Information for Employers

Develop new talent and build a skilled workforce...

One of the most effective ways of boosting your marketing activities is by expanding your team. Digital Marketing apprenticeships are a great way for employers to nurture their own talent or expand their team by recruiting a new apprentice.

Apprenticeships follow a structured work-based training programme and are a high-impact and cost-effective way to grow and enhance your business.


86% of employers said apprenticeships helped them develop skills relevant to their organisation with 78% saying apprenticeships helped them improve productivity and the quality of their product or service.

86% of employers said apprenticeships helped them develop the skills relevant to their organisation...

Interested in taking on an apprentice for your organisation?

What are apprenticeships?

Our Digital and Marketing apprentices combine a practical and work-related approach to learning. Each apprenticeship follows an EFSA approved study programme gaining a nationally recognised qualification from Level 2 (comparable to five GCSEs) up to Level 4 (similar to a foundation degree).

Apprentices deliver fresh, new ideas to help a business grow and develop in the right direction.

Why choose Digital Marketing Mentor?

Following rigorous assessment and appraisal we are approved by the ESFA to deliver Digital Marketing apprenticeship standards to both Levy and Non-levy paying employers. We offer tailored support to both you and your apprentice to help develop and grow your business.

What do we offer above the competition?

As an employer-focused training organisation our team places significant importance on gaining a comprehensive understanding of your business needs and its objectives, to ensure that we place your apprentice on the right apprenticeship course for your business. 

An essential element of the service we provide is to match each apprentice and their employer with an expert mentor. We believe that our hand-picked mentors who come from senior positions in industry-based backgrounds, offer a substantial advantage in supporting your apprentice.

Within our team we have Quality Directors with more than 25 years’ experience who know the complex financial, legal, quality and compliance landscape for apprenticeships 

Funding your programme...

The government Apprenticeship Levy makes apprenticeship funding accessible to all employers in England regardless of size or revenue. The apprenticeship levy is made up of funds paid in by businesses based on their annual wage bill – however, not all employers will need to pay into the levy. 


The National Apprenticeship Service part of the Education and Skills Funding Agency (EFSA) is responsible for Apprenticeships in England. They provide a dedicated service to employers, offering free, impartial advice and support to those looking to recruit apprentices for the first time or expand their Apprenticeship programme.

An Apprenticeship is not a qualification in itself, but a number of separately certified qualifications and courses known as a Framework.

Apprenticeships combine practical and theoretical skills, and they are designed to help employees reach a high level of competency and performance.

Frameworks are available as Intermediate Level Apprenticeships (Level 2, broadly equivalent to five good GCSE passes)

Advanced Level Apprenticeships (Level 3, broadly equivalent to two A Levels) Higher Apprenticeships (Level 4-7, equivalent to a foundation degree, a bachelor’s degree and even a master’s degree in some sectors).

The duration of an Apprenticeship depends on the framework being followed and the ability of the individual apprentice.

Our Digital Marketing apprenticeships take between 12 to 18 months to complete. Allow up to 3-months at the end of the programme for the apprentice to go through their End Point Assessment (EPA).

End-point assessment (EPA) is the way in which apprentices are assessed at the end of their programme. Their work and competence are assessed at the end of their learning, against ‘apprenticeship standards’ established by groups of employers, educators and sector organisations. An independent end-point assessment organisation (EPAO) must be involved in the EPA of each apprentice, so that all apprentices following the same standard are assessed consistently.

An apprenticeship assessment plan focuses on the knowledge, skills and behaviours that an apprentice will have learned during their training – their KSB. The KSB’s can be evaluated by a variety of assessment activities including examinations, assignments, interviews or observations at work. The assessment plan for each particular apprenticeship standard makes clear which methods need to be used during assessment.

The EPAO must be chosen by the employer and be an organisation that sits on the Register of End Point Assessment Organisations that is listed to deliver EPA in the apprenticeship standard being taken by their apprentice. Digital Marketing Mentor will advise you on the correct EPAO for the standard.

Unless stated otherwise by the assessment plan, employers cannot select an apprentice’s training organisation to be the EPAO.

All apprentices must be employed, have a contract of employment like other employees. Ideally, a salary should be offered which reflects the job role, location and the skills and experience of the candidate.

The current national minimum wage for an apprentice in the first year of an apprenticeship is £4.30 per hour. (From 1 April 2022, this will be £4.81 per hour). The apprenticeship wage is reviewed every April.

Apprentices aged 19 or over who have completed at least one year of their apprenticeship are entitled to the national minimum wage.

Apprenticeship funding is available from the Government through the Skills Funding Agency and is paid directly to the training organisation. The Government funds Apprenticeship training in full for 16-18-year olds. Training for Apprenticeships for those over 19 is part funded, with employers expected to make a contribution. The funding band allocated to individual standards includes the cost of end-point assessment as well as the cost of the training.

Employers can spend their funds on their own apprenticeship training and assessment costs, or they can transfer them to another employer. If funds are not used, they expire. The Government expires funds otherwise levy-paying employers would accrue very large balances, with the potential to create financial commitments that Government has not planned to meet. The oldest funds remaining in an account will expire each month on a ‘first-in, first-out basis’. Employers can also use the ‘estimate my apprenticeship funding’ tool in their apprenticeship service account to estimate how much their organisation will have available to spend on apprenticeships, and what funds are expected to expire each month, based on their current and planned activity.

Apprentices must spend at least 20% of their time on off-the-job training, Off-the-job training is delivered by a training provider during your apprentice’s normal working hours. This training will teach your apprentice the knowledge, skills and behaviours set out in the apprenticeship standard so they can achieve occupational competence. It is up to the employer and training provider to decide how the off-the-job training is delivered. It may include regular day release, block release and special training days or workshops. It must be directly relevant to the apprenticeship standard and can be delivered at the apprentice’s normal place of work as long as it is not part of their normal working duties. It can cover practical training such as shadowing, mentoring, industry visits and attending competitions. ‘On-the-job’ training will be delivered by you, as the employer. You’ll need to give your apprentice training and supervision to help them perform the job you’ve hired them for.

On-the-job training helps an apprentice develop the specific skills for the workplace and they should be supported by a workplace mentor.

Apprentices can start work as young as 16 and apprenticeships are generally for a minimum of 30 hours per week. The Working Time Regulations 1998 state that young workers should not work more than eight hours a day and 40 hours a week.

Essentially, an apprentice is subject to the same conditions as any other employer when it comes to leaving their role. If they wish to leave the apprenticeship, they’ll need to give notice. However, if the apprentice is employed under an apprenticeship agreement, they will not have to pay back any money for training.