Most conversations we have with SMEs about procurement apprenticeships start the same way: an employer knows they need to develop their team but assumes apprenticeships are something for bigger businesses with bigger budgets. That’s changing. Government apprenticeship funding for training 16 to 24-year-olds has shifted considerably this year, and procurement, in particular, is a career that deserves far more attention from young people and the businesses that could employ them.
This isn’t about a limited funding window or a deal that disappears tomorrow. It’s about a genuine, structural change in apprenticeship funding for SMEs, and what that means if you’re thinking about hiring your next apprentice or developing your existing team through a procurement apprenticeship.
Government apprenticeship funding has changed
From 1 August 2026, the government fully funds training and assessment costs for apprentices aged 16 to 24, up to the funding band maximum, for employers who don’t pay the apprenticeship levy. No co-investment, no partial contribution. The apprenticeship training itself is fully covered.
Alongside that, there’s a growing range of payments designed to help SMEs with the practical costs of bringing someone new into the business:
- An additional £1,000 payment for hiring apprentices aged 16 to 18 (or 19 to 24 with an EHCP or care leaver status)
- A new £2,000 hiring payment for SMEs taking on 16 to 24-year-old apprentices from October 2026, for those who joined the business in the last 90 days
- A £3,000 payment for hiring 18 to 24-year-olds who’ve been on Universal Credit for six months or more, from June 2026
Depending on who you take on, that can add up to £6,000 in additional support on top of fully funded apprenticeship training. Exactly what applies depends on the individual apprentice’s circumstances, so it’s worth talking it through properly rather than assuming one figure fits every hire.
What matters most is the direction: the government has put serious investment behind helping young people build careers through apprenticeships, and SMEs are at the heart of that plan.
Procurement careers are one of the UK’s best-kept secrets
Ask a group of school leavers what they want to do, and procurement rarely comes up. Marketing, technology and finance dominate the conversation, and that’s part of what makes procurement careers such an exciting opportunity for the right young person.
Procurement and supply chain professionals in the UK earn an average salary of £56,677, well above the national full-time average. Even at entry level, salaries typically sit between £27,000 and £41,000, while MCIPS-qualified professionals earn around 46.2% more than their peers without the qualification at the same stage. Progress into management and that gap grows considerably further.
It’s also a genuinely varied career. Procurement professionals negotiate contracts, manage supplier relationships, influence sustainability decisions and have a direct impact on a business’s bottom line. It’s commercial, analytical and increasingly strategic, a long way from the outdated perception of procurement as simply “ordering supplies.”
For a 16 to 24-year-old, that combination of strong earning potential, genuine career progression and relatively low public awareness makes procurement a career worth exploring. Completing a CIPS apprenticeship gives young people a head start that many graduates don’t gain until much later.
Some of our own apprentices have come to us after completing university and found the apprenticeship route offered more practical career development.
James Batterley completed a Level 3 Procurement and Supply Apprenticeship after university and describes it this way:
“When I started in my new role, the world of procurement and supply was entirely new to me. The CIPS apprenticeship felt like a safe and supportive way to gain both a recognised qualification and practical experience that I could apply directly to my role. I completed a university degree prior to this, but I have found the procurement and supply apprenticeship with Aspire to be far more useful and directly beneficial to my career.”
For someone earlier in their journey, the appeal is slightly different. Eliza Wright, also on a Level 3 apprenticeship, was drawn to procurement because she’d always been curious about how businesses actually work behind the scenes.
“I’ve always been interested in how businesses operate behind the scenes, particularly how goods and services are sourced, negotiated, and delivered efficiently. The Level 3 Procurement and Supply Assistant apprenticeship gave me the chance to develop both my professional skills and academic understanding at the same time. I would highly recommend this apprenticeship!”
New to hiring an apprentice? We’ll guide you through it
If you’ve never hired an apprentice before, it’s understandable to have questions. Setting up an Apprenticeship Service account, understanding apprenticeship funding rules, and working out what off-the-job training actually looks like can seem complicated. None of that needs to be sorted before you speak to us.
At Aspire, every employer is given a dedicated Skills Coach, and progress reviews are led by a director or Head Of, not a call centre, so if something needs sorting, someone senior enough to resolve it is already involved.
We’ll help you confirm your funding route, identify which government payments apply to your business, and guide you through every stage of onboarding, from your first enquiry through to your apprentice’s first day and beyond.
Whether you’re hiring a new apprentice or developing an existing member of staff through a procurement apprenticeship, we manage the training and administration so you can focus on giving them meaningful work. The impact on your business can be significant, and often much sooner than employers expect.
Manisha Binning began a Level 4 apprenticeship with Aspire while working at Moat Homes Ltd and was promoted to Assistant Procurement Officer during her training.
“Since starting my apprenticeship, I have been able to develop my knowledge of procurement and apply this to my projects at work. As a result, I have been able to make a real positive difference at Moat through the procurement of various projects and was promoted to Assistant Procurement Officer.”
Speak to Aspire about procurement apprenticeships
If you’re an SME considering hiring an apprentice, looking to develop an existing employee through a procurement apprenticeship, or simply want to understand the latest government apprenticeship funding for SMEs, we’d love to help.
We’ll explain what funding is available, which support payments may apply to your business, and guide you through the entire apprenticeship process, from your first enquiry to successful completion.
Call 0808 231 2477 | qualify@cips-training.com | www.cips-training.com
Frequently Asked Questions
Do SMEs pay for apprenticeship training?
No. From August 2026, eligible non-levy employers receive 100% government funding for apprenticeship training and assessment for apprentices aged 16 to 24.
Can existing employees complete a procurement apprenticeship?
Yes. Procurement apprenticeships can be used to upskill existing staff as well as train new recruits.
How much funding can SMEs receive?
Depending on the apprentice’s eligibility, employers may receive up to £6,000 in additional government support alongside fully funded training.
How long does a procurement apprenticeship take?
Most programmes take between 12 and 24 months, depending on the level and the learner’s experience.
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