Off-the-job training is the planned learning an apprentice completes during their paid working hours to build the knowledge, skills and behaviours required for their apprenticeship standard. It isn’t “extra time”, it’s the engine of progress. ‘Off the job training’ (OTJ) can include tutor-led teaching, workshops, online learning, shadowing/mentoring, structured practice, project work and time to complete learning activities and assignments. What doesn’t count is day-to-day ‘business as usual’ duties; the student must be learning something relevant to their apprenticeship.

Done well, OTJ supports faster skills development, boosts confidence and retention, and helps apprentices perform strongly at EPA.

Employers: If you’d like, we can help you map simple OTJ activities into the working week, so it’s manageable and adds real value for your business. Just talk to your tutor or contact info@swatpro.org.uk

What counts as off-the-job training?

OTJ isn’t “time away from work” in the sense of being unproductive — it’s structured learning that supports real performance at work. It can include:

• Tutor-led teaching sessions (online or face-to-face)
• Workshops, masterclasses and practical training
• Shadowing or learning new tasks outside normal duties
• Projects that build evidence and stretch capability
• 1:1 coaching, mentoring and guided professional discussions
• Functional Skills (where required)
• Preparing for assessment and building a portfolio (where relevant)

The key test is that it must be directly relevant to the apprenticeship standard and clearly planned.

Why OTJ matters

OTJ is what turns “doing the job” into “learning the occupation”.

It gives apprentices space to:

• Understand the why behind what they do
• Practice new skills safely and confidently
• Build transferable behaviours like communication, leadership, and problem-solving
• Keep progressing, even during busy periods at work

For employers, it’s a direct investment in capability — better performance, stronger retention, and a future talent pipeline.

Making OTJ work well

The most successful apprenticeships treat OTJ as a shared responsibility. That means:

• A clear training plan from the start
• Protected time agreed with the employer
• Regular reviews to keep OTJ on track
• A focus on meaningful learning, not ticking boxes

When OTJ is planned properly, it becomes the engine of progress — not an admin task.

Final thought

If you want apprenticeships to deliver real impact, OTJ training is where the magic happens. It’s the bridge between work and learning — and done well, it builds confident, capable people who are ready for what’s next.