Level 3 Early Years Educator Apprenticeship: Employer Responsibilities and Assessment Changes

Employer Responsibilities and Assessment Changes

From the 1st November 2026, the Level 3 Early Years Educator Apprenticeship moves to a reformed 14-month programme, with apprenticeship assessment integrated into the learning journey.

As an employer, you play an essential role in helping your apprentice develop the knowledge, skills and professional behaviours needed to work effectively in an early years setting. Your responsibilities include supporting workplace learning, verifying evidence of professional behaviours and working with your apprentice and Development Coach to review progress throughout the programme.

This guide explains what’s changing, what you need to do and how you can support your apprentice towards Gateway to Completion.

What’s changing from November 2026?

The reformed apprenticeship retains the occupational standard and required learning, but changes how the programme is structured and how assessment readiness is reviewed.

The key changes are:

• 14-month programme: Learning and assessment preparation take place within the programme, rather than being followed by a separate three-month end-point assessment (EPA) period.
• Integrated apprenticeship assessment: Apprentices complete a mandatory workplace Observation with Q&A and one additional assessment method selected by the apprentice.
• Five readiness checkpoints: Progress is reviewed at Months 3, 6, 9, 12 and 14.
• Employer responsibility for behaviours: Employers must verify and sign off evidence of the eight occupational behaviours (B1–B8), gathered continuously from Month 1.
• Gateway to Completion: Readiness is reviewed as part of the apprenticeship journey, with the employer, apprentice and training provider working together to identify and address any gaps.

These changes make ongoing workplace evidence and employer involvement an important part of the apprentice’s development.

Your responsibilities as an employer

Your role is essential to helping apprentices develop and demonstrate the professional behaviours expected in early years practice.

From Month 1, you’re responsible for observing your apprentice’s workplace practice and verifying evidence against the eight required occupational behaviours (B1–B8).

What you need to do:

• Observe workplace practice: Identify authentic examples of how your apprentice demonstrates the required behaviours in their day-to-day role.
• Maintain the behaviours checklist: Start gathering and recording evidence from Month 1, keeping the checklist up to date throughout the programme.
• Attend progress reviews: Work with your apprentice and Development Coach at Months 3, 6, 9, 12 and 14 to review progress and readiness.
• Verify and sign off behaviours: Confirm that the evidence is authentic and demonstrates the required behaviours, signing off the checklist at each checkpoint.
• Identify development needs: Discuss strengths, gaps and any additional support your apprentice needs before assessment readiness is confirmed.
• Support workplace learning: Provide opportunities for your apprentice to apply their learning, develop their practical skills and gather relevant evidence.

Understanding behaviours B1–B8

Professional behaviours are an ongoing part of the apprenticeship, not a separate module to complete at the end. Your apprentice should demonstrate the eight occupational behaviours throughout the 14-month programme.

You’ll need to observe their practice, identify relevant workplace examples and maintain evidence against the behaviours checklist. At each readiness checkpoint, review the evidence with your apprentice and Development Coach. Where there are gaps, agree on clear actions to help your apprentice develop and demonstrate the required behaviours.

Your confirmation of the behaviours checklist contributes to assessment readiness and Gateway to Completion. It does not replace independent assessment or determine the apprentice’s final grade.

The five readiness checkpoints:

The reformed programme includes five checkpoints to help you, your apprentice and their Development Coach monitor progress and identify any areas requiring further development.

• Month 3 – Review the foundations: Check progress with the initial learning, workplace practice and behaviours checklist. Identify any early support needs.
• Month 6 – Review development: Discuss how the apprentice is applying their learning and gathering evidence of the required behaviours.
• Month 9 – Review progress: Check development across the programme, review workplace evidence and agree any actions needed to address gaps.
• Month 12 – Review readiness: Review the apprentice’s progress against programme requirements and identify any remaining development needs.
• Month 14 – Consolidate and confirm readiness: Review the completed learning, required evidence and behaviours checklist as part of the process towards Gateway to Completion.

These checkpoints are planned opportunities to review progress. They do not automatically confirm assessment readiness or guarantee completion by a particular date.

How does the new assessment work?

Under the reformed programme, apprenticeship assessment takes place within the 14-month learning journey, rather than through a separate three-month EPA period.

There are two assessment components.

• 1. Mandatory workplace Observation with Q&A: The apprentice demonstrates their practice in the workplace through an observation, followed by questions and answers. This assesses how they apply their knowledge and skills in their role.
• 2. One additional assessment method: The apprentice selects one of the following:
  • Professional Discussion: A structured discussion about the apprentice’s knowledge, skills and experience.
  • Case Study: A case study based on a child study, allowing the apprentice to demonstrate their understanding and application of the required knowledge and skills.

The assessment methods can take place in either order at an appropriate point after readiness has been confirmed by the apprentice, employer and The Childcare Company.

Your role is to support the apprentice’s development, contribute to readiness reviews and verify the required workplace behaviour evidence. The independent assessor remains responsible for the independent assessment and final apprenticeship outcome.

What is Gateway to Completion?

Gateway to Completion is the readiness stage within the reformed programme. It helps establish whether the apprentice has met the relevant requirements and is ready to undertake their apprenticeship assessment.

Working with your apprentice and Development Coach, you’ll review progress, required learning and evidence, including the signed-off behaviours checklist.

If gaps remain, these should be identified and addressed before readiness is confirmed. Your employer confirmation is an important part of this process, but it does not replace the independent assessment.

Other programme requirements

Alongside supporting workplace development and verifying behaviours, employers should continue to work with The Childcare Company to ensure the apprentice meets the programme’s other requirements.

These include:

• Supporting completion of required learning and off-the-job training.
• Helping the apprentice gather relevant workplace evidence.
• Supporting functional skills requirements where applicable.
• Ensuring the apprentice completes the required Level 3 Paediatric First Aid (FRFA) qualification.
• Taking part in progress reviews and acting on agreed development actions.

Get in touch if you’re unsure about the qualification requirements, evidence needed or arrangements that apply to your apprentice.

How can you support your apprentice effectively?

Regular communication and meaningful workplace opportunities will help your apprentice develop confidence and demonstrate their competence.

To support them throughout the programme:

• Make time to discuss their learning and progress.
• Provide opportunities to practise and develop their skills in the setting.
• Give constructive feedback and recognise progress.
• Record examples of professional behaviours as they occur, rather than leaving evidence until the end.
• Attend readiness reviews and follow up on agreed actions.
• Contact your Development Coach if concerns arise or additional support is needed.

Working together throughout the programme helps ensure that expectations are clear and that any development needs are addressed as early as possible.