Employer sign-off on behaviours is a chance to strengthen apprenticeships

Recent reform changes in apprenticeships have prompted important conversations across the sector, particularly around the decision for behaviours to be signed off by employers rather than formally assessed through end-point assessment (EPA).

It’s understandable that some employers, providers, and sector professionals have questions or concerns about this shift. Any change to established assessment practices naturally brings a level of uncertainty, especially where there are worries about additional responsibility or consistency of approach.

However, when considered in practice, this reform may present a valuable opportunity to align behavioural assessment more closely with the realities of the workplace and the way employers already support and manage their people.

Enabling employers

Most employers already have established frameworks, processes, and expectations in place to monitor employee performance, professionalism, values, and conduct.

In many ways, the reform is not introducing an entirely new responsibility but instead recognising and formalising the important role employers already play in developing and observing behaviours throughout an apprentice’s journey.

Importantly, this approach also helps to avoid duplication. Apprentices demonstrate behaviours every day through their interactions, communication, teamwork, professionalism, and approach to work.

Enabling employers to confirm these behaviours within the natural working environment allows apprentices to evidence them authentically, rather than trying to recreate them within the constraints of a single assessment event which can feel like high stakes and cause additional stress for the learner.

Within the current EPA model, there can sometimes be challenges in demonstrating certain behaviours consistently or naturally during formal assessment activity. Behaviours are often best evidenced over time and through real workplace practice, where employers can observe how apprentices respond to situations, work with others, and apply themselves in day-to-day responsibilities.

Strong collaboration is essential

Currently in EPA, employers and providers already play a key role in confirming when a learner is gateway ready, including validating that the apprentice has met the required knowledge, skills, and behaviours (KSBs).

The reformed approach follows a similar principle. Employers will continue to work closely with apprentices throughout their programme and, through regular interaction and existing performance management processes, will naturally be able to identify where behaviours are being demonstrated successfully and where further development may be needed.

Although assessment organisations will no longer hold formal responsibility for the assessment of behaviours, they will continue to play a significant role in supporting both providers and employers through the implementation of clear, proportionate, and manageable processes.

Strong collaboration between employers, providers, and assessment organisations will be essential to ensure consistency of approach, maintain confidence in the process, and minimise unnecessary administrative burden across the sector.

Providers are particularly well placed to support this process by capturing behavioural evidence through regular reviews, workplace discussions, progress meetings, and ongoing learner support. These interactions can help provide employers with meaningful insight and evidence to support their final confirmation decisions, rather than creating additional paperwork or unnecessary complexity.

Maintaining quality and integrity in apprenticeships

It is also important to recognise that behaviours are rarely demonstrated in isolation. In most occupational settings, behaviours are intrinsically linked to the application of skills and competence.

For example, within an observation of practice for an early years educator, behaviours such as care, compassion, honesty, trust, and integrity are naturally embedded within professional practice. In many cases, where an apprentice consistently demonstrates the required skills to a high standard, the associated behaviours are also clear.

Employers are best placed to understand the behaviours required to succeed within their organisation and sector. They see apprentices operating in real working environments over an extended period and are invested in developing individuals who will positively contribute to their workforce and wider industry.

The reform therefore offers an opportunity to create a more authentic and collaborative approach to behavioural validation – one that reflects how behaviours are genuinely developed and demonstrated in the workplace.

With the right support, guidance, and partnership across the sector, this approach can strengthen employer engagement while continuing to maintain the quality and integrity of apprenticeship standards.