Can You Change Apprenticeship Employer or Training Provider?

It can be possible to continue an apprenticeship with a different employer or training provider, but a change needs coordination. You should not assume that a new job or a provider’s verbal agreement automatically transfers the programme. The remaining learning, funding, employment arrangements and records all need attention.

This guide concerns apprenticeships in England. It helps you prepare the questions and documents for a discussion with your employer and provider. The exact options depend on the programme, its stage and your circumstances; the relevant organisations must confirm what can continue and under what arrangements.

Identify what you want to change and why

Separate a problem with the job from a problem with training. You may be satisfied with the employer but concerned about delivery, assessment support or missed sessions. Alternatively, the training may be suitable while your job duties or circumstances have changed. Identifying the issue helps you involve the right people.

Write a short factual timeline with examples and the outcome you are seeking. If appropriate and safe, discuss the problem through the employer’s or provider’s support process. Ask whether a correction can address it without a transfer. Keep concerns about employment rights or a formal complaint distinct from the practical work of finding a continuing training arrangement.

Our guide to apprenticeship agreements and training plans explains the different documents involved. Read your own records before the conversation so that you can describe what was agreed and what has changed.

For an employer change, check the new job’s suitability

A new employer must be willing and able to support the apprenticeship arrangements. The job needs to provide relevant learning opportunities for the programme you intend to continue. A similar job title alone does not demonstrate that the required duties and support are available.

Ask the provider to review the proposed role with the new employer. Clarify the standard and version, remaining learning, supervision and training time. GOV.UK’s off-the-job training guidance explains that a continuing employer change requires updates to programme records and the training plan. Those administrative steps should accompany a clear practical plan. (GOV.UK: off-the-job training guidance)

Check the employment offer separately, including pay, hours, location, start date and any notice obligations in your current job. Use our apprentice pay guide as a starting point for questions. Do not assume that the new contract preserves every term from the previous employer.

For a provider change, confirm continuity

Ask whether the proposed provider is approved and able to deliver the relevant standard and version. Explain the stage you have reached and any qualifications or assessments already completed. A provider needs enough information to assess the remaining work rather than treating the move as a completely fresh start.

The Department for Education’s transfer guidance says funding does not restart when an apprentice changes provider. It requires the new provider to consider prior learning and agree the remaining training and assessment arrangements with the employer. The funding discussion belongs to those responsible for the programme; do not assume a new provider has a new full allocation. (DfE: funding when transferring to a new training provider)

Gather evidence without copying confidential material

Ask for a record of completed learning, assessments, qualifications and relevant progress reviews. Keep the training plan and details of the current standard and version. Find out which evidence the receiving provider needs and how it should be transferred securely.

A workplace portfolio may contain information owned by the employer or about clients and colleagues. Do not copy it into a personal account or send it to a new organisation without the appropriate permission and process. Ask the providers and employer how to preserve useful evidence while protecting confidential information.

If records are incomplete, identify the gaps early. Explain what learning took place and who can verify it, but do not invent evidence or dates. A clear account of what is available makes it easier for the receiving provider to decide whether additional assessment or learning is needed.

Agree dates and responsibilities in writing

List the proposed final date under the existing arrangement, the new start date and any gap. Ask the provider what a gap means for training and programme records. Do not label it a break in learning yourself; ask which formal process applies and what you should do during that period.

Confirm who will update the agreements, training plan and relevant service records. Ask how you will know that the transfer has been approved. Keep the named contacts and a short list of outstanding actions, with dates. A conversation between two organisations is not a substitute for knowing your own next step.

Check assessment plans and bookings as well. Our guide to preparing for apprenticeship assessment helps organise questions about the requirements of the actual standard. Do not assume that an existing booking, assessor or qualification registration moves automatically.

Protect the learning plan during the change

Agree how training will continue once the new arrangement starts, including off-the-job learning, reviews and any English or maths study. Ask how support needs will be shared with your agreement and what must be arranged before the first session. Avoid leaving this until an assessment deadline makes it urgent.

Use our off-the-job training checklist to confirm the planned learning time and activities. At the first review after the transfer, compare what was promised with what is happening. Raise discrepancies promptly so that the change does not create an unnoticed gap in delivery.

If the existing arrangement ends unexpectedly, contact the provider and apprenticeship support service promptly. Redundancy or provider closure can involve specific support routes. Do not assume that rules for one kind of change apply to every early ending or voluntary move. (Apprenticeships.gov.uk: problems at work or training)

Common questions

Can I change employer and keep the same apprenticeship?

It may be possible if the new employer supports a suitable role and the programme arrangements can continue. Involve the training provider before relying on that plan. Ask it to confirm the remaining learning, funding and record changes, while checking the new employment contract and your existing notice obligations separately.

Can I choose a new provider on my own?

You can raise concerns and explore options, but a provider transfer needs the employer and relevant providers to coordinate the programme and funding. Ask who will lead the process and what approval is required. A place offered informally by another provider is not evidence that the whole transfer is complete.

Will I have to start all the training again?

The receiving provider should assess relevant prior learning and progress. Supply the evidence it requests through an approved route. Some additional learning or assessment may still be necessary, especially where the programme or role changes. Obtain a written remaining plan rather than assuming either complete repetition or automatic recognition of everything.

Does apprenticeship funding reset with a new provider?

No. The Department for Education’s transfer guidance says funding does not restart. The employer and new provider need to establish the remaining training, assessment and funding arrangements. Ask them to resolve those details before a planned transfer rather than assuming a new provider receives a fresh full budget.

What if I want a different apprenticeship standard?

Ask the provider and employer to assess the new role and proposed standard. This is more than changing the organisation delivering the same programme. Relevant prior learning, eligibility, duration and funding need review. Explain your goal and obtain a clear decision about what can count and what new learning is required.

Can I take my workplace portfolio with me?

Check ownership, confidentiality and the approved evidence-transfer process first. A portfolio may contain employer or personal information that cannot simply be copied into a private account. Ask how the providers can preserve and verify your learning while sharing only what is necessary and authorised for the continuing programme.

Should I resign before the transfer is agreed?

Understand the consequences and obtain advice before making an irreversible employment decision. Check your contract, proposed new offer and the provider’s confirmation of what can continue. If the issue concerns safety, discrimination or another serious problem, seek appropriate support promptly rather than treating a transfer checklist as a reason to delay help.

Who can help if the organisations cannot resolve it?

Use the provider’s and employer’s formal support or complaints routes as appropriate, and contact the official apprenticeship support service for programme questions. Employment-rights issues may need Acas or another qualified adviser. Keep a factual timeline and copies of relevant records so that the adviser can understand the situation.

Sources and further reading

• DfE: funding when transferring to a new training provider — updated August 2026.
• GOV.UK: off-the-job training guidance — programme and employer changes.
• Apprenticeships.gov.uk: problems at work or training — support routes.