By Vicky Freeman, Chief People Officer, Thomas Franks – with much input across the Thomas Franks team
Apprenticeships are one of the most powerful tools we have to build skilled teams, develop future leaders, and create a sustainable talent pipeline for our industry.
Thomas Franks’ apprenticeship journey started with the launch of our Chefs’ Academy and Apprenticeship programme in 2018, initially focusing on providing opportunities to develop our craft-led teams. Over the last eight years, our commitment to apprenticeships has grown and expanded across the business, encompassing all levels and areas.
At Thomas Franks, apprenticeships are our lifeblood; we believe learning on the job is the way forward for both the future of our industry and the people within it.
From Entry Level to Leadership: The Pathways to Progression in Hospitality
Hospitality is a highly skilled profession. It requires leadership, technical expertise, emotional intelligence, commercial awareness, and resilience. Yet often, the industry undersells itself to prospective talent and customers.
Apprenticeships allow us to change that narrative.
Creating structured, credible routes into and through hospitality, people learn on-the-job and build confidence through experience and theory.
Supporting the Whole Person, Not Just the Qualification
Talent does not look one way, learn one way, or progress on a single timeline. Apprenticeships are inherently inclusive and a driving force for diversifying and strengthening our workforce. Supporting apprentices is about recognising the whole person, their potential and individual needs. This includes ensuring we actively support all individuals and make our training accessible to anyone, no matter their needs.
This includes neurodivergent individuals and apprentices with additional learning needs. We adapt mentoring, training, and management approaches to ensure everyone can thrive.
Opening Doors and Removing Barriers
One of the most powerful aspects of apprenticeships is their accessibility.
They open doors for individuals whose access to education or progression may have been limited by background, confidence, or previous academic experience. They challenge the societal and, most importantly, the personal belief systems that hold people back.
We often hear:
“I can’t do finance because I’ve never done it.”
“I can’t be a chef because I can’t cook.”
“I can’t work in HR because I’m not academic enough.”
Apprenticeships allow us to respond with a simple but transformative question: Why can’t you?
Our role as employers is to remove barriers, not reinforce them.
Progression in Practice
Our organisation itself is led by talent that has grown and developed from within. Our CEO, Blain Sheppard, and Director of People and Training, Holly Norrington, both began in entry-level roles and undertook apprenticeships with structured on-the-job training to progress. Blain began as a Hospitality Host, and Holly joined Thomas Franks as an HR Administrator.
These individuals are just two examples of our many success stories. At Thomas Franks, we run multiple apprenticeship levels simultaneously, often within the same departments, creating visible and achievable career pathways. Allowing businesses to be proactive rather than responsive. This open approach to training strengthens retention, builds capability from within, and creates continuity across teams.
We have seen that upcoming talent drives further development at all levels and across all roles.
Foundations for a Successful Apprenticeship Programme
Start small
Begin with a manageable number of apprentices to test processes, understand support needs, and build confidence. Early successes will help demonstrate value and create a strong foundation for growth.
Persevere
Successful programmes take time and consistency. Stay committed, learn from experience, and keep improving to deliver stronger outcomes for apprentices and your organisation.
Ensure leadership support
Visible leadership endorsement shows apprentices they are valued and signals a clear strategic commitment. It strengthens the credibility of apprenticeships as a pathway for career development and talent retention.
Have a champion / champions
Champions promote apprenticeships, support learners, and engage managers. Their advocacy keeps programmes visible, supported, and embedded in your culture.
Develop strong relationships with providers
Close collaboration with training providers ensures alignment, strong communication, and effective support — leading to better outcomes and continuous improvement.
Let your apprentices shine
Apprentices are your strongest advocates. Give them opportunities to apply their skills and celebrate their achievements across your organisation.
Our Apprenticeship Programme
We offer apprenticeships for any role, limited only by the nationally provided courses available.
Currently, we have colleagues working towards Commis Chef, Chef de Partie, Senior Culinary Chef, Senior Production Chef, Hospitality Manager, Hospitality Supervisor, HR, and People Professional, Training Professional, Assistant Accountant, Corporate Responsibility and Sustainability Practitioner, Operations Manager, Managing and Leadership, Marketing and Recruitment qualifications. All apprenticeships range from Level 3 to Level 7. We are also finalising a new ESG Apprenticeship Academy to expand our team and our impact.
Unlocking Greater Impact
Apprenticeships have the potential to do even more, but current funding rules limit their impact. Greater flexibility in how levy funds could allow support for wider development costs, such as learning opportunities, travel, and even to support and boost salaries, would allow employers to create more opportunities and support more learners. Greater consistency in the funding rules across the UK is also needed to ensure apprentices of all ages and levels can be supported fully and fairly, regardless of location.
