The Level 3 Learning And Development Practitioner, and the 45 providers delivering it.
Identifying, creating and delivering appropriate training needs.
About this apprenticeship
What this apprenticeship covers
At level 3, a Learning and Development Practitioner focuses on identifying training needs within an organisation, designing appropriate learning interventions, and delivering them to staff. The apprentice develops skills in needs analysis, instructional design, facilitation, and evaluation of learning outcomes. They learn to work with line managers and subject matter experts to understand skill gaps, select suitable delivery methods, and assess whether training has had the intended effect on performance.
Day-to-day responsibilities
Week to week, an apprentice in this role might be conducting training needs analyses with managers, preparing learning materials such as slide decks, workbooks, or e-learning content, and delivering face-to-face or virtual training sessions. They are likely to maintain training records, gather feedback from learners, and support the administration of learning management systems. Coordinating logistics for training events and reporting on completion data are also typical tasks.
Career outlook
Completing this apprenticeship opens routes into roles such as L&D Coordinator, Training Officer, or junior L&D Advisor. With experience, practitioners often progress to L&D Business Partner or L&D Manager positions. Employers span almost every sector: large corporate organisations, public sector bodies such as the NHS or local authorities, professional services firms, and retailers with significant workforce development needs. The apprenticeship provides a grounding that aligns with professional membership of the Chartered Institute of Personnel and Development.
45 approved providers
Sorted by achievement rate.
Apprenticeships at Salford City College form part of the Salford City College Group and provide appr...
Professional Development Training is a Birmingham-based management development and coaching provider...
City College Plymouth is a further education college offering a wide range of apprenticeship and voc...
TRS Training is a specialist apprenticeship and skills provider focused on the road haulage, logisti...
Achievement Training Limited (ATL) is a private training organisation based in Plymouth city centre,...
HTP Apprenticeship College is a specialist vocational training provider offering apprenticeship and ...
Smart Training & Recruitment is a UK apprenticeship and training provider offering sector-focused pr...
Learnmore is a female-founded, UK-wide training provider established in 2012 to develop skills and t...
Pier Training (Pier Technology Limited trading as Pier Training) is a UK apprenticeship and commerci...
Straight A Training is an independent, nationwide apprenticeship training provider that has been del...
North Lancs Training Group (NLTG) is an independent training provider offering apprenticeships and w...
Realise is a longstanding work-based learning and training provider that has been delivering trainin...
MBKB is an Ofsted Outstanding training provider delivering apprenticeships and professional programm...
Stoke on Trent College is the largest provider of further education in Stoke and North Staffordshire...
Penshaw View provides apprenticeship training and wider workforce development services designed to h...
WELL Training is a UK-based people development provider established in 2010 that delivers state-of-t...
Yorkshire Training Partnership is an independent, not‑for‑profit training provider established in 20...
Logistica Training is a UK-based training provider offering apprenticeships and short courses design...
Career outcomes
Roles after completion
Completers typically move into Learning and Development Coordinator, Training Coordinator, or L&D Administrator roles. Some step into junior Instructional Designer positions, particularly where the apprenticeship involved creating e-learning or blended content. Others take on Training Facilitator roles, leading structured programmes for teams across an organisation. Where the employer is large enough to have a tiered L&D function, completers often formalise their position within that team rather than moving on.
Progression paths
Within three to five years, many practitioners move into L&D Advisor or L&D Specialist roles, taking greater ownership of needs analysis, programme design, and supplier management. Those with a preference for people management typically progress toward L&D Manager or Training Manager positions. The deeper specialist track leads toward roles such as Instructional Designer, Talent Development Specialist, or Organisational Development Consultant, often supported by further qualifications such as a CIPD Level 5 or the Level 5 L&D Consultant/Business Partner apprenticeship.
Where these roles sit
L&D Practitioner roles exist across a wide range of sectors. Large retailers, NHS trusts, local authorities, financial services firms, and logistics companies all run internal training functions that hire at this level. Professional services and technology businesses tend to favour practitioners who can build digital learning content. Smaller organisations may have a single-person L&D function, giving completers broad exposure. Both public and private sector employers recruit at this level.
How it's assessed
How the apprenticeship is assessed
Learning happens alongside employment, with the apprentice applying their practice in a real workplace context throughout. Before moving to final assessment, the apprentice and employer must confirm readiness, a stage commonly referred to as the gateway, where evidence of the required knowledge, skills and behaviours is reviewed. Final assessment then confirms whether the apprentice can competently identify training needs, design learning solutions, and deliver and evaluate them effectively. Assessment models across many standards are currently being updated as part of wider reforms, so check the standard's gov.uk page for the current specification before committing to a provider.
What learners need to prepare
Building evidence of real workplace activity from early in the apprenticeship makes the final stages considerably less stressful. Apprentices should keep records of training needs analyses they have conducted, learning solutions they have designed or delivered, and any evaluation work they have carried out, rather than trying to reconstruct this at the end. Working closely with both the employer and training provider to understand what good evidence looks like, and reviewing progress regularly against the standard's knowledge, skills and behaviours, keeps readiness on track throughout.
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 above 80%. For this standard specifically, the quality of the teaching team matters: tutors should have direct experience working in L&D or HR, not just generic business training backgrounds. Providers who run regular practice observations, portfolio clinics, and mock training delivery sessions give apprentices the chance to build practical facilitation skills rather than just covering theory. Check that the provider works with employers of a similar size and sector to yours.
Red flags to watch for
Be cautious of providers with high enrolment numbers but a flat or declining achievement rate, as this standard has a practical end-point assessment that includes a real training delivery observation. Vague answers about how off-the-job hours are structured, or programmes that rely heavily on self-directed e-learning with little tutor contact, are worth probing. If a provider cannot describe how they support apprentices in building a portfolio of genuine workplace L&D activity, that is a problem, because the assessment depends on it.
Questions to ask before you commit
- What is your current achievement rate for this standard, and how has it changed over the last two years?
- How do your tutors keep their own L&D knowledge current, and what experience do they have as practitioners?
- How do you support apprentices in designing and delivering real training as part of their programme, rather than simulated exercises only?
- What does off-the-job training look like week to week, and how much of it involves live practice rather than coursework?
- Can you share examples of the kinds of training needs analysis or delivery projects past apprentices have completed?
- Which regions do you cover, and would my apprentice have face-to-face contact with a tutor?
Common questions
What are the entry requirements for the Learning and Development Practitioner apprenticeship?
There are no nationally set entry qualifications, so employers decide their own criteria. Most look for candidates with good literacy and numeracy, often evidenced by GCSEs at grade 4 or above in English and maths. Apprentices who do not already hold this level of English and maths will need to achieve it during the programme. The role suits people who enjoy working with others and have an interest in how people learn and develop.
How long does the apprenticeship take and how does learning fit around work?
The typical duration is 18 months, though individual timelines can vary. Apprentices are employed throughout and apply their learning directly in the workplace. A portion of contracted hours must be dedicated to off-the-job learning, though the precise requirement is subject to ongoing reform under Skills England. Check the current apprenticeship standard on gov.uk for the latest specification before planning a programme.
How is the apprenticeship assessed?
Apprentices must reach the gateway before moving to end-point assessment. At gateway, the employer and training provider confirm the apprentice has demonstrated the knowledge, skills and behaviours set out in the standard. The end-point assessment typically involves a portfolio of evidence and a professional discussion or similar activity. Assessment models are being updated for some standards, so verify the current requirements on the gov.uk standard page before enrolment.
How does an employer pay for this apprenticeship?
The funding band for this standard is £6,000, which is the maximum that can be drawn from apprenticeship funding. Levy-paying employers use funds from their digital apprenticeship service account. Smaller employers who do not pay the levy contribute 5% of training costs, with the government paying the remaining 95%. If you are an employer with fewer than 50 staff taking on an apprentice aged 16 to 18, the government covers the full training cost.
What does a Learning and Development Practitioner actually do day to day?
The role centres on identifying training needs within an organisation, designing appropriate learning content, and delivering training to individuals or groups. Day-to-day work might include running workshops, producing e-learning materials, supporting onboarding programmes, evaluating whether training has had the intended impact, and advising managers on development options for their teams. The mix of design and delivery work varies depending on the size and structure of the employer's L&D function.
What can an apprentice progress to after completing this apprenticeship?
Completing this apprenticeship positions someone to move into more senior L&D roles, such as Learning and Development Consultant or Business Partner. The Level 5 Learning and Development Consultant Business Partner apprenticeship is a natural next step for those wanting to take on strategic responsibility. Some apprentices also pursue professional membership with the Chartered Institute of Personnel and Development (CIPD), which aligns closely with the knowledge covered in this standard.
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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: 326.
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.