Find and tell stories and inform the public.
Apprentices learn to find, research and produce journalistic content across print, broadcast, online and social media platforms. The programme covers media law (defamation, contempt, privacy and copyright), the codes of practice set by bodies such as IPSO and Ofcom, interviewing techniques, data extraction, and audience analytics. Apprentices also develop practical skills in recording, editing and publishing across multiple formats, including audio, video and podcasts, while building and maintaining a network of verified contacts and sources.
A typical week involves pitching and researching stories, conducting interviews by phone, in person or at press conferences, and filing copy to deadline. Apprentices monitor social media for leads, verify user-generated content, and use analytics tools to assess how content is performing. Depending on the employer, they may also shoot and edit short video clips, record audio packages or produce live reports from the field. Work often involves shift patterns and can require coverage at short notice.
Completing this apprenticeship opens roles as a reporter, digital journalist, multimedia reporter or social media producer. From there, progression typically leads to senior reporter, producer, editor or specialist correspondent positions. Employers span local and regional news publishers, national newspapers and magazines, broadcast organisations, digital-native news outlets, and in-house communications teams across the public and private sectors. Journalists who specialise early in areas such as data, sport, politics or technology tend to find clearer routes into senior editorial roles.
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Completers typically move into staff reporter or junior journalist positions at regional and national outlets. Common job titles include Reporter, Digital Journalist, Multimedia Reporter, Social Media Producer, and Data Journalist. Some join in-house communications teams at larger organisations. The specific role depends on the medium worked in during the apprenticeship, whether broadcast, print, digital, or social, but the qualification is recognised across all of them.
Within three to five years, journalists commonly advance to Senior Reporter, News Editor, or Section Editor roles. Those who develop a specialism, in data journalism, investigative reporting, or a particular subject beat such as politics, crime, or technology, can build careers as specialist correspondents. The leadership track leads toward Deputy Editor and Editor positions. In broadcast, progression might run from Reporter to Producer to Series Editor. Some journalists move laterally into content strategy, audience development, or communications roles at public bodies and larger organisations.
Regional and local newspapers, national titles, commercial broadcasters, and the BBC all hire at this level. Digital-only publishers, magazine groups, and podcast producers are an increasing source of demand. Public sector organisations, charities, and larger businesses employ journalists in press office and communications functions. The mix is predominantly private sector, though public broadcasters and local government communications teams represent a consistent portion of the market. Most hiring is across England, with concentrations in London, Manchester, and major regional cities.
Throughout the apprenticeship, the learner works in a journalism role and builds competence across the knowledge, skills and behaviours set out in the standard. These cover areas including media law, editorial judgement, source verification, multimedia production and audience analytics. Before final assessment, the employer and training provider confirm the apprentice has reached the required level, a point commonly called the gateway. Final assessment then determines whether the apprentice can perform the role to the standard expected of a competent journalist. Assessment models for many standards are being updated as part of current reforms, so check the standard's gov.uk page for the current specification.
Building a strong body of evidence throughout the programme is more effective than trying to reconstruct it later. Apprentices should keep records of the journalistic work they produce, decisions they make under deadline pressure, legal and ethical considerations they have applied, and feedback received from senior colleagues. Working closely with both the employer and the training provider to track progress against the standard's requirements means there are no surprises when the gateway conversation happens.
Look for providers with an achievement rate above 65% on their FATP profile, ideally higher given the relatively short 14-month duration. Strong providers will have a clear track record placing completers in reporter or multimedia roles across recognisable media organisations. For this standard, the curriculum should cover media law in practical depth, not just as a tick-box module, and apprentices should be working with current content management systems, analytics platforms and audio-visual editing tools used across broadcast, digital and print. Employer satisfaction scores above 80% and apprentice reviews that mention real deadline pressure and live output are encouraging signs.
Be cautious if a provider cannot show that media law, including defamation, contempt and reporting restrictions, is taught with realistic case studies rather than theory alone. Vague answers about how shorthand is assessed, or whether it is assessed at all, suggest gaps given some employers still require it. Providers with large cohorts but falling achievement rates warrant scrutiny, as does any curriculum that leans heavily on print without covering audience analytics, social media verification or multimedia production. If alumni are hard to trace in actual journalism roles, that matters.
There are no nationally mandated entry requirements set in the apprenticeship standard itself, so employers set their own criteria. In practice, most employers look for a good standard of written English, curiosity, and some evidence of interest in journalism, whether through work experience, student media, or a portfolio. Apprentices must be employed for the duration of the programme and work at least 30 hours per week. Check with individual training providers about any specific academic entry requirements they apply.
The typical duration is 14 months, though the actual length depends on the apprentice's starting point and the employer's programme design. Apprentices remain in paid employment throughout and complete off-the-job learning alongside their normal duties. The exact proportion of time spent on off-the-job training is subject to ongoing revision under current government reforms, so check the latest specification on the Institute for Apprenticeships and Technical Education page on gov.uk before planning a programme.
Before taking the end-point assessment, apprentices must pass through gateway, where the employer and training provider confirm the apprentice has developed the required knowledge, skills, and behaviours. Assessment models for many Level 5 standards are being updated as part of current Skills England reforms, so the precise end-point assessment methods may change. For the current assessment plan, including any portfolio, interview, or practical components, refer to the official standard page on gov.uk.
The funding band for this standard is £13,000, which is the maximum that can be drawn from the apprenticeship funding system. Larger employers with a levy account use levy funds directly. SMEs without a levy account pay 5% of the training cost, with the government covering the remaining 95%. If the apprentice is aged 16 to 18 and the employer has fewer than 50 staff, training is fully funded by the government. Wages are paid by the employer and are separate from training costs.
Day-to-day work involves researching and verifying stories, interviewing sources by phone, in person, or at press events, and producing content to tight deadlines for whichever platform the employer operates, whether print, broadcast, online, or social media. Apprentices monitor social media for leads, use audience analytics to shape their output, and must apply legal and ethical standards consistently, including defamation law and the relevant regulatory codes. Shift work and unsociable hours are common, and work can take place across multiple locations.
Completers typically move into roles such as reporter, digital journalist, multimedia reporter, or social media producer. With experience, progression routes include senior reporter, editor, or specialist correspondent in areas such as data journalism, politics, sport, or technology. Some go on to study for a postgraduate qualification in journalism or a related subject. Others move across media formats, for example from print to broadcast, or into communications and public relations, where editorial skills are directly transferable.
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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: 670.
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.