Level 3
18-24 Months
Nationally Recognised
Level 3 HR Support
Pathway
The Level 3 HR Support Apprenticeship is a nationally recognised programme designed to develop confident, capable HR professionals who can deliver front-line people support across a wide range of organisations. Regulated by Skills England and built around the HR Support Apprenticeship Standard, the programme equips apprentices with a thorough grounding in employment law, HR policy, recruitment, employee relations and data management — all applied directly in the workplace.
Over 18 to 24 months, apprentices earn while they learn, splitting their time between on-the-job experience and structured off-the-job learning. Successful completion opens the door to Associate Membership of the Chartered Institute of Personnel and Development (CIPD) and provides a clear pathway to the Level 5 HR Consultant/Partner Apprenticeship for those who wish to progress further.
Who Is This Pathway For?
This programme is ideally suited to a wide range of individuals at different stages of their HR journey. It is an excellent choice for new entrants to the profession — whether school leavers or graduates — who want to launch a career in HR with a structured, employer-backed route and a recognised professional qualification. It is equally well suited to career changers who are moving into HR from another field and want a solid, formalised foundation on which to build.
For those already working in an HR support, administrator or assistant role, this apprenticeship provides the opportunity to formalise existing skills and gain professional recognition for the work they are already doing day to day. It is also a strong fit for individuals in smaller organisations who manage the HR function more broadly and want to ensure their practice is grounded in current legislation and best practice. In short, if you are working in or moving into a people-focused role and want to grow your expertise, this apprenticeship is designed for you.
Key Learning Areas
This apprenticeship covers the full breadth of knowledge, skills and behaviours expected of a competent HR professional at this level. Apprentices will develop a strong understanding of how effective people practice supports organisational performance, learning to apply HR principles to real workplace situations — from handling day-to-day queries and maintaining accurate records, through to advising managers on sensitive matters in line with current legislation. The programme also places significant emphasis on communication, professional judgement and continuous improvement, ensuring that graduates are not only technically capable, but confident, credible practitioners.
HR Legislation & Policy
Building a solid understanding of employment law, the HR policy framework and how to apply guidance compliantly, reducing organisational risk and legal exposure.
Recruitment, People Management and Employee Relations
Supporting the end-to-end employee lifecycle, from attraction and onboarding through to performance management, absence, and offboarding.
HR Systems, Data & Reporting
Using HR information systems to maintain accurate records, prepare management information and contribute to data-driven decision making.
Communication, Problem Solving & Service Delivery
Developing the interpersonal skills to handle complex, sensitive and confidential situations professionally, building trust with managers and employees at all levels.
Assessment
The apprenticeship concludes with an End-Point Assessment (EPA), conducted by an independent external assessor approved by the register of End-Point Assessment Organisations. The EPA comprises two components, both of which assess the apprentice’s ability to apply their knowledge, skills and behaviours in an integrated, real-world context. The first is a consultative project — a 3,000-word written report based on a real piece of work completed by the apprentice in their role, demonstrating practical application of HR knowledge and skills. The second is a professional discussion: a 60–75 minute structured conversation with the independent assessor, exploring the apprentice’s knowledge, professional judgement and reflective practice.
Apprentices are awarded either a Pass or Distinction on completion. There are no formal examinations; instead, progress is assessed throughout the programme via assignments, workplace observations and performance reviews. Apprentices must also hold Level 2 Maths and English — or complete Functional Skills in these subjects as part of the programme — before they are eligible to sit the EPA.
Successful completion — where the suggested CIPD qualification is taken — enables the apprentice to apply for Associate Membership (Assoc CIPD) of the Chartered Institute of Personnel and Development, the professional body for HR and people management.
Popular Questions
Do I need any qualifications to apply?
There are no formal entry requirements set by the apprenticeship standard itself. Most employers and training providers look for GCSE Grade 4/C or above in Maths and English (or equivalent Level 2 qualifications). If you don’t hold these, you’ll complete Functional Skills in Maths and English as part of your programme — this must be achieved before your End-Point Assessment.
Do I need to be employed to start?
Yes. All apprenticeships require you to be employed in a relevant role for the duration of the programme. You may either apply for a role with an employer who is actively recruiting an apprentice, or — if you are already working in an HR support position — your current employer may enrol you onto the programme.
How much will it cost me?
Nothing. Apprenticeship training costs are funded by your employer — either through the Apprenticeship Levy (for larger employers) or via government co-investment. As an apprentice, you pay nothing towards your training fees. You will also receive a salary throughout the programme — at minimum the National Apprenticeship Wage, though many employers pay significantly above this.
How is the training delivered?
The majority of learning takes place in the workplace, with a minimum of 20% of your working hours dedicated to off-the-job training. This typically involves a combination of classroom or online taught sessions, independent study, one-to-one coaching visits from your training provider, and completion of written assignments and reflective activities.
Will I gain a CIPD qualification?
The apprenticeship standard itself does not mandate a specific qualification; however, employers are strongly encouraged to include the CIPD Foundation Certificate in People Practice (Level 3) as part of the programme. Completing this alongside the apprenticeship standard allows you to apply for Associate Membership (Assoc CIPD) of the CIPD on completion — a valuable mark of professional credibility.
What happens at the End-Point Assessment?
The EPA takes place in the final stage of your apprenticeship and is conducted by an independent assessor — not your training provider. It consists of two parts: a 3,000-word consultative project based on real work you have undertaken in your role, and a 60–75 minute professional discussion where you’ll reflect on your knowledge, skills and behaviours. You’ll be awarded either a Pass or Distinction.
Where can this apprenticeship take my career?
This apprenticeship forms a strong foundation for a career in HR. On completion, you may choose to specialise in a particular area of HR (such as recruitment, employee relations or L&D) or progress to the Level 5 HR Consultant/Partner Apprenticeship, which is equivalent to a foundation degree. With experience and further study, roles such as HR Manager, HR Business Partner and CIPD Chartered Member are well within reach.
Can I do this apprenticeship if I'm older than 18?
Absolutely. There is no upper age limit for apprenticeships. The HR Support Apprenticeship is open to people of any age, and it is a popular choice for career changers, returners to work and professionals who want to gain formal recognition for their existing experience. Funding rules may differ slightly depending on your age and employment situation — your training provider or employer can advise on this.
