10 Feb 2025

National Apprenticeships Week: Retaining Apprentices

In today’s competitive industrial landscape, organisations face significant challenges in retaining apprentices—challenges that, if unaddressed, can lead to high turnover costs (often 16% to 20% of an employee’s annual salary*) and reduced productivity.

Research shows that 93% of employees are more likely to stay with organisations that invest in their career development*, while high retention rates can boost profitability by up to 22%*. This article offers practical strategies for AEMT members to enhance retention by focusing on effective local outreach, clear career development pathways, robust in‑house training, structured mentoring, and the cultivation of a supportive workplace culture. AEMT is committed to supporting members with new resources, including an expanded training portfolio and a forthcoming good practice guide covering outreach, recruitment, onboarding, and retention.

The Apprenticeship Landscape

Data indicates that organisations with effective onboarding and career development experience markedly lower early turnover, while those that nurture a positive workplace culture enjoy greater employee engagement and productivity. Local outreach initiatives—such as school visits, career fairs, and partnerships with colleges—are key to establishing a strong local talent pipeline, ensuring that future apprentices are both attracted to and remain within the organisation.

Success stories from AEMT Membesr

Rotamec’s Apprenticeship Programme demonstrates that structured mentorship combined with hands‑on, personalised training aligns with apprentices’ career aspirations and significantly improves retention.
MKE Engineering Group’s Integrated Approach shows that fully integrating apprentices into the business—with regular feedback, support sessions, and clear progression paths—creates a sense of belonging and long‑term commitment.

These case studies highlight that the integration of local outreach, continuous career development, and ongoing support are key factors in retaining apprentices.

Strategies and Recommendations for AEMT Members

To effectively retain apprentices, businesses should adopt a holistic approach that integrates the following strategies:

Effective Outreach:

Engage proactively with local schools, colleges, and community events. Structured outreach initiatives build a strong local talent pipeline, making it easier to attract candidates who are more likely to stay long term. Businesses can benefit from participating in or developing local partnerships and events that showcase career opportunities. AEMT’s upcoming good practice guide on outreach and recruitment will provide additional insights to support these efforts.

The Education Landscape Index can help you understand the different types of activities and schemes your business may wish to get involved with. While the Education Landscape Guide describes options for working with schools, colleges and universities, young people* and older learners, and the benefits of doing so for your business

Key Dates 2025:

April 2025: Apprenticeship Wage Rises to £7.55

July 2025: Summer Break
A critical period for reaching school leavers and young people. Use this tiem to connect with candidates, offer work experience, tours, or attend career fairs.

August 2025: Exam Results
Students solidify their career plans, deciding whether to go on with further education or find a job. Use this time to increase marketing efforts and reach out to contacts made prior in the year.

September 2025 – November 2025: PEAK MONTHS for Apprenticeship Candidates
A key time for career events and apprenticeship outreach programmes. The AEMT will be hosting its own apprenticeship workshop at the AEMT Conference on the 18^th September. Make sure you streamline your recruitment and onboarding processes to secure top talent quickly.

Career Development and Clear Progression:

Establish transparent career pathways and offer regular professional development opportunities. When apprentices see a clear path for growth, they are more likely to commit to a long-term career within the organisation. Businesses should design programmes that articulate progression routes and include ongoing training and upskilling initiatives.

In-House Training:

Invest in training programmes that address both technical and soft skills. While current AEMT offerings—such as courses on electric motors and rewinding—serve as a foundation, member’s should develop their in-house training to close skills gaps and support career development. Research shows that robust training initiatives can improve retention by up to 58%.

Structured Mentoring:

Implement formal mentoring programmes that pair apprentices with experienced professionals. Consistent mentorship not only provides technical guidance but also builds personal support networks that enhance engagement and loyalty. Evidence indicates that effective mentoring can boost retention by over 30%.

Cultivating a Positive Workplace Culture:

Foster an inclusive, supportive environment where apprentices feel valued. Engaged employees are 63% less likely to leave, and a strong workplace culture directly contributes to improved productivity and customer satisfaction. Businesses should leverage tools such as regular check-ins, recognition programmes, and support services such as the AEMT Advantage 24/7 mental health helpline to nurture a culture of wellbeing.

The Role of AEMT in Supporting Members

AEMT is expanding its training portfolio this year and aims to publish a comprehensive good practice guide covering outreach, recruitment, onboarding, and retention. These new resources are designed to complement the strategies outlined above and help members to implement good practices more effectively.

Conclusion

Improving apprentice retention requires a multifaceted strategy that integrates effective outreach, clear career development, robust in-house training, structured mentoring, and a supportive workplace culture. By drawing on successful case studies and leveraging industry data—such as the fact that 93% of employees are more likely to remain with employers who invest in their development—members can significantly reduce turnover and build a resilient, skilled workforce. AEMT’s commitment to providing new training resources and practical guides underscores its role as a key partner in this journey.