Government U-Turn on Maths and English Requirements Offers Flexibility and a Chance to Focus on Real Skills

Omni Group Leads the Way in New Apprenticeship Era: How We're Boosting Retention After Functional Skills Shake-Up

As Group Head of Learning and Development at The Omni Group - Omni Facilities Management , I've been heavily involved and closely following the apprenticeship landscape for 14 years. So, when the UK government announced on February 11, 2025, that functional skills in English and maths would now be optional for apprentices aged 19 and over, I knew this was a game-changer. Effective immediately, this policy change removes a significant barrier for adult learners and provides us, as employers, with greater flexibility in designing impactful apprenticeship programmes.

At Omni Group, we see this as a huge opportunity. That's why we swiftly developed a new strategy and policy to align with the updated rules, demonstrating our unwavering commitment to supporting apprentices and driving retention.

Why We Needed This Change: The Functional Skills Debate

Functional skills qualifications in English and maths have been a core component of apprenticeship frameworks, and with good reason, we want our apprentices to have essential literacy and numeracy skills. However, we've also seen firsthand how, for many adult learners, these requirements can be a stumbling block.

The numbers speak for themselves. Apprenticeship achievement rates stood at just 54.6% in 2023, and, anecdotally, we've seen a number of dropouts attributed to the challenges in completing functional skills qualifications. It's been frustrating to watch dedicated apprentices struggle with these requirements, especially when their practical skills and on-the-job performance are outstanding.

That's why I welcome the government’s decision to make functional skills optional for apprentices aged 19+. As former Skills Minister Robert Halfon said,

“We recognise that employers want more flexibility on apprenticeships. By removing unnecessary barriers, we aim to help more skilled workers drive growth while giving adults the chance to up-skill without added pressure.”

I couldn't agree more.

A Boost for Retention and Our Workforce

I believe the removal of mandatory functional skills requirements will have a profound impact on our apprenticeship retention rates at Omni Group. We already know that apprenticeships are a powerful tool for workforce development, and we’ve seen the benefits firsthand.

In sectors like hospitality, a key area for us, apprenticeships have been shown to halve employee turnover rates compared to non-apprentice staff. By reducing dropout rates linked to functional skills challenges, we can further enhance these benefits and build a more stable, skilled workforce.

This change means we now have more freedom to design apprenticeship programmes that focus on the practical skills our apprentices need to excel in their roles.

Omni Group’s Proactive Strategy

We didn't waste any time in adapting to the new rules. At Omni Group, we value learning and development as a cornerstone of our workforce strategy. We moved quickly to develop a comprehensive new strategy and policy framework to align with the updated requirements.

Key Components of Our Strategy:

1. Enhanced Communication: We've prioritised clear communication with our teams, ensuring all employees and apprentices are fully informed about the policy change and what it means for their development. We’ve held team meetings, sent out detailed briefings, and made ourselves available to answer any questions.

2. Collaboration with Training Providers: We’re working closely with our training providers to ensure a seamless implementation of the new rules while maintaining high-quality learning experiences. It's crucial that we all work together to support our apprentices.

3. Retention-Focused Initiatives: We've introduced targeted initiatives aimed at improving retention rates among our apprentices. These include mentoring schemes, tailored learning pathways, and clear progression opportunities within the organisation. We want our apprentices to see a clear career path with us.

As Group Head of Learning and Development at The Omni Group - Omni Facilities Management , I’m incredibly excited about this opportunity. I believe it will help us further our commitment to our employees.

Early feedback from our apprentices has been overwhelmingly positive. Removing functional skills as an obstacle has boosted morale and engagement across teams.

What This Means for Other Employers

While our response at Omni Group sets an example, the implications of this policy change extend far beyond our organisation. Employers across England now have an opportunity to rethink their approach to apprenticeships.

Key Benefits for Employers:

- Increased Accessibility: More adults will feel confident embarking on an apprenticeship without the worry of being held back by functional skills requirements.

- Improved Retention Rates: By reducing dropout rates linked to these qualifications, employers can build more stable workforces.

- Tailored Programmes: We can all design apprenticeship frameworks that align more closely with our specific business needs.

Of course, there will be challenges, particularly for training providers who will need to adapt their delivery models. But, as long as employers and providers work together, apprentices will receive high-quality training even as frameworks evolve.

he Future of Apprenticeships in the UK

This policy shift comes at a pivotal moment for UK apprenticeships. With economic recovery still underway, investing in workforce development has never been more important. By removing barriers like functional skills requirements, we can align with the government’s goals of addressing skills shortages and fostering social mobility.

Looking ahead, I believe this reform could pave the way for further innovations in apprenticeship delivery. By focusing on practical skills development and progression pathways, we can help create a more agile workforce capable of meeting future challenges.

As I see it, this isn’t just about removing obstacles, it’s about creating opportunities. By embracing this change proactively, we can ensure that apprenticeships remain a vital tool for both individual career growth and organisational success.

Call to Action

The UK government’s decision to make functional skills optional marks a new chapter for apprenticeships, one defined by flexibility, accessibility, and opportunity. At Omni Facilities Management Ltd, we see this change as a chance to lead by example.

I urge other employers to embrace the new flexibility and invest in apprenticeships as a key component of their workforce strategy. Invest in communication, collaborate with training providers, and focus on retention-focused strategies that empower apprentices to thrive.

With these steps in place, the future of apprenticeships looks brighter than ever—a win-win for businesses and learners alike. Let's work together to make it happen.

If you want to know how to create your strategy and policy around this change, then please reach out to me directly and I will be happy to assist you and help you to get this put in place and make this change a smiles approach.

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