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L3Apprenticeship1696 approved providers
The Level 3 Chef De Partie, and the 6 providers delivering it.
A chef in charge of a particular area of production in a restaurant.
About this apprenticeship
What this apprenticeship covers
Apprentices learn to prepare, cook and finish complex dishes while taking ownership of a specific kitchen section, which might be pastry, larder, fish, sauce or vegetables. The training covers advanced preparation techniques across meat, fish, game, vegetable proteins, sauces, soups, pastry and desserts. Alongside the practical cookery skills, apprentices develop the supervisory knowledge needed to organise a small team, manage food safety and hygiene records, control waste and yield, and contribute to menu development under senior chefs.
Day-to-day responsibilities
On a typical shift, the apprentice runs their kitchen section from mise en place through to service, ensuring dishes leave the pass on time and to the correct standard. They brief and direct junior team members, check incoming deliveries, monitor ingredient storage, and maintain food safety records. Between services they may work with the sous chef or head chef on menu updates, cost control or new dish development. Communication with front of house staff and, in some settings, direct contact with customers or suppliers is part of the role.
Career outlook
Completing this apprenticeship confirms competence at section chef level, the point where many kitchen careers begin to accelerate. Common next steps include senior chef de partie, sous chef, or specialist roles in pastry or larder. Employers across the sector hire at this level, including independent restaurants, hotel groups, contract caterers, healthcare providers, military catering services and cruise lines. Those who progress into sous chef or head chef positions typically take on broader menu responsibility and full brigade management within a few years of completion.
6 approved providers
Sorted by achievement rate.
Activate Learning
Employer: 4.0
Activate Learning is a UK education group that delivers apprenticeships and vocational training thro...
City College Plymouth
City College Plymouth is a further education college offering a wide range of apprenticeship and voc...
Cheshire College – South & West
Employer: 2.0
Cheshire College – South & West offers apprenticeship and further education opportunities across its...
AKG Learning
Employer: 3.0
AKG (UK) Learning Limited, trading as AKG Learning, is part of the wider AKG UK group, which focuses...
The City of Liverpool College
Employer: 4.0
The City of Liverpool College is a leading education provider for around 12,000 students aged 16 and...
Chef Benson-Smith Training Academy
Employer: 4.0
Chef Benson-Smith Training Academy, based at Dean Clough Mills in Halifax, is a government-approved ...
Career outcomes
Roles after completion
Completing this apprenticeship typically leads to a Chef de Partie or Section Chef position, with responsibility for running a designated kitchen section, whether that is pastry, larder, fish, sauce or vegetables. In smaller kitchens, that can mean working independently across a section; in larger brigades, it means supervising a small team of commis and demi-chefs while contributing to service delivery and menu development alongside the sous chef.
Progression paths
After two to three years as a Chef de Partie, the natural step is Sous Chef, taking on broader oversight of the kitchen operation, staff management and ordering. From there, the leadership track leads to Head Chef and, in time, Executive Chef or Head of Catering. Alternatively, those who develop a strong specialism, particularly in pastry or butchery, can move into dedicated Pastry Chef or Larder Chef roles, building deep technical expertise rather than general management responsibility. Some experienced chefs move into food development or training and quality roles.
Where these roles sit
Demand for this level of chef spans a wide range of UK employers. Hotels, independent and group restaurants, and pub-restaurant operations are the most common employers. Beyond that, contract catering companies operating in hospitals, care homes, schools and corporate settings regularly recruit at this level, as do military establishments, private members' clubs, cruise lines and airline catering units. Both the private and public sectors hire at Chef de Partie level, and roles exist across all regions of the UK.
How it's assessed
How the apprenticeship is assessed
Throughout the apprenticeship, learning takes place in a real kitchen environment, with off-the-job training delivered alongside day-to-day work. Before final assessment, the apprentice must pass a readiness check, commonly called the gateway, where the employer and training provider confirm the apprentice has met the standard's requirements. Final assessment then confirms the apprentice can independently perform the full role, covering practical cooking skills, section management, food safety, and team supervision. Assessment models for many hospitality standards are currently being updated under ongoing reforms, so check the standard's gov.uk page for the current specification.
What learners need to prepare
Building a strong body of workplace evidence from early in the programme matters more than rushing to gather it at the end. Apprentices should record examples of complex dish preparation, section management decisions, briefing and coaching team members, and food safety practices as they happen. Regular review meetings with the employer and training provider help identify any gaps in knowledge, skills, or behaviours well before the gateway. Keeping clear, dated records throughout makes it straightforward to demonstrate competence when it counts.
Choosing a provider
What good looks like
Look for providers with an achievement rate above 65% on their FATP profile, and check whether employer and apprentice satisfaction scores are both strong, not just one. For this standard, practical kitchen time is non-negotiable: a good provider should be able to describe how and where apprentices practise skills such as butchery, fish preparation, sauce-making and pastry work, ideally in a functioning training kitchen or through structured workplace delivery. Check that training covers allergen management, yield control and section leadership, not just cooking technique. Reviews mentioning real menu development activities are a positive sign.
Red flags to watch for
Be cautious if a provider has high learner numbers but a falling achievement rate, since kitchen apprenticeships with unsociable hours have real dropout risk and providers need active retention strategies to manage this. Vague answers about off-the-job delivery, or a programme that leans entirely on workplace observation without any structured skills teaching, should prompt concern. If a provider cannot explain how they assess section management and team briefing alongside cooking technique, they may be treating this as a basic chef qualification rather than a supervisory one.
Questions to ask before you commit
- What does off-the-job training look like in practice, and how is it structured around shift patterns?
- How do you cover the supervisory elements of the standard, such as directing a small team, briefing and coaching, and managing section performance?
- What practical facilities do you use for teaching advanced preparation methods, including butchery, fish work and pastry?
- How do you keep content current with food trends and menu development, given that seasonality and provenance are part of the standard?
- What is your achievement rate for this specific standard, and how has it changed over the past two years?
- How do you support apprentices who work in smaller kitchens where they may be the only person in their section?
- Can you connect us with employers who have put apprentices through this programme so we can hear about their experience?
Common questions
What entry requirements does an employer or learner need to meet to start this apprenticeship?
There are no nationally mandated academic entry requirements set within the standard itself. Employers typically look for candidates who have some kitchen experience, often at commis or demi chef level, and a genuine interest in working across a specific kitchen section. Apprentices must be employed in a relevant role throughout. If English and maths qualifications are not already held at the required level, these must be achieved before the end-point assessment.
How long does the apprenticeship last and how does the time commitment work?
The typical duration listed for this standard is 18 months, though actual time depends on the individual's prior experience and employer context. Apprentices remain employed throughout, applying their learning on the job each day. A proportion of working time must be dedicated to off-the-job training, though the exact requirement is subject to current government reforms. Check the current specification on the Institute for Apprenticeships and Technical Education pages on gov.uk for up-to-date figures.
How is the apprenticeship assessed and what is the end-point assessment?
Before moving to end-point assessment, the apprentice must pass through a gateway, at which point the employer and training provider confirm the apprentice has developed the knowledge, skills and behaviours set out in the standard. Assessment models for many standards are being reviewed under current reforms, so the precise methods, such as practical observation, professional discussion or a portfolio, may change. The current assessment plan is available on gov.uk. Throughout, the apprentice must demonstrate competence running a kitchen section, supervising team members and meeting food safety standards.
How does funding work for employers taking on a Chef de Partie apprentice?
The funding band for this standard is £10,000, which is the maximum government contribution toward training costs. Large employers paying the apprenticeship levy use their levy account to fund training. Smaller employers who do not pay the levy co-invest alongside government, contributing a percentage of the training cost. Employers with fewer than 50 staff taking on an apprentice aged 16 to 18 pay nothing toward training costs. Funding does not cover the apprentice's wage, which the employer pays in full.
What does a Chef de Partie apprentice actually do at work each day?
Day-to-day work centres on running a specific kitchen section, which might be pastry, larder, fish, sauce, butchery or vegetables. The apprentice prepares and cooks complex dishes to the standard required for service, manages incoming deliveries and correct storage, monitors food quality and hygiene, and supervises junior team members within their section. They also contribute to menu development discussions with the sous chef or head chef and are responsible for minimising waste while maintaining yield and food safety records.
What can a Chef de Partie apprentice progress to after completing this standard?
Completing this standard opens a clear route toward sous chef and, in time, head chef or executive chef positions. Some apprentices move into specialist roles such as pastry chef or larder chef at a higher level within larger brigades. Further qualifications and apprenticeships exist at higher levels within the hospitality sector. Employers in hotels, cruise ships, contract catering, healthcare and military establishments all recruit at sous chef level, so career progression is not limited to a single type of venue.
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Curated by Alex Lockey, FATP founder and editor. Last reviewed: .
Sources include the apprenticeship's official specification on apprenticeships.gov.uk, Skills England guidance, IfATE archive records, DWP funding bands, and provider data sourced directly from the public Apprenticeship Provider and Assessment Register (APAR). Standard reference: 169.
Some sections on this page were drafted with AI assistance from published source data and reviewed by a human editor before publication. See our editorial methodology for how we maintain this content. Spotted something out of date? Tell us.