Apprenticeship myths in engineering and infrastructure are preventing talented people from pursuing valuable career paths. Here’s what you actually need to know.

Apprenticeships are growing across UK engineering and infrastructure sectors, yet apprenticeship myths and outdated assumptions still hold people back.

Candidates worry they’re not qualified enough or that apprenticeships won’t lead anywhere.

Employers fear the investment won’t pay off.

This guide tackles the most common apprenticeship myths with evidence, not sales talk, to help you make informed decisions about apprenticeships.

Apprenticeship Myth: You Need Perfect Grades to Get an Apprenticeship

Many candidates assume apprenticeships are only for straight-A students, particularly when they see competitive programmes at big-name employers.

The reality is more flexible than that.

Entry requirements vary significantly. Some apprenticeships don’t require any formal qualifications, whilst others may ask for GCSEs or A-levels. Apprenticeships range from Level 2 (GCSE equivalent) up to Level 7 (master’s equivalent), so you can start at a level that matches your current education.

Requirements differ by programme, and employers offering apprenticeships are looking for potential and willingness to learn, not necessarily a loaded CV.

Apprenticeship Myth: Apprenticeships Are Only for School Leavers

This assumption persists because apprenticeships were traditionally associated with teenagers entering the workforce.

Many people still believe only 16 to 18-year-olds can become apprentices.

There’s no upper age limit.

You can start an apprenticeship at 18, 28, or 48, as long as you’re 16 or over.

Nearly half (48%) of apprenticeship starters in 2022/23 were aged 25 or over.

Apprenticeships work for career changers, people returning to work, and anyone looking to reskill in engineering or infrastructure roles.

Age isn’t the barrier people think it is.

Apprenticeship Myth: Apprenticeships Are Low Paid and Lead Nowhere

The apprentice minimum wage is lower than the standard minimum wage, which fuels the perception that these roles are poorly paid with limited progression.

All apprentices must be paid at least the legal minimum (£5 to £7 per hour depending on age), but many employers pay more.

The average salary for a degree apprentice is around £23,000 a year.

More importantly, apprenticeships lead to real jobs.

92% of apprentices stay in employment after finishing, and 75% stay with the same employer that trained them.

Far from a dead end, apprenticeships provide structured progression.

Starting wages may be lower, but you’re earning whilst learning with no tuition fees, and your salary typically increases as you gain skills and qualifications.

Apprenticeship Myth: University Is Always the Better Route

University has long been viewed as the default prestigious path, so people assume it leads to better career outcomes.

Parents and teachers often reinforce this view.

Apprenticeships can be just as valuable.

You can earn a full degree through an apprenticeship whilst gaining work experience and avoiding student debt.

A degree earned through an apprenticeship is exactly the same as one earned via full-time university.

You get the same certificate, graduation ceremony, and letters after your name.

Degree apprenticeships are particularly strong in engineering.

In 2024/25, 29% of all apprenticeship starts were in engineering and technology subjects.

By the time you qualify, you’ll have both a degree and three to four years of industry experience, which puts you ahead of many graduates entering the job market.

Different route, same destination.

Apprenticeship Myth: Apprenticeships Are Not Respected

An outdated stigma persists that apprenticeships are somehow inferior to traditional academic routes, leading candidates to worry employers won’t value their qualifications.

Today’s apprenticeships are highly respected.

They result in nationally recognised qualifications, including degrees, and are backed by top employers across engineering, infrastructure, nuclear, and renewables.

Prestigious companies run sought-after apprenticeship schemes.

It’s reportedly tougher to get into the Rolls-Royce engineering apprenticeship programme than into Oxford or Cambridge.

Many senior leaders began as apprentices.

Andy Palmer, for example, started as a 16-year-old engineering apprentice and eventually became CEO of Aston Martin.

Employers increasingly recognise the value of apprenticeship experience.

You finish with qualifications and the kind of hands-on knowledge that can’t be taught in a lecture hall.

Apprenticeship Myth: Apprentices Only Do Boring Jobs

Outdated stereotypes suggest apprentices are cheap labour doing menial tasks like making tea and filing.

This undermines the real work apprentices contribute.

Apprentices are real employees doing real work.

They contribute to actual projects from day one, not just odd jobs.

Apprentices are paid employees who add value from the start. In one example, apprentices at a property firm carry out inspections themselves, performing the same tasks as qualified staff.

Everyone makes tea occasionally, but apprentices are learning genuine skills and taking on meaningful responsibilities that build towards their qualification.

Employer Concerns: If We Train Them, They’ll Leave

Some employers fear that after investing in apprenticeship training, the apprentice will take those skills elsewhere, leaving the company with nothing to show for the investment.

Most apprentices stay.

Roughly 75% of apprentices remain with the same company upon completing their apprenticeship.

Investing in development tends to build loyalty rather than encourage departure.

Good training, clear progression pathways, and supportive workplace culture improve retention significantly.

Apprentices who feel valued and see a future with your organisation are far more likely to stay than those hired externally.

Employer Concerns: It Takes Too Long to See Results

Employers sometimes worry apprenticeships take several years before delivering value, making it feel like a long wait for return on investment.

Apprentices start contributing well before they qualify.

With the right support, many employers see a return on investment within the first few months, not only after the apprentice finishes their training.

A degree apprenticeship might take four years, but you end up with a fully qualified employee who has several years of experience in your systems, culture, and projects.

That’s a head start university graduates don’t have.

The overall timeline is comparable to traditional routes, except your apprentice is productive throughout, not studying full-time elsewhere.

Next Steps

For candidates: If you’re considering an apprenticeship in engineering, power, renewables, nuclear, or infrastructure, speak to a specialist recruiter who understands the market. We can help you explore opportunities that match your skills and ambitions.

For employers: If you’re thinking about starting an apprenticeship programme or refining your current approach, let’s discuss how to design roles that work for your business and attract the right candidates.

Apprenticeships aren’t perfect for everyone, but they’re far more accessible, respected, and effective than many people realise.

Don’t let apprenticeship myths make the decision for you.