When considering apprenticeships, employers often either don’t know what off-the-job training is or are apprehensive about giving apprentices 6 hours of their time a week away from their normal work tasks. Many employers associate it with time away from productive tasks, assuming it’s a drain on resources rather than an investment.
However, when implemented strategically, off-the-job training can enhance employee skills, boost morale, and ultimately improve business performance. In fact, 86% of UK employers say apprenticeships help develop relevant skills, and 78% report improved productivity as a direct result.
What Is Off-The-Job Training?
Off-the-job training refers to structured learning that takes place outside of an apprentice’s normal day-to-day responsibilities. Under government guidelines, a minimum of 6 hours per week of an apprentice’s working hours must be dedicated to off-the-job training, although this does vary per course. This includes both formal study time and naturally occurring learning activities.
Off-The-Job Training (OTJ) is any learning activity away from the day-to-day responsibilities of the apprentice’s job. Apprentices are shown how to log OTJ training activities during their introduction and induction, and progress is reviewed every 12 weeks.
Examples of OTJ Training Activities
- Workplace employer induction
- Trainer Assessor teaching 1:1 sessions and coaching
- Workshops – group interactive teaching sessions
- Coursework, assignments, portfolio evidence
- Trainer Assessor planned activities
- Reading and research activities
- Self-study activities
- Work-based projects
- Department visits/shadowing
- Appraisal and supervisions
- Workplace mentoring sessions
- Conferences and meetings
Four Key Tests for OTJ Training Activities
To qualify as off-the-job training, the activity must:
- Teach new knowledge, skills, and behaviours
- Be directly relevant to the apprenticeship standard
- Take place during the apprentice’s normal working hours
- Exclude English and Maths up to Level 2
Why Are Employers Apprehensive?
One of the most common concerns is how much time an apprentice will be away from their role. However, aside from the weekly allocated study time, most off-the-job training is integrated into the working day through tasks like shadowing, project work, or attending internal workshops. It’s not about removing apprentices from the business—it’s about enhancing their contribution. 96% of employers with apprentices report at least one business benefit, and 69% say apprenticeships improve staff retention.
How to Make It Work for Your Business
- Identify What Counts as Off-the-Job Training
Off-the-job training can include: - Online learning modules
- Industry webinars or events
- Mentoring and coaching sessions
- Project-based learning
- Reflective journals and self-assessments
- Simplifying Compliance
Compliance doesn’t have to be complicated. Many everyday activities qualify as OTJ training. Shadowing a colleague, attending an internal workshop, or completing an online module all count. The key is accurate tracking and reflection.
Digital platforms make logging hours simple, and working with the team at CT Skills ensures your training plan meets government requirements without unnecessary admin.
Common OTJ Training Myths
Myth 1: Apprentices spend a lot of time away from their daily tasks
Reality: Off-the-job training doesn’t mean removing apprentices from the business. Most activities are integrated into the working day, such as shadowing, project work, or attending internal workshops. The minimum requirement is 6 hours per week, not full days away.
Myth 2: All OTJ training takes place in a classroom
Reality: OTJ training includes a wide range of activities beyond classroom learning—such as workplace mentoring, department visits, self-study, reading and research, and work-based projects. It’s flexible and often happens on-site.
Myth 3: OTJ training can be done in the apprentice’s own time
Reality: Government guidelines state OTJ training must take place during normal working hours. It cannot be done outside of work time or as homework—it’s part of the paid apprenticeship commitment.
Myth 4: Apprentices have to go to college
Reality: While some apprenticeships include college-based learning, many OTJ training activities happen in the workplace or online. Examples include Trainer Assessor-led sessions, workshops, and digital modules.
Myth 5: OTJ training is 20% of the apprentice’s working hours
Reality: The current requirement is a minimum of 6 hours per week, which varies by apprenticeship. It’s often split between provider-led training and work-based activities, making it manageable for employers.
Tips to Maximise Impact
- Speak to the team at CT Skills: They can help tailor training plans to your business needs and ensure compliance.
- Match tasks with learning goals: Align training activities with development plans.
- Create a culture of learning: Celebrate milestones and encourage peer learning.
Off-the-job training doesn’t have to be a burden—it can be a strategic advantage. By understanding what qualifies, integrating it into daily operations, and seeking expert guidance, businesses can unlock the full potential of their apprentices. With 703,110 people participating in apprenticeships in England in 2024/25 and achievement rates rising to over 60%, it’s clear that structured training is driving success.
Contact CT Skills for support getting the most out of your apprentices and their off-the-job training time.