specialist roles or further qualifications.

For employers, this creates an opportunity to develop employees who understand the organisation from the inside and who can continue contributing as their responsibilities grow.

The £3,000 bursary can help remove financial barriers at the beginning of this journey, while effective employer support can help the apprentice remain engaged and progress successfully.

Apprenticeships are available across many sectors

Apprenticeships are no longer limited to a small number of traditional industries. There are hundreds of apprenticeship standards covering a wide range of occupations and sectors.

At Educationwise, programmes include business administration, leadership and management, customer service, recruitment, marketing, content creation, sports coaching, fitness, teaching and playwork.

This range allows employers to recruit apprentices for roles that reflect their business needs and future workforce plans.

Whether a business needs support in administration, marketing, customer service, sport, education or another professional area, an apprenticeship can provide a structured route to develop new talent.

What does the £3,000 bursary mean for employers?

For employers, the care leavers’ bursary should be viewed as part of a wider support system rather than as a recruitment payment.

The £3,000 is paid to the eligible apprentice and is intended to help them manage the personal costs associated with starting employment and training. Employers should not expect to receive the money or direct how it is spent.

However, the bursary can support the wider success of the apprenticeship by helping reduce financial pressure on the apprentice. An apprentice who can manage travel, accommodation, equipment and everyday living costs may be better placed to focus on their role and training.

Employers may also benefit from separate funding or incentives, depending on the apprentice’s circumstances and the current Government rules.

Most importantly, businesses can contribute by providing a well-structured role, appropriate supervision and a supportive workplace culture.

Educationwise can help employers recruit an apprentice

Understanding apprenticeship funding, eligibility and recruitment requirements can sometimes feel complicated, particularly when several forms of support are available.

At Educationwise, we support employers throughout the apprenticeship recruitment process. Our free recruitment service can help businesses identify a suitable apprenticeship programme, define the role and training requirements, advertise the vacancy, attract suitable candidates, shortlist applicants, understand available funding and incentives, coordinate with the training provider and support the apprentice throughout the programme.

We can also help employers understand how the care leavers’ bursary works and explain the support available to eligible apprentices.

If an employer is considering recruiting a care-experienced apprentice, Educationwise can provide guidance on creating a suitable vacancy and building a positive apprenticeship experience.

A practical route to inclusive recruitment

The £3,000 apprenticeship bursary for care leavers is designed to help eligible young people overcome some of the financial barriers associated with starting work and training.

For employers, it provides an opportunity to consider how apprenticeships can support inclusive recruitment, workforce development and long-term talent planning.

The bursary does not replace the employer’s responsibility to provide a safe, supportive and properly resourced workplace. However, it can form part of a wider support package that helps an apprentice manage the transition into employment.

By recruiting an apprentice, providing clear guidance and working closely with the training provider, employers can help create a positive foundation for the apprentice’s career while developing valuable skills within their own organisation.

If you are an employer looking to recruit an apprentice, Educationwise can help you understand the available funding, identify a suitable apprenticeship programme and support you through the recruitment process.

Government funding, incentives and eligibility criteria are subject to change. Please speak to Educationwise for the latest guidance relevant to your circumstances.