Avoiding Dropouts: How to Support Apprentices from Day One

Hiring apprentices is a smart, strategic way for businesses to build future talent.

Apprenticeships offer a cost-effective route to developing skilled, loyal teams while addressing workforce gaps. But with nearly half of all apprentices in England leaving their programmes early, employers face more than just lost productivity—they lose recruitment costs, onboarding time, and long-term potential.

With each apprentice generating an average of £33,759 in revenue annually, the financial impact of dropouts is substantial. At CT Skills, we've tackled this challenge head-on, achieving a 69% completion rate—17% higher than the national average. In this blog, we explore why apprentices drop out, common hiring mistakes, and practical strategies to improve retention and empower learners to succeed.

Why do dropouts happen?

In 2023-24, 47% of apprentices in England dropped out of their programmes—around 115,000 learners. Despite the large dropout rate throughout England, CT Skills have a 68.9% qualification achievement rate, around 17% higher than the national average.

The reasons are varied, but many stem from a lack of structure and support. Apprentices often enter the workplace with limited experience and high expectations. When those expectations aren't met, or when they feel overwhelmed, disengagement can set in quickly.

Key reasons for early withdrawal include:

• Poor quality or disorganised training
• Lack of time for learning and development
• Minimal feedback or recognition
• Mental health challenges
• Feeling disconnected from the team or role
• Moving jobs/changing companies

These are not just learner issues—they're business risks that can be mitigated with the right approach.

Common business mistakes that lead to dropouts

Many employers unintentionally contribute to dropout risk by overlooking key aspects of the apprentice experience. Common missteps include:

• Unstructured onboarding: Apprentices need clear guidance and orientation to feel confident in their new role.
• Limited feedback: Without regular input, apprentices may feel undervalued or unsure of their progress.
• Overloading too early: Assigning complex tasks without adequate training can lead to stress and disengagement.
• Poor integration: Apprentices who feel like outsiders are less likely to stay.
• Neglecting wellbeing: Failing to check in on emotional and mental health can result in avoidable dropouts.
• Unclear career progression: Apprentices might be eager to find a new job without completing their apprenticeship if their options aren't clear.

These issues are often easy to fix—but only if employers are aware of them and take proactive steps.

Retention and learner success: a business priority

Retention isn't just about keeping apprentices enrolled—it's about helping them thrive. High retention rates lead to stronger teams, a return on both business time and costs, and a more resilient workforce. Apprentices who complete their programmes are more likely to stay with their employer long-term, with 61% remaining employed five years after completion, compared to 56% of graduates.

Businesses that prioritise learner success see improved performance, greater loyalty, and long-term talent development. Successful retention strategies start with a mindset shift: apprentices aren't short-term hires—they're future leaders.

Tips to avoid dropouts

Here are five practical ways businesses can support apprentices and reduce the risk of early withdrawal:

1. Deliver a structured induction: Introduce the team, outline responsibilities, and set expectations clearly.
2. Assign a mentor: A trusted point of contact helps apprentices feel supported and connected.
3. Schedule regular check-ins: Frequent conversations build trust and allow for early intervention.
4. Celebrate progress: Recognising achievements—big or small—boosts morale and motivation.
5. Embed wellbeing into the culture: Encourage openness, provide resources, and create a safe space for support.
6. Highlight career progression opportunities: Show apprentices the potential paths ahead—whether it's further qualifications, promotions, or new roles. When learners understand how their current efforts connect to long-term goals, they're more likely to stay engaged and committed.

These steps don't require major investment—but they do require consistency and intent.

Tips for giving feedback

Feedback is essential for growth, but it must be delivered with care. Apprentices are still building confidence and professional identity, so the way feedback is framed can make or break their experience.

Effective feedback should be:

• Timely: Address issues and successes as they happen.
• Balanced: Mix constructive criticism with positive reinforcement.
• Specific: Focus on behaviours and outcomes, not personality.
• Actionable: Provide clear next steps and support for improvement.
• Supportive: Position feedback as part of development, not judgment.

Managers who take a coaching approach—rather than a directive one—help apprentices feel empowered rather than overwhelmed.

The cost of dropouts to employers

Apprentices contribute significantly to the UK economy, generating £33,759 in revenue per year for their employers. But when apprentices drop out, businesses lose more than just productivity—they lose recruitment costs, onboarding time, and the potential for long-term growth.

With dropout rates around 50%, the financial impact is substantial. Investing in retention strategies is not just good practice—it's good business.

Retention starts with intentional support

Apprenticeship retention is a shared responsibility. Employers who invest in structured onboarding, consistent feedback, and a culture of support see better outcomes—not just for learners, but for their business. Avoiding dropouts isn't about doing more—it's about doing the right things, consistently, from day one.

If your business is looking to improve apprenticeship retention, start by reviewing your onboarding and support processes. Small changes can lead to big results. Whether you're new to apprenticeships or looking to refine your approach, now is the time to invest in your future workforce.

If you're wondering how apprenticeships can benefit your business, visit our recent blog, Upskilling vs. Hiring in the UK — What's the Smarter Move for Employers?

For apprentice success, hire your next apprentice with CT Skills. Contact us to find out how we can improve your apprenticeship retention.