No, you don’t! Any thermal insulation contractor can train an apprentice through the Level 2 or Level 3 Apprenticeship—as long as 51% or more of the apprentice’s work takes place in England.

While TICA members benefit from perks like no enrolment fee and free accommodation bookings for apprentices, non-members can still access the programme at a reasonable cost, with flexible payment options available.

None! There are no formal qualification requirements to apply for the Level 2 Apprenticeship.

Apprentices must be able to understand, speak, read, and write in English well enough to engage with the course, but they don’t need to already hold GCSEs or Functional Skills qualifications to enrol.

If an apprentice hasn’t achieved:

• Functional Skills Level 1 or

• GCSE Grade 1/G or above in maths and/or English,

they will work towards these qualifications during their apprenticeship. TICA supports this with:

• Face-to-face lessons at TICA House

• One-to-one support if needed

• Online tasks and resources between visits

By their final training visit, they must have passed Level 1 maths and/or English to progress to Gateway.

For the Level 3 Apprenticeship, learners must pass Level 2 maths and English to reach Gateway. If they haven’t yet, they’ll work toward it while on-programme.

In exceptional cases, where strong evidence shows that English and/or maths is a barrier but not affecting their KSB progress, an exemption may be granted by the End Point Assessment organisation.

For most new starters in the thermal insulation industry, the Level 2 Apprenticeship Standard is the right place to begin.

This standard was recently reviewed in partnership with employers and the Institute for Apprenticeships and Technical Education (IfATE) to ensure it reflects the core skills required. As long as the apprentice completes the Level 2 and remains working in the industry for a total of 4 years, they will receive their indentures and Blue Skilled Worker Card.

If the apprentice is ready to take on more advanced skills—such as complex insulation techniques, metal fabrication, or team leadership—then progressing onto the Level 3 Apprenticeship may be the right next step.

Completion of the Level 3 Apprenticeship can lead to either a Gold Advanced Craft Card or a Gold Supervisor Card, depending on the path taken.

TICA will help guide both you and your apprentice to the most suitable route.

Apprentices will develop a broad and valuable skill set—not just what’s needed for their current role, but what’s needed for a long-term career in thermal insulation.

The Apprenticeship is funded by the government and subject to strict audits on both quality and content. That means apprentices are trained to a nationally recognised standard that ensures they’re:

• Competent across a range of insulation materials and techniques

• Prepared for different project types

• Equipped with transferable skills that support future progression—whether that’s a promotion, working on more varied jobs, or even starting their own business

While your apprentice may only use certain techniques day-to-day, their training ensures they have a complete “tool kit” of knowledge, skills, and behaviours to thrive across the industry.

As the issuing body for the TICA Skill Card, TICA ensures that Apprenticeship training is aligned with other industry routeways and meets the benchmark for skilled worker status.

Training an apprentice is more affordable than many employers think—especially for TICA members.

If you’re a TICA member, there’s:

• No enrolment fee

• Free accommodation (for English-funded apprentices)

• Free breakfast for apprentices during block release training at TICA House
  The only costs you’ll need to cover are the apprentice’s wages, transport, and food expenses while they’re away from home.

If you’re not a member, there is still flexibility:

• English-based apprenticeships: £1,200 total, split over two years (£600 per year)

• Scottish/Welsh apprenticeships: £5,000 total, split over two years (£2,500 per year)
  (Note: non-members book and pay for their own accommodation—we’ll provide hotel recommendations.)

Levy-paying employers (payroll over £3 million): Apprenticeship costs are covered through your levy fund.
Non-levy employers: You typically pay just 5% of the training costs BUT since April 2024, apprentices aged 16–21 are now fully government-funded—no 5% contribution required.

Apprentices should be paid at least the minimum rates outlined in the TICA Pink Book—both on the job and during training at TICA House.

Yes—there are several funding schemes and grants available to support employers.

💷 Government Funding (England)

• For apprentices aged 16–21: As of April 2024, non-levy employers no longer pay the 5% contribution—the government now fully funds the apprenticeship training and assessment.

• For apprentices aged 22+:

  • Level 2 contribution = £800

  • Level 3 contribution = £1,000

🧒 16–18 Age Grant (ESFA)

• If your apprentice is 16–18 at the start of their programme, you’ll receive a £1,000 incentive from the Education and Skills Funding Agency (ESFA)

  • £500 paid at day 90

  • £500 paid at day 365

🏗️ CITB Grant Scheme (for CITB-registered employers)

You can access support for Level 2 and above apprenticeships in England, Wales, and Scotland.

• £2,500 per year for attendance (paid every 13 weeks)

• £3,500 on successful completion of the apprenticeship

📝 How to apply:

• Apply for the attendance grant when your apprentice starts—applications must be submitted within 52 weeks of the start date for full backdating.

• Apply for the achievement grant once the apprentice completes their programme.

• More details available directly through the CITB website.

So, whether you’re a levy-payer, non-levy employer, or CITB-registered contractor, there’s meaningful financial support available to help you train the next generation of skilled workers.

Not at all! While you’re welcome to manage recruitment in-house, TICA can handle the process for you—or work alongside you for extra support.

We can:

• Write and advertise your vacancy
• Attend careers events to attract applicants
• Help screen and shortlist candidates
• Set up interviews
• Support both you and the successful candidate through application and enrolment

With our nationwide presence and strong links to schools, colleges, and local authorities, we maintain a steady pipeline of potential apprentices ready to get started.

It’s completely up to you!

Many employers choose to give new starters 1–3 months of work experience first, to make sure the apprentice is a good fit for the team and the role. This approach gives everyone a chance to settle in before committing to the full Apprenticeship programme.

But if you’d prefer to enrol them right from the start of their employment, that’s absolutely fine too. At their first visit to TICA House, they’ll gain foundation skills to help them hit the ground running when they return to site.

Apprentices do attend block release training at TICA House—but it’s well-structured, spaced out, and designed to minimise disruption to your business.

For a Level 2 Apprenticeship, the apprentice will attend:

• 6 block release visits (each lasting 2 weeks)
• Spread over around 18 months
• With training visits typically every 10–14 weeks
• A training calendar for the full programme is provided at induction

Each training week runs Monday to Thursday, from 8:00am to 5:15pm, giving:

• Time to travel on Fridays

• A full weekend at home between weeks 1 and 2

For the Level 3 Apprenticeship, the format is the same—with one or two additional visits to account for the longer 24-month programme.

So yes, there’s a training commitment—but it’s planned, predictable, and built to work alongside real-world site demands.

Apprentices are employees—so the same employment laws and procedures apply. If an apprentice isn’t meeting expectations or circumstances change, you are within your rights to follow your organisation’s usual disciplinary, performance, or dismissal processes.

However, it’s important to:

• Notify TICA immediately if an apprentice leaves the business or is likely to leave, as this directly affects our funding with the ESFA
• Keep clear records of any formal processes followed, in line with your company policies

Funding Implications:

• Non-Levy employers: If you’ve made co-investment payments and the apprentice leaves early, a pro-rata refund may be issued for the remaining portion of the apprenticeship

• Grants: You may not be eligible for full funding incentives or completion-based grants if the apprentice doesn’t complete their programme

TICA is here to support you through any changes—just keep us in the loop, and we’ll guide you on the next steps.

If a new recruit needs site access before enrolling on the Apprenticeship, they can apply for a CSCS Provisional Card.

This card is for individuals preparing to start a qualification
It is valid for 6 months and cannot be renewed
Applications can be made directly through the CSCS or CITB websites (no need to use third parties)

Apply here

Once the learner is enrolled with TICA, we will process a Red Apprentice CSCS Card for them. This card will remain valid for the duration of their Apprenticeship, ensuring continuous access to site.

Apprentices will have the correct CSCS card for site access at every stage of their training.

Before induction: If the apprentice needs to access site before starting their training, they can apply for a CSCS Provisional Card. This card is valid for 6 months and is intended for those in the process of starting a qualification. It cannot be renewed.

After induction: During their first visit to TICA House, apprentices will:

• Complete their Health & Safety test

• Receive Asbestos Awareness training

• Be registered for their Red CSCS Apprentice Card

🟥 The Red Apprentice Card is valid for 4 years and is usually issued within the first few weeks after induction. It remains valid for the entire duration of their apprenticeship, ensuring continuous access to site.

TICA handles the application for the Red Apprentice Card on your behalf as soon as all required training is complete.

While TICA House delivers the block release training, employers still play a vital role in the apprentice’s overall development.

Apprentices must complete Off-the-Job training, which includes any learning or activities outside their day-to-day role that help build their Knowledge, Skills, and Behaviours (KSBs). While much of this takes place at TICA House, employers must also support learning on site.

Examples of Off-the-Job training include:

• Shadowing or mentoring

• Toolbox talks

• Product training or demonstrations

• Learning new techniques or materials
  (A full list is available [insert link])

Apprentices are expected to log Off-the-Job activities in their online portfolio, both remotely and during their visits to TICA.

Every 10–12 weeks, the apprentice will take part in a progress review with:

• Their line manager, mentor, or supervisor, and

• A member of the TICA team

These reviews are usually held remotely via Teams or phone and provide a chance to discuss progress, raise any concerns, and ensure continued development. We recommend this is someone who works closely with the apprentice on site.

In short, employers are partners in the apprentice’s journey—and your support helps them thrive.

It’s much simpler than you might think—and we’re here to guide you every step of the way.

Key paperwork:

• An Apprenticeship Agreement

• A Training Plan
  These are quick to complete and ensure the legal requirements are met.

Employer requirements:

• The apprentice must be employed through your PAYE

• They must have the right to work in England

• You’ll need basic policies in place (we can advise on these)

Support you’ll receive:

• A TICA employer induction that walks you through everything

• Access to OneFile, our digital ePortfolio system, to streamline documentation

• Help with setting up your Apprenticeship Service account—our Finance Manager or step-by-step guide can walk you through it

• Once permissions are in place, we’ll manage the rest on your behalf

We’re here to reduce the admin burden—not add to it.

Not necessarily—having prior experience doesn’t rule them out.

If your employee has some skills but not the full range of insulation materials and techniques, they may still be a great fit for the Apprenticeship. During the induction, every apprentice completes a prior knowledge assessment. If they demonstrate significant experience, the length and funding of their Apprenticeship may be reduced to as little as 1 year.

However, if they already have a full range of skills and just lack formal qualifications, the NVQ route with a Practical Skills Assessment might be more appropriate. [Link to NVQ info here]

We’ll help you identify the best path based on the individual’s skills.

There’s no upper age limit to start an Apprenticeship—just a minimum age of 16.

While many assume apprenticeships are only for 16–18 year olds, the truth is that most of our apprentices are over 18, with many in their 20s, 30s, 40s—even 50s and 60s. No matter their age, apprentices are welcomed into diverse and supportive training groups.

Please note: rates of pay vary by age—refer to the Apprentice Pink Book for guidance.
For apprentices under 18, TICA has preferred hotels with 24-hour concierge, and we assist with transport to and from the training centre, along with 24/7 support during their stay.

The training part of the Apprenticeship—attending block release at TICA House and completing the End Point Assessment (EPA)—typically takes around 18 months at Level 2.

After completing the training, the apprentice must continue working in the thermal insulation industry for a further 2.5 years (making a total of 4 years) to be eligible for their indentures and Blue Skilled Worker Card.

Some apprentices may choose to progress onto the Level 3 Apprenticeship during this time, depending on what’s right for them and their employer—but this isn’t mandatory.

So while the full industry journey takes 4 years, the formal training is much shorter and highly structured.

Apprentices are employees—so the same employment laws and procedures apply. If an apprentice isn’t meeting expectations or circumstances change, you are within your rights to follow your organisation’s usual disciplinary, performance, or dismissal processes.

However, it’s important to:
✅ Notify TICA immediately if an apprentice leaves the business or is likely to leave, as this directly affects our funding with the ESFA
✅ Keep clear records of any formal processes followed, in line with your company policies

Funding Implications:

• Non-Levy employers: If you’ve made co-investment payments and the apprentice leaves early, a pro-rata refund may be issued for the remaining portion of the apprenticeship

• Grants: You may not be eligible for full funding incentives or completion-based grants if the apprentice doesn’t complete their programme

TICA is here to support you through any changes—just keep us in the loop, and we’ll guide you on the next steps.