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L3Apprenticeship4032 approved providers
The Level 3 Learning mentor, and the 2 providers delivering it.
Supporting learners of all ages, and all levels, to develop within a new work role.
About this apprenticeship
What this apprenticeship covers
The focus is on supporting individuals who are new to a work role, helping them build the knowledge, skills, and confidence needed to perform effectively. Apprentices learn how to identify a learner's development needs, plan and deliver one-to-one or group mentoring sessions, and monitor progress over time. They also develop skills in giving constructive feedback, keeping accurate records, and working within safeguarding and organisational policies. The training applies across sectors, so mentors may support learners in education, healthcare, retail, or any other workplace setting.
Day-to-day responsibilities
A learning mentor typically spends their week meeting with assigned learners to discuss progress, identify blockers, and agree next steps. They prepare session plans, take notes on outcomes, and update progress records. They may liaise with line managers, training coordinators, or assessors to ensure the learner's development stays on track. Where a learner is struggling, the mentor identifies appropriate support or refers them to specialist services. Much of the role involves active listening, questioning, and structured conversation rather than formal teaching.
Career outlook
Completing this standard opens routes into senior mentoring roles, learning and development coordination, or apprenticeship delivery. Common job titles include learning and development coordinator, training officer, workplace coach, or assessor. Employers across almost every sector use learning mentors, including NHS trusts, local authorities, large retailers, and training providers. Those who move into education settings may go on to complete further qualifications such as a Level 3 Award in Education and Training, stepping toward a full teaching or assessing role.
2 approved providers
Sorted by achievement rate.
Achievement Training
Achievement Training Limited (ATL) is a private training organisation based in Plymouth city centre,...
All Dimension
All Dimension Ltd is a UK apprenticeship and training provider based in Sidcup, Kent, delivering pro...
Career outcomes
Roles after completion
Completing this standard typically leads to positions such as Learning Mentor, Workplace Mentor, or Induction Mentor, supporting new starters or apprentices within an organisation. Some completers move into Training Coordinator roles, particularly where they take on responsibility for organising and tracking mentoring activity across a team or department rather than working solely one-to-one with individual learners.
Progression paths
With three to five years of experience, mentors often move into Learning and Development Coordinator or L&D Advisor roles, taking broader responsibility for workforce development programmes. Those who prefer working closely with people rather than systems can progress toward Senior Mentor or Mentoring Lead positions. Longer term, the natural trajectory includes L&D Manager, Training Manager, or People Development Business Partner, with some specialists moving into coaching qualifications and working across multiple organisations.
Where these roles sit
This standard is sector-neutral by design, so hiring happens across a wide range of industries. Large private sector employers with structured onboarding programmes, such as logistics, financial services, manufacturing, and retail, regularly use this standard. Public sector organisations including NHS trusts, local authorities, and further education colleges also hire at this level. Smaller employers that run apprenticeship programmes often develop an existing employee into a mentoring role rather than recruiting externally.
How it's assessed
How the apprenticeship is assessed
Throughout the programme, the apprentice builds knowledge, skills and behaviours while working in a real mentoring role, supporting learners to develop in a work context. Before final assessment, the employer and training provider confirm the apprentice is ready, a stage commonly called the gateway. The apprentice must demonstrate genuine competence in mentoring practice, not just theoretical knowledge, before completing. Assessment models for many standards are currently being updated as part of wider apprenticeship reform, so check the standard's gov.uk page for the current specification before enrolling.
What learners need to prepare
The strongest preparation is building a record of real workplace evidence from the start of the programme, not the final weeks. This means keeping notes on mentoring sessions, tracking how supported learners have progressed, and reflecting on approaches that worked and those that did not. Working closely with both the employer and the training provider throughout, rather than treating assessment as a separate event at the end, makes the gateway review a confirmation of existing practice rather than a last-minute scramble.
Choosing a provider
What good looks like
Look for providers with an achievement rate above 65% on their FATP profile, and check whether their employer and apprentice satisfaction scores are both above 70%. For this standard, the most important signal is direct experience placing and supporting mentors across a range of settings, not just schools. Ask whether the provider works with employers in further education, workplace learning, or community contexts, since the standard covers learners of all ages and levels. Learner reviews that mention practical mentoring skills, constructive feedback from coaches, and clear progress reviews are a stronger signal than generic praise.
Red flags to watch for
Be cautious of providers with large cohort numbers but a declining or borderline achievement rate, particularly if reviews mention poor contact from assessors or inconsistent off-the-job support. A provider who cannot describe how they support apprentices in non-school settings may be defaulting to a single-sector interpretation of a broad standard. Vague answers about how mentoring competency is assessed, or an inability to point to apprentices who have moved into sustained mentoring roles, suggest shallow delivery.
Questions to ask before you commit
- What settings do your current apprentices work in, and do you have experience supporting mentors outside of schools?
- How do you assess mentoring skills in practice, rather than through written assignments alone?
- What does off-the-job training look like across the 12 months, and how is it structured?
- Can you show us your current achievement rate for this standard and explain any variation from the national average?
- How do assessors stay in regular contact with apprentices, and what is the typical frequency of reviews?
- What happens if an apprentice's workplace does not provide enough breadth of mentoring experience?
- Do you have reviews from apprentices or employers we can read before signing an agreement?
Common questions
What are the entry requirements for the Learning Mentor apprenticeship?
There are no nationally set entry requirements for this standard, so employers set their own criteria. Candidates are typically employed in a role where they support others to develop skills and confidence at work. Apprentices must have or be working towards level 2 English and maths before they complete the programme. Check with individual training providers about any specific academic or experience requirements they expect before enrolment.
How long does the Learning Mentor apprenticeship take and how is it structured?
The typical duration is 12 months, though this can vary depending on the apprentice's prior learning and how quickly they progress. Apprentices remain employed throughout and apply their learning directly in their day-to-day role. A portion of working time is dedicated to off-the-job training, but the exact percentage is subject to current government reforms. Check the current specification on gov.uk for up-to-date requirements on time commitment.
How is the Learning Mentor apprenticeship assessed?
Before the end-point assessment, apprentices must pass through a gateway, at which point the employer, training provider, and apprentice confirm the required knowledge, skills, and behaviours have been demonstrated. Assessment models for many standards are currently being updated under Skills England reforms, so the specific assessment methods may change. Always check the latest version of the standard on gov.uk to confirm what the end-point assessment involves before choosing a provider.
How does an employer pay for the Learning Mentor apprenticeship?
The funding band for this standard is £5,000, which is the maximum that can be drawn from the apprenticeship levy or government co-investment. Levy-paying employers use funds from their digital apprenticeship service account. Non-levy employers typically pay 5% of the training cost, with the government covering the rest. If you employ fewer than 50 people and take on an apprentice aged 16 to 18, the government pays the full training cost.
What does a Learning Mentor apprentice do day to day?
A learning mentor works alongside colleagues who are new to a role or developing specific skills, helping them build confidence and competence. Typical tasks include one-to-one check-ins, identifying barriers to learning, providing practical guidance, and keeping records of progress. The role sits across many sectors, including healthcare, retail, logistics, and public services. The apprentice is not a teacher or line manager but acts as a structured source of support within the workplace.
What can a Learning Mentor apprentice do after completing the programme?
Completing this apprenticeship opens routes into more senior mentoring or coaching roles, learning and development coordination, or training delivery. Some employers use it as a stepping stone toward roles in HR or workforce development. Apprentices may choose to pursue further qualifications such as a level 3 or 5 award in coaching and mentoring, or a related level 5 apprenticeship. The skills gained are transferable across sectors, so career options are not limited to a single industry.
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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: 403.
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.