Post-16 Education and Skills White Paper: What Training Providers Need to Know About HE and LLE

For the next instalment of our white paper series, we are focusing on Higher Education and the Lifelong Learning Entitlement. The Post-16 Education and Skills White Paper sets out a bold vision for transforming education and skills in England and is explored in the white paper’s third chapter titled “Strengthening our world-leading higher education system”.

There are two key areas which stand out for training providers within this chapter: Higher Education (HE) reforms and the introduction of the Lifelong Learning Entitlement (LLE). The outlined HE reforms focus on how to make the sector financially stable whilst also maintaining high-quality teaching. Both present significant opportunities for collaboration and growth that will not solely impact universities but Independent Training Providers (ITPs) and Colleges alike.

Higher Education: A More Flexible, Employer-Focused System

An important shift has been signalled, one towards a skills-driven HE sector with institutions specialising in key subject areas, one that works together with employers and further education providers:

Collaboration is key: HE institutions are encouraged to partner with FE providers to deliver high-quality Level 4 and 5 courses, creating new pathways for learners. This builds on the recognition that there is a “missing middle” in the qualifications individuals possess that the country has long experienced.
Flexible study options: Expect break points within degree programmes, enabling learners to pause and return to study as their circumstances change. This also links directly to LLE modularisation (more on this later!)
Focus on value and quality: Universities will be held to account for quality and outcomes, which means demand for specialist, employer-aligned provision will grow. Enabled by additional powers and responsibilities for the Office for Students through strengthening its conditions of registration and regulatory framework.
Access and participation: More support for disadvantaged learners will increase demand for inclusive, flexible training routes. This will be supported by the reintroduction of targeted maintenance grants supporting learners who need support the most.

Lifelong Learning Entitlement: A Game-Changer for Adult Learning

Within the white paper, there is an ongoing commitment to the Lifelong Learning Entitlement. The LLE is designed to make lifelong learning a reality, giving adults the ability to upskill and retrain throughout their careers. The development of LLE has taken many years to come to fruition, and it is finally almost here, with the new funding approach opening in autumn 2026 for courses starting in January 2027.

For training providers, this means:

Modular learning opportunities: Learners can access funding for short courses or individual modules, not just full qualifications. This provides opportunities for learners to upskill or reskill as they progress through their lives.
Integration with HE and FE: Providers can collaborate to offer stackable qualifications that build towards degrees or higher technical qualifications. In theory, learners will be able to build to gain aspects of qualifications from different providers that combine together for an overall award.
Employer co-investment: The LLE encourages employers to co-fund training, creating opportunities for bespoke, industry-focused programmes which aren’t currently accessible for public funding.

What This Means for Training Providers

As AELP members implications of the third chapter of the white paper will differ depending on the type of provider you are. For some, the proposals listed won’t directly apply. For others, there will be the hurdle of OfS recognition to overcome before you can engage completely. The challenges that ITPs face in engaging with the OfS registration process, particularly the cost and time of applying for recognition is an area that AELP is continuing to emphasise to officials, including the Minister.

Finally, there are those, particularly our university members whom the proposals are fundamental to the future of their organisations' planning and recruitment. However, this doesn’t mean that there won’t be significant changes that will be needed internally, particularly for student record systems.

However, for everyone, it is important to consider how you will:

Diversify your offer: Consider how, and if, developing modular courses and Level 4/5 provision that aligns with employer needs and is appropriate for your organisation.
Build partnerships: Collaborate with HE institutions to create flexible pathways for learners. Look at how you can support progression to and from HE.
Engage employers: Position your organisation as a partner in workforce development, leveraging the LLE to support upskilling initiatives. Collaboration between organisations and employers is vital to the success of the LSIPs and supporting the local skills shortages within your locality.

The bottom line? The White Paper opens the door for training providers to play a central role in delivering a more flexible, responsive education system. By embracing modular learning and forging strong partnerships, you can help shape the future of skills in the UK.

The question is, will you be ready?

The Association of Employment and Learning Providers (AELP) is a national membership body, proudly representing organisations operating in the skills sector. AELP members deliver a range of training and vocational learning – including the majority of apprenticeships as well as Skills Bootcamps, 16-19 Study Programme, Adult Education Budget and more.

For further information or interviews please contact Matt Strong, Communications Manager, AELP, on 07920 161685 or [email protected]