Keeping the Degree in Degree Apprenticeships

We sat down with James Walker, Director of Degree Apprenticeships at Manchester Met, to explore what these changes mean for employers and learners, and why Level 6 degree apprenticeships are now more important than ever.

James, what’s your reaction to the recent announcement that Level 7 apprenticeship funding will end for those aged 22 and over from January 2026?

It’s not the outcome we were hoping for. The government has been vocal about the need to boost productivity, grow the economy, and address skills gaps in key sectors, and this decision seems at odds with those ambitions. Skills England themselves recognise the growing need for high-level skills, and removing funding for Level 7 apprenticeships, especially for those over 22, risks the ability of employers to upskill and retain experienced staff.

Where does that leave Level 6 degree apprenticeships in this changing landscape?

If anything it makes Level 6 degree apprenticeships more essential. They offer a vital pathway for individuals to earn a full degree while gaining real-world experience. They’re an incredibly important pipeline for developing future talent, bridging the gap between the growing demand employers have for higher-level skills and the government’s emphasis on younger learners and entry-level qualifications.

Degree apprenticeships are boosting economic growth. In our recent ‘Force for Impact’ report 70% of our employer partners reported productivity gains, while 56% of SMEs use them to address skills gaps, particularly in digital and management skills, both essential for productivity and growth.

They also drive social mobility, increasing opportunities for learners from diverse backgrounds by offering a pathway into higher education. 38% of our degree apprentices come from disadvantaged backgrounds, and when we asked alumni if they would have applied for a regular undergraduate degree had they been unsuccessful in applying for a degree apprenticeship, 64% said ‘no’. This is a strong indication that Level 6 degree apprenticeships are reaching individuals who might not have otherwise benefited from higher education.

How are employer partners reacting to the shifts in apprenticeship funding and policy direction?

Our employer partners tell us they were expecting greater flexibility with the upcoming Growth and Skills Levy. Instead, they now find their options narrowing. The recent ‘Skills for All’ report by The St Martin’s Group shows that over half of employers prefer to upskill existing staff to address skills gaps, and that a national skills policy supporting all ages and all qualification levels would be the most beneficial. Despite this, many are now finding it increasingly difficult to access the higher-level training their workforce needs.

Why should Level 6 apprenticeships continue to receive funding alongside lower-level options?

Because that’s where the demand is. According to Skills England, by 2035, occupations requiring higher education are expected to see the most employment growth, and it’s the priority sectors – such as health and social care, science and engineering, and digital and creative – that have the largest demand for these higher-level skills.

The government’s Industrial Strategy, set to be launched at the end of this month, reinforces this message. It highlights the need to build a future-ready workforce to meet the evolving needs of the UK economy, driven by innovation, productivity, and skills development in key sectors.  The message is clear, if we don’t invest in high-level skills now, we’ll struggle to meet future demand.

Level 6 apprenticeships are an ideal bridge for organisations that need degree-level expertise but also want staff with practical work-based skills. Degree apprenticeships lead to the exact same degree awarded through the traditional route, the difference is the method of delivery and the integration of learning with work. Apprentices graduate with the same qualification but with several years of relevant industry experience under their belt. Employers value that immensely.

How is Manchester Met responding to these policy shifts?

As the leading provider of degree apprenticeships, we’re continuing to invest in our Level 6 programmes because we believe they are essential to the national skills agenda. We have new cohorts starting as early as September 2025 in industry skills shortage areas, such as business, HR and management, creative and digital technology, health and social care and science. We’re also actively working with over 700 employer partners to align our offering with their needs. This includes the development of new Level 6 programmes, such as Accounting Finance Manager, and reviewing and redeveloping existing programmes to ensure they are aligned with evolving sector needs.

For those still looking to access Level 7 training, our September and December cohorts will be the final opportunity before funding changes take effect. It’s a last chance for many businesses to upskill key staff in public health nursing, social care, clinical practice, people leadership and digital solutions.

What does the future hold for degree apprenticeships in your view?

I remain optimistic. While we’re navigating some challenging policy changes, the demand from employers and learners is clear. Our Level 6 programmes are part of a growing and evolving offer because we know they are needed. They are critical to delivering the high-level skills the UK economy requires.

For more information on degree apprenticeships at Manchester Met, including September 2025 start dates, or to register interest in the final funded Level 7 cohorts launching in December, please contact our Apprenticeships Team.