It is estimated that young people aged between 16-24 years old across the UK make up a staggering number of 946,000 who are defined as NEET – ‘Not in education, employment, or training’ (Office for National Statistics, 2025).

The Chancellor’s recent announcements included a statement of 50,000 new apprenticeships to tackle the constantly rising inactivity within the young people group. Providing a great opportunity for businesses to benefit from the fresh and unique perspectives the younger workforce will bring.

With a constantly developing culture coupled with a relatively stagnant UK economy, many companies face the daily question of how to boost productivity and interest, whilst positively impacting the economy. The answer may lie in apprenticeships.

Now, with this further boost for businesses, particularly SMEs (small and medium-sized enterprises) being supported financially with hiring apprentices, there’s a great opportunity for businesses to invest in young people.

What are some barriers for young people that businesses must consider?

The DWP cites a quarter of those NEET, report long-term sickness and disability as a massive barrier to enter the workforce and why they are out of work to begin with. (Department for Work and Pensions, Gov, 2025). A significant factor to consider, that affects growing number of those within the NEET.

As well as this, it appears there may be a correlation between young people, economic stagnation, and mental health, within younger age groups (16-34). A study published on Social Science and Medicine in 2024 reported that across the UK, particularly the North East, there has been a significant decline in young people’s mental health since the study began in 2011, stating: ‘fiscal austerity may impact on educational opportunities, transport which could impact on work opportunities, local infrastructure and opportunities for social and cultural engagement.’

While there are many benefits this investment in apprenticeships may provide towards young people and SMEs, is this also an opportunity for companies to consider more deeply on updating your healthy work/life balance policies?  How can we make the office more accessible to those with disabilities including neurodiversity? And where do we even start?

Apprenticeships pros for the neurodivergent and people with disabilities

An answer may lie with the Budgets Growth and Levy scheme, providing new, short, employer-designed training courses titled Apprenticeship Units.

Apprenticeship Units are shorter in duration (1 week, to 3 months), with a targeted result (specific skill acquisition) in modules such as Digital skills, Artificial Intelligence and Machine Learning. The rare merchandise all companies are desperately seeking.

The tactical investment in modular apprenticeship allows businesses to further revise their individual needs, whilst a young person trains up alongside the ever-changing tech game.   All three, benefiting and evolving simultaneously within their fields of interests.

These new updates prioritising evolving technologies is an invitation to young people, particularly those with neuro-diversities, to come into or back into a workforce that could be inclusive to their needs through shorter, concise and flexible, learning/working standards. They can boost their skills and boost the economy.

So what does this mean for companies?

A company can benefit from an apprentice through providing unique perspectives, new methods of organisational behaviour or shaping a more neuro-inclusive workplace. Most of all, it provides an opportunity for both parties to learn from one another in an ever-evolving industry that we all contribute to. A young mind provides all the shake up you didn’t know you needed.

From next year April, the wave of changes come into effect and the crisis of young minds, eager to grind, will further fortify their talents whilst boosting productivity, that will rattle any co-working communal kitchen mug.