Off-the-Job training: a guide for learners

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For any apprentice starting out, off-the-job training can seem a little confusing. However, you’ll be please to know it’s super straightforward once you know what counts towards it, and how to log it.

First, even though it is called ‘off-the-job’, you don’t need to take time away from your day-to-day job role. Instead, this time is about focusing on honing your new skills, gaining fresh knowledge, and getting you involved in different duties to enhance your behaviours and skill set at work.

Every apprentice must complete a minimum of 6 hours per week of off-the-job training (which amounts to 20% of your working hours if part-time). This can be built up through a wide range of learning and development activities, many of which happen naturally within the workplace anyway.

Think of it as space to grow beyond your daily routines, so you can perform your duties with more confidence, sharper skills, and the ability to make a bigger impact in your organisation.

What is off-the-job (OTJ) training?

• Learning that happens during paid hours, but is separate from routine work
• Focused on gaining new skills, knowledge and behaviours needed for the apprenticeship standard
• Can happen on-site at work, online, or externally. It doesn’t mean leaving the workplace or being absent from work

IMPORTANT: You MUST log OTJ activities on your learning platform, Aptem. This is a condition of your course funding.

Why it matters

• Improves your skills so you can progress into higher roles
• Helps your place of work fill skills gaps quickly
• Incentivises you to stay loyal to your employer
• Brings new ideas and innovation into your business
• Ensures you meet government funding rules

What counts as OTJ training?

Here are common activities that can be logged as OTJ:

• Mentoring and shadowing: observing experienced staff or leaders
• Workshops and teaching sessions: in person or online
• Research and study: reading sector guidance, watching tutorials
• Simulation and role play: practising scenarios before doing them live
• Safeguarding or mandatory training: where it develops new knowledge/skills
• Projects and presentations: developing reports or leading small projects
• Events and networking: attending relevant sector events

What doesn’t count?

• Routine daily job duties
• General staff induction (unless linked to the apprenticeship)
• English & Maths Functional Skills (funded separately)
• End-point assessment itself
• Training outside paid hours without time off in lieu

How to make it work:

• Plan it: agree OTJ hours and activities with your Development Coach and Line Manager so you can build them into your calendar/schedule
• Protect it: treat OTJ time as dedicated learning. Make sure you’re getting the time you need to study
• Record it: log all OTJ hours in Aptem. Capture “naturally occurring” evidence like meeting notes, certificates, or project work

Examples in the care sector:

• Shadowing senior carers during care plan reviews
• Attending safeguarding or dementia awareness workshops
• Simulation exercises for handling medical equipment or emergency response
• Researching new care standards and writing reflective notes
• Leading a small project, such as improving patient handover processes

Ready to support your apprentices?

tend™ can help you design OTJ plans that fit you and your employer, ensuring your success.

Book a call with one of our tend™ experts today!