FMJ Facilities Management magazine providing industry-specific intelligence to FM and property professionals
THE HR DIRECTOR’S VIEW
LUCY HAYES,
HR DIRECTOR, Q3 SERVICES
The government’s decision to scrap funding for postgraduate apprenticeships while increasing support for younger people aged 16-21 presents a troubling conflict for the FM sector. I absolutely support enhanced training opportunities for young people, but cutting Level 7 apprenticeship funding for those over 22 will create significant barriers that could prove catastrophic for career progression.
The reality is that FM doesn’t always follow traditional career paths. People don’t typically choose FM; FM chooses them. Non-traditional routes into the sector are common, which makes this age-focused approach particularly problematic. Many of our future leaders are currently in middle management positions, having gained valuable experience over several years, and are now ready to progress through Level 7 qualifications. These individuals represent the natural succession pipeline into senior FM roles.
The financial implications are stark. A Level 7 HR apprenticeship costs £19,000, while finance apprenticeships can reach £21,000. Most businesses simply cannot absorb these costs, particularly SMEs that lack the cashflow to invest in employee development. This creates a situation where motivated professionals are forced to choose between career advancement and financial viability.
What’s particularly concerning is the impact on disadvantaged groups. Apprenticeships have always provided an excellent pathway for those who cannot afford university education to access higher-level qualifications while earning. These changes risk creating a two-tier system where only those with personal financial means can progress beyond Level 5 qualifications after age 22. The timing issue adds urgency to this problem. Current understanding suggests that anyone starting before December will receive full funding for the course duration but miss that deadline and the opportunity disappears. This has created a scramble within organisations that already have succession plans and development programmes in place.
There are alternatives, of course. A CIPD qualification through private providers costs around £5,000-£7,000, significantly less than the apprenticeship route, and student loans remain available. However, these options still represent additional costs that wouldn’t have existed under the previous system.
The broader question is whether we’re shooting ourselves in the foot regarding talent retention and attraction. The FM sector already faces challenges in attracting quality candidates. When businesses – particularly SMEs – cannot offer funded progression routes to ambitious employees, how do we expect to compete for talent? The risk is that we’ll see an exodus of capable people to sectors that can offer better development opportunities.
Level 7 apprenticeships serve a specific purpose: they’re designed for experienced professionals who can immediately apply their learning in real workplace situations. Expecting a 22-year-old without significant experience to gain the same value from these qualifications is unrealistic. The apprenticeship model works precisely because it combines academic learning with practical application over time. While supporting young people is crucial, we cannot afford to abandon the career progression of experienced professionals who represent our sector’s future leadership. A more balanced approach, perhaps extending the age limit to 35, would better serve both individual careers and the sector’s long-term sustainability.
The FM sector is already grappling with succession planning challenges. This funding cut threatens to exacerbate these issues at precisely the wrong time.
