Newsletter – July 2025

In late 2023, a group of passionate professionals came together to form the Costs Lawyer Trailblazer Group – a collective of employers, regulators, and educators with a shared ambition: to create a formal apprenticeship route into the Costs Lawyer profession. I was honoured to be appointed Chair of the group, working alongside what was then the Institute for Apprenticeships and Technical Education (IfATE), as well as the CLSB and the ACLT.

The group’s mission was clear: to develop an occupational standard that reflects the knowledge, skills and behaviours (KSBs) required of a modern Costs Lawyer. We wanted to ensure that the apprenticeship would be rigorous, relevant, and responsive to the evolving demands of the legal costs landscape. And we wanted to open the door to a more diverse and inclusive profession; one that welcomes talent from all socio-economic backgrounds.

Fast forward to today, and we’ve made real progress. The apprenticeship is now a 48-month programme, extended from the original three years to ensure deeper learning and stronger competency development. The funding band is confirmed at £21,000, a figure that reflects the complexity and value of the training involved.

We’re finally reaching a welcome point of stability after months of shifting government policy and structural changes in the apprenticeship landscape. One of the biggest milestones so far is that the CLSB has now been confirmed as the End Point Assessment Organisation (EPAO). This is a crucial step as it means the regulatory framework is in place, and training providers like the ACLT can now move forward with formally applying to deliver the programme.

A New Era for Apprenticeships: From IfATE to Skills England

The government’s approach to apprenticeships is undergoing a significant transformation. In June 2025, the Institute for Apprenticeships and Technical Education (IfATE) was formally replaced by Skills England – a new executive agency with a broader, more ambitious remit.

Skills England has been tasked with simplifying the skills system, breaking down barriers to opportunity, and driving economic growth. Its mission is to get more people into skilled jobs faster, by working closely with employers, training providers, and regional partners to identify current and future skills gaps.  This marks a shift from a regulatory focus to a more collaborative, employer-led model.

The change is more than just a rebrand.

Skills England is already rolling out reforms to apprenticeship assessment and delivery, such as a reduction to the minimum duration of some apprenticeships, allowing for faster progression where appropriate and new flexibility around English and maths requirements for adult learners, giving employers more discretion in how these are applied.

For the Costs Lawyer Trailblazer Group, these changes have been both a challenge and an opportunity. The new framework offers greater clarity, consistency, and responsiveness; qualities that are essential for the launch of a new apprenticeship for the profession.

Setting the Right Level

Apprenticeships are grouped by levels, which roughly match up with traditional education stages. Level 2 is equivalent to GCSEs, Level 3 to A-levels, and Level 4 and 5 sit around the foundation degree or HNC/HND mark. Successfully completed Level 6 apprenticeships are the equivalent to a full bachelor’s degree, and Level 7 enters master’s degree territory.

Recent government reforms have introduced significant changes to Level 7 apprenticeships, including the solicitor apprenticeship. Whilst these changes have prompted wider discussion, they do not affect the Costs Lawyer apprenticeship, which has been purposefully developed as a Level 6 programme. This level was selected to reflect the academic and professional demands of the role, whilst ensuring the apprenticeship remains accessible, inclusive, and financially sustainable under the current funding model.

Why Employers Win with Apprenticeships

Hiring an apprentice isn’t just about giving someone a foot in the door; it’s a smart move for employers too. Apprentices bring fresh energy, new perspectives, and a real eagerness to learn. Because they’re trained on the job, they develop skills that are tailored to your organisation’s needs from day one. It’s also a great way to build a pipeline of talent, especially in specialist areas like legal costs where finding the right people can be tough. Plus, with government funding available to support training costs, it’s a cost-effective way to grow your team while shaping the next generation of professionals.

So What’s Next?

For the Costs Lawyer profession, this is a pivotal moment. We have the chance to shape how the next generation enters the field – not just through exams and textbooks, but through real-world experience, mentorship, and structured learning.

With the core framework in place, the next big step is working closely with ACLT and other potential training providers to shape how the apprenticeship will actually be delivered. That means getting into the detail of how the learning will be structured, how on-the-job training will be supported, and how we make sure everything meets the standards set by Ofsted.

The Trailblazer Group continue to meet frequently to discuss not only the progress of the training programme, but also what can be done to advertise the profession and promote costs as a career of choice.

If you’d like to get involved or have thoughts on how the apprenticeship could work in your firm, please do reach out.

Paula Walkden
Chair, Costs Lawyer Apprenticeship Trailblazer Group
Costs Operational Delivery Director, Irwin Mitchell LLP
[email protected]