For NHS leaders, workforce resilience depends not only on clinical staffing, but on the administrative and support roles that keep services moving.
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Administrative and support teams help manage referrals, appointments, records and communication across care pathways. Apprenticeships can help trusts build and retain this workforce, but the apprenticeship landscape itself is changing.
As the halfway mark of 2026 passes, we examine the shifting apprenticeship landscape during a critical year of reform.
Apprenticeship reform
Under the current system, apprenticeships have used end-point assessment (EPA) at the end of the programme as the formal confirmation of occupational competence.
But England is now moving towards a new approach to assessing apprentices. Current reforms replace EPA terminology with “apprenticeship assessment”, introducing greater flexibility in how and when competence is evaluated.
Instead of assessment being concentrated only at the end, competence may be judged – where appropriate – through a broader mix of evidence, including provider-marked assessment, employer verification, and external assessment activities. This could give trusts more scope to align assessment with real workplace tasks and the realities of day-to-day healthcare delivery.
Navigating the shift
However, 2026 is a complex transition year for apprenticeships. Trusts will soon be operating in a dual system, managing some cohorts under legacy EPA assessment plans and others under the new integrated models. Navigating this shift requires an in-depth understanding of the differences between the legacy EPA and the new reforms. This is more than a compliance exercise; it is to ensure that the apprentices undertaking these programmes of learning can meet workforce needs.
Success requires collaborating with partners who can bridge the gap between high-level policy change and frontline delivery. This is where Pearson is uniquely positioned to help. While many recognise Pearson as a global learning company, fewer realise the depth of our experience in the healthcare space as a trusted assessment organisation. We provide the stability of proven EPA delivery alongside the guidance, moderation tools, and independent assurance required to navigate these new, flexible frameworks safely.
The impact on healthcare
The tangible impact of this reform will be felt almost immediately. Starting in August, the new level 2 administration assistant standard will be the first to launch under this new assessment framework.
Administrative roles are the glue that holds clinical pathways together, from referrals and appointments to records and patient communication. For trusts with significant administrative and support workforces, the updated standard could be a timely opportunity, as it gives them an early chance to understand how the new approach could support consistent training and assessment for essential administrative roles. And while this new level 2 standard can help address immediate workforce needs, the progression opportunities that follow can help address wider pressures.
Progress rarely waits for perfect conditions, and trusts do not need to wait for every detail to settle before preparing for the new assessment landscape. With the right assessment support, they can make the transition manageable while strengthening the workforce that keeps services moving.
Explore Pearson’s apprenticeship assessment support or read about their apprenticeship training offer with Pearson TQ.
