Switching careers into tech can feel like a high-stakes decision, particularly if you’re weighing up a university degree, a coding bootcamp, or an apprenticeship. Each option promises opportunity, but they come with very different costs, risks and long-term returns.
As it is National Apprenticeship Week (9-15 February 2026), let’s look at apprenticeships from a return-on-investment (ROI) perspective: is a tech apprenticeship actually worth it for UK career switchers? Using data on costs, completion rates, employment outcomes and salary progression, we break down what the evidence really shows — and how to get started if an apprenticeship looks right for you.
For anyone changing careers, the financial impact of retraining matters just as much as the end salary.
A traditional university degree in the UK can cost up to £9,535 per year in tuition fees alone, with most courses lasting three to four years. By the time students graduate, many leave with £35,000–£50,000 or more in student debt, and crucially, little or no income during the study period. For career switchers, this often means delaying earnings and taking on long-term financial risk.
Tech bootcamps offer a faster route, typically lasting between three and six months. However, they usually require an upfront payment that can range from several thousand pounds to over £10,000, and learners often have limited earning capacity during the course. Outcomes vary significantly depending on the provider and the job market.
Tech apprenticeships operate very differently. There are no tuition fees, as training is funded by employers and the government, and apprentices earn a salary while they learn. In the UK, tech apprentice salaries typically fall between £20,000 and £34,000, depending on role, level and employer. Programmes last between one and three years, but apprentices gain paid, hands-on experience throughout.
Apprenticeships offer the lowest upfront financial risk and allow career switchers to earn immediately, rather than accumulating debt.
Not every learner who starts an apprenticeship completes it, and this matters when assessing ROI. Recent data shows achievement rates for digital and engineering apprenticeships sit at around 63–66%. While that may seem low at first glance, the outcomes for those who do complete are notably stronger.
Apprentices who finish their programme are significantly more likely to be in sustained employment and to progress within their organisation. Even those who leave early often benefit from workplace experience, but completion is clearly linked to better long-term stability and pay progression.
In practical terms, this means a tech apprenticeship should be treated as a serious commitment rather than a trial run. The return is strongest for those who are able to see it through.
One of the strongest arguments in favour of tech apprenticeships is employability. Around 85% of apprentices remain in employment after completing their programme, and retention rates in tech roles are particularly high. Many apprentices stay with the same employer, moving into permanent junior or mid-level positions.
Unlike some graduates, who struggle with underemployment after university, apprentices leave with commercial experience, internal networks and a proven track record in the workplace. For career switchers, this real-world credibility can be more valuable than academic credentials alone.
Tech apprenticeships consistently deliver strong employment outcomes, particularly for those focused on job security and relevance.
Early apprentice salaries are often lower than those of experienced professionals, which can be a concern for career switchers. However, salary progression after completion tells a more positive story.
Data shows that Level 6 (degree-equivalent) apprentices earn a median salary of around £34,000 one year after completing their apprenticeship. Many employers also offer salary reviews or promotions within 12–24 months of completion, reflecting the apprentice’s increased productivity and experience.
Over the longer term, some higher-level apprentices earn as much as — and in some cases more than — traditional graduates, without the burden of student debt. When earnings are viewed alongside avoided tuition costs, the long-term ROI is often favourable.
Taken together, the data suggests that tech apprenticeships offer a compelling value proposition. They combine low financial risk with strong employment outcomes, real-world experience and competitive long-term salary progression. The main caveat is that they require commitment, the benefits are most pronounced for those who complete the programme.
For many women switching careers into tech, apprenticeships provide a structured, supported and financially realistic route into the industry.
If the numbers stack up for you, here’s how to turn interest into action.
Tech apprenticeships are open to far more people than many realise. There is no upper age limit, and career changers are actively encouraged to apply. You can already hold a degree, provided it is not in the same subject area as the apprenticeship. In practice, many tech apprentices are in their late 20s, 30s and 40s, often moving from sectors such as retail, care, administration, education or hospitality.
Before applying, it helps to choose a specific tech pathway. Software development, data analysis, cyber security, cloud engineering and IT support are among the most common options. Roles in data, software and cyber tend to show particularly strong demand and salary growth, which can improve long-term ROI.
While you don’t need to be technically advanced, employers do expect evidence of motivation. This might include introductory online courses, small personal projects or clear examples of transferable skills such as problem-solving, communication or stakeholder management. Many successful applicants prepare for three to six months rather than years.
Tech apprenticeships are advertised across multiple platforms, and using more than one route increases your chances.
The UK government’s Find an Apprenticeship service is the main starting point and lists approved opportunities across digital and tech roles.
Many employers also recruit directly through their own careers pages, sometimes earlier than listings appear elsewhere. This is common across banks, consultancies, large tech employers and the public sector. Useful entry points include NHS Jobs, Civil Service Careers.
Training providers play a key role as well, delivering the learning element and often recruiting on behalf of employers. Providers such as QA, Multiverse, BPP and Firebrand can help match candidates to multiple employers and offer application support:
Applying through at least two channels at the same time is common among successful candidates.
For UK career switchers, particularly women looking for a lower-risk, high-impact route into tech, apprenticeships stand out as a strong option. They don’t suit everyone, but when evaluated through an ROI lens, they offer a rare combination of paid training, employability and long-term earning potential.
For many, a tech apprenticeship isn’t just worth it, it’s one of the most financially sensible ways to change careers.
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