1. Estimate unused funding
We review your current levy balance, expected inflow, existing commitments, expiry pressure, and transfer options so the funding position is clear.
Levy Leakage & Workforce Skills Review
We estimate unused apprenticeship funding, identify priority skills gaps across your workforce, and show which programmes or units can be funded. The output is a practical route map for HR, L&D, finance, and business leaders.
2. Identify workforce skills gaps
We map priority role groups and capability gaps, including AI leadership, digital, data, compliance, operations, and future leader populations.
3. Show fundable routes
We shortlist full apprenticeships, apprenticeship units, Skills Bootcamps, levy transfer, co-investment, or commercial routes where funding does not fit.
What you get back
- A one-page levy leakage estimate with near-term action points.
- A workforce skills gap map by role group and business priority.
- A funded route matrix showing which programmes or units are worth checking.
- A recommended first cohort with learner numbers, sequencing, and caveats.
- A 30-day action plan for HR, L&D, finance, and procurement.
Typical route map
| Gap type | Likely route to check | Why it fits |
|---|---|---|
| AI strategy and leadership | AI leadership apprenticeship units | Focused capability for leaders who need strategy, governance, procurement, and change skills without a full programme. |
| Data, automation, or technical role pathway | Full apprenticeship standard | Better where the learner needs deep occupational competence, workplace evidence, and formal assessment. |
| Broad digital confidence or reskilling | Skills Bootcamp or internal programme | Useful where a larger population needs a time-bound skills intervention tied to an employer outcome. |
| Supply chain capability | Levy transfer | Relevant when internal demand is not ready but the employer wants funding to strengthen partners or local skills. |
Data needed for the first pass
You do not need a perfect workforce planning data set. The first review works from practical inputs:
- Current apprenticeship service balance and any expiry view available.
- Monthly levy contribution estimate and active training commitments.
- Planned starts or provider conversations already in progress.
- Role groups, headcount, seniority bands, and priority business units.
- Known skills gaps from workforce planning, employee surveys, manager feedback, or transformation plans.