The Growth and Skills Levy: A Game-Changer for SMEs Investing in Technical Skills

The UK’s Apprenticeship Levy has been a major part of workforce training policy since 2017, designed to encourage businesses to invest in skills development. But for many SMEs—particularly those in tech and digital—it often felt like a missed opportunity.

Now, with the introduction of the Growth and Skills Levy in 2025, the system is being reformed to offer greater flexibility, broader training options, and a fairer system for small businesses.

These changes present a real opportunity for SMEs to invest in the technical capability of their existing teams—closing skills gaps, future-proofing their workforce, and strengthening their competitive edge.

This article breaks down the history of the Apprenticeship Levy, the upcoming changes, and what SMEs can do now to prepare.

Why Was the Apprenticeship Levy Introduced?

By the mid-2010s, it was clear that the UK’s skills system wasn’t keeping up with industry needs. Employers across multiple sectors—particularly in tech—were struggling to find people with the right skills, and traditional education routes weren’t producing enough work-ready talent.

In response, the Apprenticeship Levy was introduced in 2017. The idea was simple: large employers (with payrolls over £3m) would contribute 0.5% of their wage bill into a fund that could be used for apprenticeship training. Smaller businesses could access 95% government funding for apprenticeship training through a co-investment model.

The goal was twofold:

1. Increase investment in training – ensuring businesses took responsibility for skills development.
2. Improve the quality of apprenticeships – moving towards employer-led standards to ensure training aligned with real workplace needs.

A key part of this shift was the development of new apprenticeship standards, which I worked on through my involvement with the Tech Partnership. This collaboration brought together employers to design high-quality, industry-relevant apprenticeship standards in areas like software development, cyber security, and data analytics.

These new apprenticeships were a big step forward—but the rigid structure of the levy meant that many businesses struggled to use their funds effectively.

Where Did the Apprenticeship Levy Fall Short?

Although the levy was well-intentioned, many employers—particularly SMEs—found it frustrating.

1. Inflexibility

Levy funds could only be spent on traditional apprenticeships, which typically last 12+ months. While apprenticeships are valuable, they’re not always the right solution for fast-moving industries like tech, where businesses often need short, intensive training to keep up with evolving trends.

2. Bureaucratic Barriers

For SMEs, the process of accessing funding was complex and time-consuming. Many small businesses, without dedicated HR or training teams, simply didn’t have the resources to navigate the system.

3. Unused Funds Expiring

Levy-paying employers had 24 months to use their funds, after which unspent money was absorbed back into the general government budget. Many businesses found it difficult to allocate their full funding within this timeframe, resulting in billions of pounds in unused funds.

For SMEs, the system often felt more like an additional tax than a genuine incentive for training.

What’s Changing in 2025? Introducing the Growth and Skills Levy

Recognising these challenges, the government announced in 2024 that the Apprenticeship Levy would be replaced by the Growth and Skills Levy—a more flexible system designed to better support businesses of all sizes.

Here’s what’s changing:

1. More Flexibility in Training Options

One of the most significant reforms is that businesses will no longer be restricted to apprenticeship-only training. Instead, levy funds can now be used for:
✅ Short, targeted training – e.g., coding bootcamps, cyber security crash courses, AI upskilling.
✅ Technical certifications – e.g., AWS, Microsoft, Google Cloud, Agile Project Management.
✅ Upskilling existing employees – training your current team instead of hiring new apprentices.
✅ Leadership and management training – equipping staff with the skills to grow into senior roles.

This is a major win for SMEs, particularly in tech, where keeping pace with innovation is critical.

2. Easier Access for SMEs

For small businesses, the 95% government funding model will remain, but the process will be simplified to reduce bureaucracy. This means:
✔ Less paperwork – making it easier for SMEs to apply.
✔ More flexibility – allowing businesses to choose the type of training that best fits their needs.
✔ Faster access – meaning businesses can train employees when they need to, rather than waiting for slow approval processes.

If you’ve ever found the current system too complicated or time-consuming, this update is designed to remove those barriers.

3. Support for High-Growth Industries

The new levy will prioritise investment in skills for high-growth sectors, including:
🔹 AI & Machine Learning – ensuring businesses can develop in-house expertise.
🔹 Cybersecurity – protecting SMEs from increasing digital threats.
🔹 Software Development – keeping tech teams skilled in modern frameworks.
🔹 Data Analytics – helping businesses make smarter, data-driven decisions.

For SMEs, this means funding will actively support the technical skills needed to remain competitive in the digital economy.

How SMEs Can Prepare for the Growth and Skills Levy

With these changes coming into effect in April 2025, now is the time for SMEs to start preparing.

1. Identify Your Training Needs

Assess your current workforce—where are the biggest skills gaps? Do you need more expertise in cloud computing? AI? Data security?

2. Engage in Consultations

The government is still finalising the details of the new system. SMEs should participate in industry consultations to ensure their voices are heard.

3. Explore Training Providers

Not all training providers will be created equal. Look for those offering high-impact, flexible training in areas relevant to your business.

4. Plan Your Training Budget

Understand how much funding you can access and plan accordingly. Under the new system, SMEs will still need to contribute 5% towards training costs.

5. Communicate with Your Team

Help your employees understand the upcoming opportunities. By fostering a culture of continuous learning, you can motivate and retain top talent.

Final Thoughts: Why This Matters for SMEs

The Growth and Skills Levy represents a significant shift in how businesses can invest in their teams.

For SMEs—particularly in tech and digital—it offers a real opportunity to build technical capability without the usual barriers.

Instead of struggling to recruit in a competitive jobs market, SMEs can now develop in-house expertise, future-proof their workforce, and stay ahead of industry trends.

This isn’t just about apprenticeships anymore—it’s about equipping your team with the right skills, at the right time, in the right way.

Now is the time to start planning and positioning your business to make the most of these changes.

How do you see this working for your business? What skills would you invest in first?