L3Apprenticeship13874 approved providers

The Level 3 Hospitality Supervisor, and the 74 providers delivering it.

Supervising staff and activities within hospitality businesses including bars, cafes, conference centres, restaurants and hotels.

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About this apprenticeship

What this apprenticeship covers

Apprentices develop the skills to lead a team and manage day-to-day operations across hospitality settings. The training covers supervising front-of-house or back-of-house staff, maintaining service standards, handling customer concerns, and supporting business performance. Apprentices also learn how to manage resources, contribute to staff briefings and training, and take responsibility for their section or shift. The standard applies across a range of environments including food and beverage service, accommodation, and events.

Day-to-day responsibilities

On a typical shift, a hospitality supervisor might brief the team before service, allocate tasks, monitor pace and quality during a busy period, and step in to resolve issues as they arise. They liaise with kitchen or management staff, handle customer feedback on the spot, and ensure licensing, hygiene, and safety requirements are met. Supervisors often take responsibility for opening or closing procedures, till reconciliation, and completing handover notes for the next shift.

Career outlook

Completing this apprenticeship opens routes into roles such as restaurant manager, bar manager, front office supervisor, events coordinator, or duty manager. Many completers progress into full management positions within two to three years, particularly in hotel groups, pub chains, contract catering, and independent restaurants. Employers across the hospitality sector actively recruit at supervisor level as a pipeline for site and general management roles, making this a recognised step on the career ladder rather than a standalone qualification.

Top providers by achievement rate

View the full Hospitality Supervisor provider ranking

Official 2024/25 achievement rates for Hospitality Supervisor, published by the Department for Education. Learner numbers shown - providers with fewer than 30 leavers are listed separately. The DfE rounds achievement and leaver counts to the nearest 10, so a rate marked * is approximate and the true figure may be lower. How this table works

#	Provider	Achievement rate	Pass rate	Learners
1	Inspiro Learning	61.5%+11.1	100%	70
2	HIT Training	57.6%+7.2	87.2%	330
3	Umbrella Training	55.8%+5.4	100%	50
4	Performance Learning Group	53.1%+2.7	89.5%	30
5	Remit Training	51.5%+1.1	84.7%	100
-	National average for this standard(2,140 leavers nationally)	50.4%
6	Lifetime	46.8%-3.6	99.2%	1400
–	Kendal College few learners	87.5%	100%	10
–	Middlesbrough College few learners	83.3%	100%	10
–	Truro & Penwith College few learners	71.4%	100%	10
–	North Lancs Training Group few learners	68.8%	100%	20
–	Htp Apprenticeship College Ltd few learners	41.7%	100%	10

Contains public sector information licensed under the Open Government Licence v3.0. Source: Department for Education, apprenticeship national achievement rate tables, 2024/25. Rankings are compiled by FATP and are not endorsed by the DfE. Providers with DfE-suppressed data (very few learners) are not shown.

Career outcomes

Roles after completion

Completing this standard typically leads to first-line supervisory roles such as Restaurant Supervisor, Bar Supervisor, Front of House Supervisor, Conference and Events Coordinator, or Shift Leader. In hotel environments, graduates often step into Duty Manager or Rooms Supervisor positions. These roles carry direct responsibility for a team during a service or shift, including briefing staff, managing stock, handling complaints, and maintaining standards.

Progression paths

Within three to five years, many supervisors move into Assistant Manager or Deputy Manager roles, taking on broader operational responsibility across a venue or department. From there, two distinct tracks tend to emerge: a general management route leading to Restaurant Manager, Bar Manager, or Hotel Operations Manager, and a specialist route focusing on areas such as events management, food and beverage operations, or guest experience. Senior positions such as General Manager or Area Operations Manager are realistic longer-term targets for those who continue to develop.

Where these roles sit

Hospitality supervisors are employed across a wide range of settings in the UK, including independent restaurants, pub and bar groups, hotel chains, contract catering companies, and venue and events operators. Both private-sector businesses and public-sector contract caterers recruit at this level. Employer size ranges from single-site independents to large multi-site operators, meaning there are opportunities across the country rather than being concentrated in any one region or city.

How it's assessed

How the apprenticeship is assessed

Throughout the apprenticeship, learning takes place in a real hospitality workplace, with the apprentice building competence in supervising staff and day-to-day operations across settings such as bars, restaurants, hotels, or conference venues. Before final assessment, a readiness check (the gateway) confirms the apprentice and employer agree the required knowledge, skills, and behaviours are in place. Final assessment then independently verifies that the apprentice can perform at the level expected of a hospitality supervisor. Assessment models across many standards are currently being updated, so check the standard's gov.uk page for the current specification.

What learners need to prepare

Gathering evidence of real supervisory work throughout the apprenticeship is far more effective than trying to reconstruct it at the end. This means keeping records of situations where you led a team, handled a service challenge, or managed an operational task, noting what you did and what the outcome was. Regular review points with your employer and training provider help identify any gaps early, giving time to address them before the gateway. Starting those conversations and records from day one makes the final stages considerably less pressured.

Choosing a provider

What good looks like

Look for providers with an achievement rate above 65% on their FATP profile, ideally above 75%, given the relatively short 12-month programme leaves little room to recover struggling apprentices. Employer satisfaction scores above 80% matter here because supervisor-level learning depends heavily on real workplace coaching, not just off-the-job sessions. Check that the provider has experience delivering across the specific hospitality setting relevant to you, whether that is food and beverage service, front office, or events, since the supervisory skills differ meaningfully between contexts. Learner reviews mentioning practical scenario work and people management tasks are a positive sign.

Red flags to watch for

Be cautious of providers running very large cohorts across multiple sectors if they cannot demonstrate hospitality-specific tutors or assessors. A high volume of enrolments paired with a declining achievement rate often signals overstretched delivery. Providers who are vague about how they structure on-the-job assessment visits, or who cannot explain how they support apprentices through the end-point assessment, are worth probing further. If the provider cannot point to apprentices who have moved into supervisory or management roles after completing, that is a gap worth questioning.

Questions to ask before you commit

What hospitality settings have your recent apprentices come from, and do you have experience with our type of operation?
How many on-programme visits or touchpoints will my apprentice receive from their assessor during the 12 months?
How do you prepare apprentices for the end-point assessment, specifically the observation of practice and the professional discussion?
What is your current achievement rate for this standard, and how has it trended over the last two years?
Can we speak to an employer you currently work with in a similar business?
How do you handle an apprentice who is struggling with managing a team for the first time?
Which qualifications or industry experience do your hospitality tutors and assessors hold?

Common questions

What are the entry requirements for the Hospitality Supervisor apprenticeship?

There are no nationally set entry requirements for this standard, so employers set their own criteria. Most will expect some previous experience working in hospitality, whether in a bar, café, restaurant, hotel, or similar setting. The apprentice must be in a genuine supervisory or supervisory-development role throughout the programme. Providers may also assess English and maths levels at enrolment, since apprentices need to meet minimum standards in both before completing.

How long does the Hospitality Supervisor apprenticeship take, and how is the learning structured?

The typical duration is 12 months, though the actual length depends on the employer, the training provider, and the pace at which the apprentice develops. Apprentices are employed throughout and apply their learning directly in the workplace. A portion of contracted hours must be spent on off-the-job training. The exact percentage is subject to ongoing reform under Skills England, so check the current specification on the Institute for Apprenticeships and Technical Education website at gov.uk for up-to-date figures.

How is the Hospitality Supervisor apprenticeship assessed?

Before taking the end-point assessment, an apprentice must pass through a gateway stage, demonstrating the required knowledge, skills, and behaviours to their employer and training provider. Assessment models are being updated as part of wider reforms, so the specific methods in use may have changed. The current assessment plan, including any practical observation, professional discussion, or portfolio requirements, is published on the gov.uk apprenticeship standard page for reference 138.

How does an employer pay for this apprenticeship, and what does it cost?

The funding band for this standard is £4,000, which is the maximum government contribution toward training and assessment costs. Levy-paying employers (those with a payroll above £3 million) draw funding from their digital apprenticeship service account. Smaller employers co-invest, typically contributing 5% of training costs with government covering the rest. Employers with fewer than 50 staff who take on an apprentice aged 16 to 18 pay nothing toward training costs.

What does a Hospitality Supervisor actually do day to day?

The role centres on supervising front-line staff and ensuring service runs smoothly across areas such as food and beverage, reception, or events. Typical responsibilities include briefing and directing team members, managing bookings or table plans, handling customer complaints, monitoring stock, supporting staff training, and stepping in where needed during busy periods. The specific duties depend on the setting, whether that is a hotel, restaurant, bar, café, or conference centre.

What can a Hospitality Supervisor apprentice progress to after completing this qualification?

Completing this apprenticeship at Level 3 positions someone well to move into a management role. Natural next steps include the Hospitality Manager apprenticeship at Level 4, or management qualifications offered by bodies such as the Institute of Hospitality. Within the business, progression might lead to roles like deputy manager, operations manager, or department head. Some employers put completers straight onto internal management development programmes, particularly in larger hotel or restaurant groups.

74 approved providers

Providers with a published achievement rate for this standard first, highest rate at the top. Providers without a published rate for this standard follow.

Kendal College

88%10 learners

Kendal College is a further education college based in Kendal, on the edge of the Lake District Nati...