Can You Still Train While Furloughed? What Happened to the UK’s Most-Searched Training Question
- Technical review: Thomas Jevons (Head of Training, 20+ years)
- Employability review: Joshua Jarvis (Placement Manager)
- Editorial review: Jessica Gilbert (Marketing Editorial Team)
- Last reviewed:
- Changes: Complete rewrite focusing on historical search trends from 2020-2021 furlough period and 2026 electrical industry landscape
Between April 2020 and September 2021, “Can you train while furloughed?” became one of the UK’s most-searched employment questions. Google Trends data shows the query spiked to 200-300% above baseline during the first lockdown in April 2020, with 8.9 million workers furloughed and suddenly facing enforced downtime, job insecurity, and urgent questions about what they could legally do with their time.
Fast forward to February 2026, and the question feels like ancient history. The Coronavirus Job Retention Scheme ended in September 2021. The electrical industry that faced construction site closures and apprenticeship disruption now struggles with the opposite problem: severe skills shortages preventing the UK from meeting net-zero targets. The conversation shifted from “can I train while waiting for work” to “where are the qualified electricians to meet demand.”
This article examines what happened during that unique period when millions searched for training options during furlough, what the reality was for those who actually tried to train as electricians, how the assessment backlogs created during lockdown affected qualification timelines, and where the electrical industry stands in 2026 compared to the uncertainty of 2020.
If you searched “train while furloughed” four years ago and never followed through, or if you’re researching why there was such a gap between search interest and actual training completion, this is the full story.
Why "Train While Furloughed" Was One of the Most-Searched Terms
The search interest wasn’t random. It directly correlated with three distinct waves of anxiety and opportunity during the Coronavirus Job Retention Scheme.
Wave 1: April 2020 (The Novelty Spike)
When the first lockdown hit and the furlough scheme launched, 8.9 million workers suddenly found themselves with enforced time off at 80% pay. The immediate reaction was information-seeking: what were they allowed to do? Could they work elsewhere? Could they train?
Google Trends shows searches for “train while furloughed” and related variants like “furlough training UK” began rising sharply in March 2020, peaking in April-July 2020 as furlough numbers hit their highest point on 8 May 2020. The spike represented genuine confusion mixed with optimism: maybe this downtime could be productive.
For electricians and construction workers, this wave coincided with complete site closures in many regions. Those in commercial, exhibition, and entertainment electrical work faced particularly long furlough periods. The search intent reflected both practical questions (“am I allowed to study?”) and aspirational thinking (“could I use this time to upskill?”).
Wave 2: November 2020 (The Redundancy Fear)
The second spike occurred during the November 2020 lockdown as workers realized the economic disruption wasn’t temporary. By this point, unemployment claims had risen by 1.4 million compared to pre-pandemic levels. Search intent shifted from “permitted activities” to “career changing” and “redundancy training.”
This wave reflected genuine fear. Searches for “furlough training” rose alongside queries for “redundancy rights” and “unemployment benefits.” Workers weren’t just bored, they were worried about their futures. In the electrical sector, this coincided with the reality that some commercial and industrial projects had been cancelled permanently, not just delayed.
Data from HMRC showed 5.1 million furlough claims in November 2020, with construction workers significantly represented. The electrical sector saw particularly high furlough rates among younger workers: 41% of under-18s and 28% of 18-24 year-olds were furloughed in July 2020 due to construction slowdowns and apprenticeship disruption.
Wave 3: March 2021 (The Skills Reset)
The third spike occurred as the roadmap out of lockdown was announced in early 2021. Workers could see the end approaching and wanted to “refresh skills before returning to sites.” This wave represented a more calculated approach: people weren’t panicking about redundancy but strategically thinking about competitive advantage post-lockdown.
By mid-2021, searches began declining as restrictions eased and the furlough scheme tapered (with employer contributions increasing from July 2021). However, the damage was done in terms of apprenticeship progression and assessment backlogs.
What Drove the Searches?
Behind the statistics were real concerns:
- Job insecurity: Electricians in vulnerable sectors (entertainment, hospitality electrical, commercial fit-outs) faced redundancy fears
- Productivity guilt: A cultural push during lockdown to “use the time wisely” drove searches for structured learning
- Policy clarity: Unlike actual work, HMRC explicitly stated training was permitted while furloughed, making it one of few productive activities available
Understanding how to become an electrician through proper qualification pathways became particularly relevant for those considering career changes during this period, though the practical barriers to starting training during lockdown were significant.
What the Actual Furlough Policy Said About Training
The high search volume reflected genuine confusion about what was permitted. Here’s what the rules actually said.
The Core Policy (HMRC Guidance)
Under the Coronavirus Job Retention Scheme, employees could undertake training while furloughed as long as it did not provide services to or generate revenue for their employer. This was the key distinction: personal development was fine, work-related activity disguised as training was not.
Specifically, the policy allowed:
- Studying for qualifications unrelated to current work duties
- Online courses for personal skill development
- Continuing apprenticeship off-the-job training (if already enrolled)
- CPD and professional development that maintained existing skills
The policy did not allow:
- Training that directly benefited the employer’s current operations
- Work-related tasks rebranded as “training sessions”
- Site-based activity generating value for the employer
The Minimum Wage Complication
Time spent training while furloughed counted as furlough hours claimable at 80% pay (up to £2,500 per month). However, employers were required to pay at least the National Minimum Wage or Apprenticeship Minimum Wage for training time if furlough pay fell below these thresholds.
This created a financial barrier many small electrical contractors couldn’t overcome. If an apprentice electrician spent significant hours on training courses, the employer had to “top up” furlough pay to meet NMW requirements. Many SME contractors simply discouraged training to avoid these additional costs during a period of zero revenue.
Apprenticeships: The Special Case
The Education and Skills Funding Agency permitted apprentices to continue their 20% off-the-job training requirement while furloughed, provided it met ESFA funding rules and didn’t involve work. This meant theory modules, online learning, and classroom elements could continue. Site-based practical training, however, was problematic because it risked being classified as “work.”
What Wasn’t Provided
Critically, the furlough scheme didn’t provide new funding for course fees. It covered wages during training time, but tuition costs for courses like City & Guilds 2365 Level 2 or 18th Edition still had to be funded through adult learner loans, employer contributions, or personal savings. This created another barrier to the optimistic “free time to train” narrative many searchers hoped for.
What Actually Happened: The Reality Gap
High search volume suggested massive training uptake. The reality was far more complicated, particularly for electrical training which requires hands-on practical work.
Where Training Did Occur
Formal apprenticeships with established training providers managed to continue their theory components remotely. Online platforms delivered 18th Edition Wiring Regulations courses, Health & Safety modules, and technical theory that could be studied at home. Some furloughed electricians used the time to brush up on BS 7671 knowledge or prepare for upcoming assessments.
The Construction Industry Training Board reported modest increases in online CPD engagement, with some employers supporting voluntary upskilling. However, this represented a small fraction of the furloughed workforce. Industry data suggests only 8-25% of furloughed workers reported using the time for structured self-improvement (measured through proxies like increased exercise, study, or skill development).
The Barriers That Prevented Training
For electrical training specifically, the barriers were severe:
Site closure and access restrictions: NVQ portfolio building requires documented evidence from real electrical installations. When construction sites closed or operated with minimal staff under COVID protocols, trainees couldn’t collect the evidence needed for qualification progression. You could study wiring regulations at home, but you couldn’t demonstrate competence installing a consumer unit.
Lack of practical facilities: Electrical training requires workshops, calibrated test equipment, and supervised practical work. Training providers closed physical facilities during lockdown. Home-based learning was limited to theory, which is valuable but incomplete for qualification.
Financial constraints: The NMW top-up requirement meant many small contractors discouraged long training courses to avoid additional costs during zero-revenue periods. Despite government guidance permitting training, the financial reality created barriers.
Assessment centre closures: Even when trainees completed theory work, practical assessments like AM2 were cancelled or severely delayed because testing centres couldn’t operate safely under COVID restrictions.
Thomas Jevons, Head of Training with 20+ years experience, explains the qualification bottleneck:
"You can't become a qualified electrician through online theory alone. Furlough allowed continuation of classroom elements, but NVQ portfolio building requires site-based evidence collection. When construction sites closed or restricted access, trainees had knowledge without the documented competence needed for Gold Card applications."
Employer Training Priorities
Construction Industry Training Board data shows employer-led training fell from 67% of employers providing training in 2018 to just 42% in 2021. The reasons cited were revealing:
- 68% of construction employers said staff were already “fully proficient” (no perceived need for more training)
- 13% noted employees were too busy post-furlough catching up on delayed work
- 11% lacked time to organize training
These figures suggest training during furlough wasn’t employer-driven. Those who trained did so despite, not because of, employer support.
Mental Health Impact
ONS data from the period shows 24% of furloughed workers reported poor work-life balance and mental health strain. The combination of financial stress (80% pay), isolation, and uncertainty reduced motivation for structured learning. The optimistic “use your time productively” message didn’t account for the psychological impact of enforced unemployment and pandemic anxiety.
The Assessment Backlog That Defined Post-Furlough Training
The hidden consequence of the furlough period wasn’t lack of training but the massive backlog in practical assessments that determined who could actually qualify.
The AM2 Bottleneck
The AM2 (Achievement Measurement 2) assessment is the final practical test required for electrical qualification and JIB Gold Card eligibility. It involves completing actual electrical installations under timed, observed conditions at testing centres. During lockdown, these centres closed completely or operated at severely reduced capacity.
This created a “bow wave” of candidates who had completed their theory and coursework during furlough but couldn’t finish their qualifications. Trainees who studied regulations and completed portfolios in 2020 found themselves waiting 12 to 18 months for available assessment slots. Some didn’t get their AM2 bookings until late 2021 or early 2022.
The backlog had real consequences:
- Delayed Gold Card applications, meaning trainees couldn’t work as qualified electricians
- Skills degradation from the gap between training and assessment
- Loss of confidence among candidates who felt unprepared after long delays
- Employers reluctant to hire “nearly qualified” candidates stuck in assessment queues
Practitioner signals from forums and social media during 2021-2022 consistently mentioned candidates feeling “ill-prepared” for AM2 after extended gaps from practical work, with some failing assessments they might have passed if tested immediately after training.
ECS Card Extensions and Expiries
The Electrotechnical Certification Scheme provided temporary extensions for existing cards during the pandemic, but this created its own problems. Electricians furloughed for extended periods couldn’t access the CPD or site-based experience required to renew cards properly. When extensions ended, some found their cards expiring at the same moment they returned to active work.
For those working toward initial ECS cards as part of qualification pathways, the delays in AM2 assessment meant remaining on trainee cards longer than planned, affecting employment prospects and earning potential.
2025-2026 Assessment Reforms
In response to pandemic-era backlogs, the apprenticeship assessment system introduced reforms allowing phased assessment and more flexible scheduling. However, these came too late for those caught in the 2020-2021 bottleneck.
Where the Electrical Industry Is Now in 2026
The industry that faced closures and furloughs in 2020 now confronts the opposite problem: severe skills shortages preventing growth in exactly the sectors that should be booming.
From Survival to Growth Mode
Joshua Jarvis, Placement Manager at Elec Training, describes the transformation:
"The electrical industry in 2026 looks completely different from 2020. During furlough, work dried up and people worried about redundancy. Now we have skills shortages across domestic, commercial, and industrial sectors, particularly in green technology installations. The conversation shifted from 'will I have work' to 'where's the best opportunity.'"
The numbers support this shift:
- Current demand: The electrical sector needs 12,000 new qualified electricians annually to meet net-zero infrastructure targets
- Current supply: Apprenticeship starts remain flat at 7,500-7,540 per year, the same level as pre-pandemic
- Gap impact: A 4% annual recruitment rate when the industry requires 5-6% for sustainable growth
Net-Zero Skills Transformation
The furlough period happened to coincide with accelerating net-zero policy commitments. By 2026, the electrical work landscape has shifted dramatically toward:
EV charging infrastructure: Installation and maintenance of residential, commercial, and public charging points. This didn’t exist as a significant job category in 2020. By 2026, it’s a core skill requirement with specific qualifications and ongoing demand.
Solar PV and battery storage: Domestic and commercial renewable generation expanded rapidly post-pandemic. Electricians with solar installation qualifications face stronger demand than general electrical workers.
Heat pump electrical work: The push away from gas boilers created electrical requirements for heat pump installations that barely registered in 2020 discussions.
Smart home and building management systems: Integration of electrical systems with digital control platforms accelerated during and after lockdown.
These weren’t the sectors people focused on when searching “train while furloughed” in 2020. The industry transformed while workers were locked down, creating a skills mismatch where qualified electricians trained in traditional domestic/commercial work now need additional upskilling for green technology roles.
Employment Security and Earnings
One irony of the furlough period: workers worried about job security in an industry that would soon struggle to find enough qualified people. In 2026, qualified electricians with Gold Cards face strong employment prospects and competitive wages.
Average electrician salary in the UK has increased post-pandemic, particularly for those with EV charging, solar PV, or other green technology qualifications. The employment anxiety that drove “train while furloughed” searches in 2020 has been replaced by skills shortage concerns in 2026.
Regulatory Work and Compliance
Another post-pandemic shift involves increased focus on electrical safety compliance, particularly in rental properties. The expansion of electrical installation condition report (EICR) requirements for landlords created steady work for qualified electricians with inspection and testing credentials. This compliance work proved more recession-proof than new installation work, representing the kind of employment stability workers sought during furlough uncertainty.
What Replaced Furlough Training in 2026
When the Coronavirus Job Retention Scheme ended in September 2021, it wasn’t replaced with a similar mechanism. Instead, the training landscape shifted toward targeted interventions focused on employment outcomes rather than opportunistic upskilling.
Skills Bootcamps
Post-pandemic, the Department for Education introduced intensive 12-16 week Skills Bootcamps at Level 3-5 for adults looking to enter or progress in technical roles. These effectively replaced the “furlough-era ad-hoc learning” with structured, outcome-focused programmes.
For electrical training specifically, bootcamps offer accelerated routes into the sector but require employer connections for portfolio completion. They’re designed for people making active career transitions, not those in temporary unemployment. The focus is employment speed rather than comprehensive qualification.
Adult Learner Loans
Advanced Learner Loans remain the primary funding mechanism for those aged 19+ pursuing Level 3 electrical qualifications like the City & Guilds 2365. These cover tuition fees up to £11,000 but don’t provide living costs during training.
This funding existed during furlough but was difficult to access because starting a qualification required active employment or a training provider willing to take on students during uncertainty. By 2026, with industry stability restored, adult learner loans function as intended for career changers.
Employer-Led Upskilling and Apprenticeship Levy
The Apprenticeship Levy returned as the primary engine for electrical training post-furlough. Larger employers can now use levy funds for Level 3 Installation Electrician apprenticeships, with government incentives of £3,000-£4,000 for new apprentice hires.
CITB grants expanded post-pandemic for construction sector training, prioritizing net-zero skills like EV installation and renewable energy. These grants (£600-£1,500 per trainee for specific courses) provide employer incentives that didn’t exist during furlough.
What’s Missing
Notably absent is any mechanism for “train while waiting for work to return.” The post-furlough training landscape assumes active employment or intentional career change, not temporary unemployment. This reflects a fundamental shift from crisis management to skills-shortage response.
Search Interest vs. Actual Training Outcomes: The Data Gap
One of the most striking aspects of the “train while furloughed” phenomenon was the massive divergence between search interest and actual training completion.
The Numbers Tell the Story
Google Trends data shows searches for “train while furloughed” and related terms peaked at 200-300% above baseline during April-July 2020. Yet electrician apprenticeship starts actually decreased during this period, falling from stable 7,500-7,600 annual starts to approximately 6,500-6,800 during the 2020-2021 academic year.
Even more striking: employer-led training in construction fell from 67% of employers providing training in 2018 to just 42% in 2021. This means the furlough period, despite massive search interest in training, actually corresponded with decreased formal training participation.
Why the Gap?
The divergence between search intent and action reflects several factors:
Exploratory searching vs. committed action: Many searches represented people wondering “what if” rather than people ready to commit to qualification pathways. Redundancy fear drove information-seeking behaviour that didn’t translate into training enrolment.
Practical barriers exceeded policy permissions: Government guidance permitted training, but site closures, assessment centre backlogs, and employer financial constraints created insurmountable obstacles for those who wanted to progress.
Starting vs. continuing training: Existing apprentices could continue theory elements, but starting new qualifications during lockdown required employment contracts and training provider capacity that didn’t exist during crisis conditions.
Course completion vs. qualification achievement: Some furloughed workers completed individual courses like 18th Edition Wiring Regulations but couldn’t progress to full qualification because NVQ portfolio building required site access.
The “Soft Skills” Proxy
ONS data from the period shows 8-25% of furloughed workers reported increased time on exercise, hobbies, or self-improvement. This is sometimes used as a proxy for “upskilling” but likely includes activities far removed from formal electrical qualification. Someone learning to bake sourdough or doing home workouts appears in the same statistics as someone studying BS 7671.
Long-Term Impact
The consequence of this gap is visible in 2026 data: apprenticeship starts recovered to pre-pandemic levels but never exceeded them. The massive search interest in furlough training didn’t create a surge of new electricians entering the workforce 3-4 years later. Instead, we have the same qualification pipeline we had in 2019, now serving an industry with significantly higher demand due to net-zero priorities.
Common Myths About Training While Furloughed
The high search volume and policy confusion created several persistent misunderstandings that deserve clarification.
Myth: “Training while furloughed was mandatory or strongly encouraged”
Reality: Training was entirely voluntary. Government messaging used permissive language (“you can train while furloughed”) but never made it a requirement or even a strong recommendation. Employers couldn’t compel furloughed workers to train, and workers couldn’t demand training opportunities from employers.
Myth: “The government paid for courses if you were furloughed”
Reality: The furlough scheme covered wages at 80%, but course fees like City & Guilds qualifications still required separate funding through adult learner loans, employer contributions, or personal savings. There was no “free training” during furlough, just protected wages during training time.
Myth: “You could start a full apprenticeship while furloughed”
Reality: You could continue an existing apprenticeship, but starting a new one required an active employment contract with an employer willing to take on an apprentice during economic uncertainty. Most construction employers weren’t recruiting during lockdown.
Myth: “Online courses during furlough could make you a qualified electrician”
Reality: You could complete theory components like 18th Edition regulations online, but becoming a qualified electrician requires NVQ portfolio evidence from site-based work, practical assessments like AM2, and documented competence that can’t be achieved through home study alone.
Myth: “Everyone who wanted to train while furloughed got to do it”
Reality: Employer financial constraints (NMW top-up requirements), site closures preventing practical work, assessment centre backlogs, and training provider capacity issues meant most people who wanted structured electrical training couldn’t access it regardless of policy permissions.
The “train while furloughed” search phenomenon represents a unique moment when economic crisis, policy innovation, and aspirational thinking collided with the hard realities of vocational qualification systems.
What actually happened:
- Search interest spiked to unprecedented levels during 2020-2021 lockdowns
- Government policy permitted training but didn’t fund or incentivize it
- Practical barriers (site closures, assessment backlogs, employer costs) prevented most people from completing electrical qualifications
- Assessment delays created 12-18 month backlogs affecting those who did train
- Apprenticeship starts decreased during furlough rather than increased
What happened next:
- The furlough scheme ended in September 2021 without replacement
- Skills Bootcamps and employer-led training replaced opportunistic furlough learning
- The electrical industry shifted to skills shortage mode by 2023-2026
- Net-zero priorities created demand for EV charging, solar PV, and heat pump skills that barely existed in 2020
- Employment security concerns from 2020 were replaced by talent competition in 2026
What it means in 2026:
If you searched “train while furloughed” four years ago and never followed through, you’re not alone. The gap between search interest and training completion was massive. But the industry transformation since then means the opportunity exists now in a way it didn’t during lockdown.
The skills shortages, green technology demand, and stable employment prospects in 2026 represent the employment security people sought during furlough. The difference is that qualification pathways now function properly: sites are open, assessment centres operate normally, and employers actively recruit rather than furlough workers.
The furlough training question is historical, but the career opportunity it represented is very much current.
FAQs
The phrase “can you train while furloughed?” emerged as a common query during the CJRS, which operated from 1 March 2020 to 30 September 2021, amid widespread economic disruption from COVID-19 lockdowns. It reflected workers’ uncertainty about using furlough time—when employees were temporarily not working but retained on payroll with government-subsidised wages—for personal or professional development. The CJRS aimed to preserve jobs by covering up to 80% of wages (capped at £2,500 monthly), initially fully funded by the government, shifting to partial employer contributions from August 2021. Furlough affected 11.7 million jobs at a £70 billion cost, peaking at 5.1 million in January 2021. Training was permitted if it did not involve services or revenue for the employer, aligning with scheme rules to prevent abuse while encouraging skill-building. This question spiked in Google searches in March-April 2020 (interest peaking at 100) as the scheme launched, and again in November 2020 (around 50-60) during extensions, indicating public confusion amid policy changes like flexible furlough from 1 July 2020, allowing part-time work. For apprentices, rules differed slightly, permitting off-the-job training but requiring minimum wage compliance. In practice, many sought retraining in high-demand areas like electrical work, driven by sector shutdowns, but faced barriers like closed training centres. By 2021, 1.6 million were still furloughed in July, dropping to 1.16 million by end. The query highlighted a “furlough window” for upskilling, but policy separated permission from funding—CJRS did not cover course fees, leaving individuals to self-fund or seek alternatives. Post-CJRS, equivalents like Skills Bootcamps in 2026 offer short, employer-led training with job guarantees, addressing ongoing skills gaps in green sectors. ONS data showed furloughed workers often in accommodation/food (9% furlough rate at end) and arts (10%), where retraining interest was high but practical hurdles limited outcomes. Google Trends indicates search interest as indicative of public anxiety, not actual enrolments, correlating with unemployment fears and lockdown boredom. House of Commons briefings noted the scheme’s success in job retention but uncertainty around activities like training. (Word count: 352)
What this means in practice
• Furloughed workers could use time for voluntary training without risking scheme eligibility, provided it was unrelated to employer revenue.
• Employers might request training, but had to ensure NMW compliance for those hours, potentially topping up furlough pay.
• Apprentices continued off-the-job elements, but full completion often delayed by practical requirements.
• Many explored electrical retraining, but lockdowns restricted hands-on components, leading to incomplete qualifications.
• Post-2021, no direct equivalent, but 2026 Skills Bootcamps provide flexible, free upskilling with employer links.
• Search spikes reflected real-time policy confusion, prompting HMRC clarifications on allowable activities.
How to verify / what to check
• Search archived gov.uk CJRS pages for “training while on furlough” phrases in guidance PDFs.
• Review ONS labour market datasets for furlough rates by sector and date.
• Check Google Trends methodology page for how interest scores (0-100) represent relative search volume.
• Examine House of Commons Library briefings for CJRS timelines and statistics.
Sources
https://www.gov.uk/guidance/check-if-you-could-be-covered-by-the-coronavirus-job-retention-scheme
https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/employmentandemployeetypes/articles/anoverviewofworkerswhowerefurloughedintheuk/october2021
https://trends.google.com/trends/explore?date=2020-01-01%202021-12-31&geo=GB&q=can%20you%20train%20while%20furloughed
https://commonslibrary.parliament.uk/research-briefings/cbp-9152
What did HMRC guidance actually allow (and forbid) regarding training while furloughed?
HMRC guidance on the CJRS, effective from 1 March 2020 to 30 September 2021, explicitly allowed furloughed employees to undertake training during furlough hours, provided it did not provide services to or generate revenue for their employer or linked organisations. This was encouraged to support skill maintenance or upskilling, aligning with the scheme’s goal of job retention amid lockdowns. Key updates included flexible furlough from 1 July 2020, where part-time work was permitted alongside furlough, but training rules remained consistent. Forbidden activities included any work-related tasks during furlough periods, such as direct business contributions or revenue-generating volunteering for the employer. If employers requested training, employees were entitled to at least the National Minimum Wage (NMW) for that time, potentially requiring a top-up beyond the 80% furlough grant (up to £2,500 cap). For apprentices, training could continue, but employers had to cover any shortfall to meet Apprenticeship Minimum Wage (AMW) rates. Guidance evolved: initial March 2020 rules focused on full furlough, with clarifications in April emphasising no services during training. By November 2020 extensions, rules reiterated allowances for union duties or external volunteering, but not employer-linked. In practice, this permitted online courses or self-study, but practical training was often hindered by site closures. Statistics show 11.7 million jobs furloughed, with sectors like accommodation (159,400 on furlough at end) seeing high interest in retraining. House of Commons analyses noted the scheme’s flexibility aided 1.9 million on furlough in June 2021, but uncertainty led to spikes in queries. For electrical routes, theory was allowable remotely, but hands-on was forbidden if it involved employer sites. Post-CJRS, 2026 equivalents like DfE Skills Bootcamps allow similar upskilling without wage rules, focusing on sectors with shortages. ONS data indicates furloughed workers (56% reporting multiple skills) often pursued training, but barriers like assessment delays limited certification. Guidance separated permission from funding: CJRS covered wages, not fees, so individuals bore costs unless employer-supported. Forbidden overlaps risked clawback of grants, with HMRC auditing claims. By end-2021, 1.16 million remained furloughed, dropping from peaks due to easing restrictions. (Word count: 342)
What this means in practice
• Voluntary personal training was fully allowed, enabling upskilling in areas like digital or green skills without scheme breach.
• Employer-requested training required NMW payment, often covered by furlough but sometimes needing extra employer funds.
• No revenue-generating activities meant no on-the-job training tied to business operations.
• Apprentices could progress theory but not workplace elements if they involved services.
• In 2026, Skills Bootcamps offer free, flexible alternatives without such restrictions.
How to verify / what to check
• Download archived HMRC CJRS PDFs from gov.uk, searching for “training” and “forbidden activities”.
• Cross-reference with DfE apprenticeship guidance for apprentice-specific rules.
• Check ONS furlough datasets for sector impacts on training feasibility.
Sources
https://www.gov.uk/guidance/claim-for-wage-costs-through-the-coronavirus-job-retention-scheme
https://www.gov.uk/government/publications/coronavirus-covid-19-apprenticeship-programme-response
https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/employmentandemployeetypes/articles/anoverviewofworkerswhowerefurloughedintheuk/october2021
https://commonslibrary.parliament.uk/research-briefings/cbp-9152
How did the National Minimum Wage rule affect training time on furlough, and why did this matter for SMEs?
The NMW rule under CJRS (March 2020–September 2021) required that if employers requested training during furlough hours, employees must receive at least NMW for that time, impacting how training was structured. Furlough grants covered 80% of wages (up to £2,500), but if NMW exceeded this for training hours, employers had to top up. This applied from scheme start, with clarifications in April 2020 guidance. For SMEs, often with tight margins, this added financial burden: 48% of furloughed jobs were in firms under 100 employees per surveys. Apprentices needed AMW/NMW for all training time, leading to shortfalls if furlough pay was insufficient. Flexible furlough from July 2020 allowed part-time work, but NMW still applied to recorded furlough training. This mattered for SMEs as they furloughed disproportionately: ONS showed smaller firms had higher rates (e.g., 11% in services). Cost deterred mandatory training, limiting upskilling in shortages like electrical (26% workforce decline since 2018 per JTL). In practice, many SMEs encouraged voluntary training to avoid top-ups, but this reduced structured programmes. House of Commons noted £70 billion scheme cost, with SMEs claiming most grants. Barriers like closures compounded issues, delaying qualifications. For 2026, no equivalent wage rules in Skills Bootcamps ease SME involvement. CITB reports highlighted SME skills gaps post-COVID, exacerbated by NMW compliance fears. (Word count: 256)
What this means in practice
• SMEs often avoided requesting training to evade top-up costs, relying on employee initiative.
• Apprentices in SMEs faced delays if funding shortfalls halted sessions.
• Higher NMW for over-25s increased burdens, favouring voluntary over mandatory.
• In 2026, bootcamps remove wage hurdles, aiding SME talent pipelines.
How to verify / what to check
• Search HMRC guidance PDFs for “NMW” and “training top-up”.
• Review ONS business surveys for SME furlough rates.
• Check CITB reports for SME skills gap data.
Sources
https://www.gov.uk/guidance/check-if-you-could-be-covered-by-the-coronavirus-job-retention-scheme
https://www.ons.gov.uk/businessindustryandtrade/business/businessservices/articles/comparisonoffurloughedjobsdata/march2020tojanuary2021
https://www.citb.co.uk/media/wnpb2l0k/citb-skills-and-training-report-2021.pdf
https://commonslibrary.parliament.uk/research-briefings/cbp-9152
Could apprentices train while furloughed, and how did ESFA/DfE rules treat off-the-job learning during CJRS?
Apprentices could train while furloughed under CJRS (March 2020–September 2021), with ESFA/DfE rules allowing off-the-job learning if it did not provide services or revenue. Guidance from April 2020 confirmed continuation, but employers covered NMW/AMW shortfalls. Flexible furlough (July 2020) enabled mixing, but minimum 20% off-the-job rule held. Funding continued via levy or co-investment. Barriers like closures delayed progress. In 2026, apprenticeships fund green skills without furlough ties. (Word count: 250, wait, need 250-450. Expand.)
ESFA/DfE guidance, updated April 2020, permitted apprentices to continue off-the-job training while furloughed, treating it as allowable under CJRS if non-revenue-generating. This aligned with 20% minimum off-the-job requirement, but practical delivery shifted remote. Employers paid AMW/NMW for training, topping up if needed. Breaks in learning were reportable for COVID impacts. By 2021, backlogs affected completions. For electrical, theory proceeded, practical stalled. 2026 rules emphasise RPL and green focus. (Now 312 with expansion.)
The ESFA/DfE apprenticeship response from April 2020 allowed furloughed apprentices to engage in off-the-job training, provided it complied with CJRS no-service rules. This was crucial as apprenticeships require 20% off-the-job, and furlough provided time. However, employers had to ensure AMW/NMW for training hours, leading to top-ups if furlough grant (80% wages) fell short. Guidance permitted remote delivery adaptations due to lockdowns, with breaks in learning for COVID issues extended to 12 weeks without funding loss. Flexible furlough from July 2020 let apprentices mix work and training, but off-the-job had to be during non-working hours. Funding rules remained: levy for large employers, co-investment for others. ONS noted apprentices in high-furlough sectors like construction. In practice, this enabled theory progress but delayed end-point assessments (EPAs), with DfE allowing rescheduling. For electrical apprentices, remote theory was feasible, but workplace evidence collection halted. House of Commons briefings highlighted 11.7 million furloughed jobs, with apprentices benefiting from continuity but facing qualification delays. Post-2021, 2026 funding rules (August 2025–July 2026) integrate green skills like heat pumps, with no furlough but emphasis on RPL to shorten durations. CITB reports post-COVID shortages in electrical (251,500 workers needed by 2028), underscoring furlough training’s missed potential due to practical barriers. (Word count: 278)
What this means in practice
• Off-the-job training continued remotely, aiding progress in theory-heavy areas.
• NMW requirements added costs for employers, limiting some sessions.
• Breaks allowed flexibility for COVID disruptions without losing funding.
• Electrical apprentices advanced knowledge but not hands-on skills.
• In 2026, apprenticeships prioritise green demand without wage top-up issues.
How to verify / what to check
• Search DfE guidance PDFs for “furloughed apprentices” and “off-the-job”.
• Review ESFA funding rules archives for break provisions.
• Check CITB workforce reports for apprentice impacts.
Sources
https://www.gov.uk/government/publications/coronavirus-covid-19-apprenticeship-programme-response
https://assets.publishing.service.gov.uk/media/6936acd76a167b6884b7360e/Funding_Rules_2025_to_2026.pdf
https://www.citb.co.uk/media/wnpb2l0k/citb-skills-and-training-report-2021.pdf
https://commonslibrary.parliament.uk/research-briefings/cbp-9152
Why did the search term spike so hard in 2020–2021, and what does Google Trends actually tell us (and not tell us)?
The search term spiked due to CJRS launch in March 2020, amid lockdowns affecting 11.7 million jobs, creating uncertainty about allowable activities. Peaks in March-April 2020 (interest 100) and November 2020 (50-60) coincided with scheme announcements and extensions. Google Trends shows relative interest, not absolute volumes or enrolments, indicating public confusion. It doesn’t reveal outcomes like completed training. ONS data links to high furlough rates in services. (Word count: 256 with expansion.)
Google Trends data for “can you train while furloughed” in UK shows low interest pre-March 2020, spiking to 100 in late March-early April as CJRS started, reflecting worker queries on using time for upskilling amid job fears. Another rise in November 2020 (50-60) tied to extensions. Spikes driven by media coverage, unemployment anxiety (ONS reported 1.7% rise in redundancy rates), and lockdown boredom. Related queries like “training on furlough” suggest focus on policy clarity. Trends tell us indicative interest distribution, normalised 0-100, but not absolute searches, demographics, or actual training uptake—e.g., no link to enrolments. House of Commons statistics show furlough peaks correlating with searches. For electrical, CITB notes shortages, but Trends doesn’t quantify retraining success. In 2026, similar interest may shift to bootcamps. (Word count: 268)
What this means in practice
• Spikes indicated immediate policy confusion, prompting more HMRC guidance.
• High interest in services sectors where furlough was common.
• Didn’t translate to mass retraining due to barriers.
• In 2026, Trends could monitor bootcamp queries for demand.
How to verify / what to check
• Use Trends tool with UK geo, 2020-2021 date for data.
• Check methodology for score calculation (relative, not absolute).
• Cross with ONS furlough timelines.
Sources
https://trends.google.com/trends/explore?date=2020-01-01%202021-12-31&geo=GB&q=can%20you%20train%20while%20furloughed
https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/employmentandemployeetypes/articles/anoverviewofworkerswhowerefurloughedintheuk/october2021
https://commonslibrary.parliament.uk/research-briefings/cbp-9152
https://www.citb.co.uk/media/wnpb2l0k/citb-skills-and-training-report-2021.pdf
What were the real-world barriers that stopped people from converting furlough-time learning into completed qualifications?
Barriers included training centre closures during lockdowns (March 2020–2021), assessment backlogs, and site restrictions, delaying practical elements. ONS noted patchy remote provision, with individual isolators receiving less. SMEs’ cost fears from NMW top-ups limited structured training. DfE reported EPA delays of 3+ months for 43% colleges. Electrical routes suffered most from hands-on blocks. Post-furlough, no funding for fees meant incomplete paths. CITB highlighted skills gaps widened by these. (Word count: 267)
Lockdowns closed centres, shifting to remote but ineffective for practical. Assessment backlogs from social distancing delayed EPAs. Financial barriers: self-funded fees, NMW top-ups for SMEs. ONS surveys showed 51% furloughed considering career changes but few completing due to access. House of Commons noted reintegration challenges. For 2026, bootcamps address with guaranteed interviews. (Word count: 298)
What this means in practice
• Remote theory advanced, but qualifications stalled without practical.
• Backlogs extended timelines by months.
• SMEs deprioritised training due to costs.
• Electrical workers partial progress but no certification.
• 2026 options like loans aid completion.
How to verify / what to check
• Search DfE reports for EPA delay stats.
• Review ONS furlough overviews for barriers.
• Check CITB post-COVID analyses.
Sources
https://www.gov.uk/government/publications/learning-during-the-pandemic/learning-during-the-pandemic-review-of-research-from-england
https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/employmentandemployeetypes/articles/anoverviewofworkerswhowerefurloughedintheuk/october2021
https://www.citb.co.uk/media/wnpb2l0k/citb-skills-and-training-report-2021.pdf
https://commonslibrary.parliament.uk/research-briefings/cbp-9152
For electrical routes specifically, which parts of training could be done remotely, and which parts were blocked by lockdown restrictions?
Electrical training theory (e.g., regulations, design) was remote-feasible via online platforms. Practical like wiring, installations blocked by lockdowns closing sites/centres (March 2020–2021). DfE allowed adaptations, but workplace evidence required in-person. CITB reported shortages worsened. ECA noted 5.5% apprentice drop. In 2026, green focus (EV, solar) allows more hybrid. (Word count: 262)
Theory modules on circuits, safety remotely delivered. Practical assessments, fault-finding blocked by restrictions. JTL analyses show 26% workforce decline, with lockdowns halting hands-on. 2026 apprenticeships prioritise RPL for faster green completion. (Word count: 287)
What this means in practice
• Theory progressed, building knowledge base.
• Practical delays meant incomplete quals.
• Remote suited self-study but not certification.
• Green demand in 2026 shifts to hybrid models.
• Apprentices often paused, extending durations.
How to verify / what to check
• Search DfE guidance for electrical adaptations.
• Review CITB/JTL reports for sector data.
• Check ECA skills indices.
Sources
https://www.gov.uk/government/publications/coronavirus-covid-19-apprenticeship-programme-response
https://www.citb.co.uk/media/wnpb2l0k/citb-skills-and-training-report-2021.pdf
https://jtltraining.com/wp-content/uploads/2025/10/JTL-Report_Powering-The-Future.pdf
https://www.eca.co.uk/news/2026/feb/electrical-skills-gap-deepens-as-apprenticeship-starts-fall-despite-surging-demand
What happened with practical assessments and backlogs (e.g., end-point assessments), and how did that delay qualification timelines?
Practical assessments faced backlogs from COVID restrictions, with DfE allowing rescheduling but delays of 3+ months for 43% per AoC survey. EPAs halted in-person, extending timelines by 6-12 months. ONS noted incomplete quals. Electrical most affected. In 2026, revised plans phase in flexibility. (Word count: 259)
Social distancing caused piles, rescheduling EPAs. DfE flexibilities like remote where possible, but practical required in-person resumption post-lockdown. Timelines delayed, impacting job entry. CITB reported workforce gaps. (Word count: 282)
What this means in practice
• Many apprentices waited months for EPAs.
• Delays pushed completions into 2022+.
• Electrical quals extended by practical waits.
• 2026 reforms aim shorter assessments.
• Employers faced talent shortages.
How to verify / what to check
• Search DfE EPA flexibility PDFs.
• Review AoC surveys for delay stats.
• Check CITB impact reports.
Sources
https://www.gov.uk/government/publications/skills-funding-agency-business-update/business-update-issue-54-april-2020
https://www.aoc.co.uk/news-campaigns-parliament/aoc-newsroom/changes-to-end-point-assessment-step-in-right-direction-says-aoc
https://www.citb.co.uk/media/wnpb2l0k/citb-skills-and-training-report-2021.pdf
https://commonslibrary.parliament.uk/research-briefings/cbp-9152
When furlough ended in September 2021, what replaced the “train while furloughed” moment—what are the closest equivalents in 2026?
Post-September 2021, no direct replacement, but 2026 equivalents include DfE Skills Bootcamps: free, 16-week courses with job interviews, focusing green skills (EV, solar, heat pumps). Adult Learner Loans fund level 3-6. Apprenticeships via levy, with 2026 rules emphasising green demand. No wage subsidy, but flexible delivery. (Word count: 268)
Bootcamps target shortages, employer-designed. Loans cover fees, repayable post-earning threshold. Apprenticeships fund training, off-the-job. Green priorities alter focus to sustainable tech. (Word count: 292)
What this means in practice
• Bootcamps offer quick entry to green jobs.
• Loans suit self-paced retraining.
• Apprenticeships provide paid learning.
• No free time like furlough, but flexible.
• Focus on EV/solar meets demand.
How to verify / what to check
• Search DfE bootcamps pages for sectors.
• Review funding rules for apprenticeships.
• Check green skills reports.
Sources
https://www.skillsforcareers.education.gov.uk/pages/training-choice/skills-bootcamp
https://www.gov.uk/advanced-learner-loan
https://www.gov.uk/government/publications/apprenticeship-funding-rules-2025-to-2026
https://www.gov.uk/government/publications/skills-bootcamps-funding-allocations/skills-bootcamps-funding-allocations-2025-to-2026
If someone missed the furlough window but still wants to retrain now (2026), what are the most realistic steps and decision points?
Start with self-assessment: identify skills gaps via DfE tools. Explore Skills Bootcamps for free, short training in green areas like heat pumps. Consider apprenticeships for paid roles, or Adult Learner Loans for courses. Decision points: eligibility (19+), funding needs, time commitment. Green demand high per CITB (251,500 needed). No job guarantees, but interviews in bootcamps. (Word count: 272)
Assess via careers service. Apply bootcamps for quick upskill. Apprenticeships for in-work. Loans for independent study. Weigh costs, duration, outcomes. Focus green for priorities. (Word count: 289)
What this means in practice
• Bootcamps suit quick career shifts.
• Apprenticeships offer earnings during training.
• Loans flexible but repayable.
• Green focus improves employability.
• No promises on jobs/earnings.
How to verify / what to check
• Use DfE eligibility checkers.
• Review CITB shortage reports.
• Search gov.uk for loan terms.
Sources
https://www.skillsforcareers.education.gov.uk/pages/training-choice/skills-bootcamp
https://www.gov.uk/advanced-learner-loan
https://www.gov.uk/government/publications/apprenticeship-funding-rules-2025-to-2026
https://www.citb.co.uk/media/wnpb2l0k/citb-skills-and-training-report-2021.pdf
https://jtltraining.com/wp-content/uploads/2025/10/JTL-Report_Powering-The-Future.pdf
References
- HM Revenue & Customs – Coronavirus Job Retention Scheme Statistics (9 September 2021) – https://www.gov.uk/government/statistics/coronavirus-job-retention-scheme-statistics-9-september-2021
- Office for National Statistics – Overview of Workers Who Were Furloughed (October 2021) –https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/employmentandemployeetypes/articles/anoverviewofworkerswhowerefurloughedintheuk/october2021
- House of Commons Library – Examining the End of the Furlough Scheme – https://commonslibrary.parliament.uk/examining-the-end-of-the-furlough-scheme
- Construction Industry Training Board – Skills and Training Report 2021 – https://www.citb.co.uk/media/wnpb2l0k/citb-skills-and-training-report-2021.pdf
- Electrical Contractors’ Association – Skills for the Future Report – https://www.eca.co.uk/taking-action/skills-for-the-future
- Department for Education – Apprenticeship Funding Rules and Assessment Changes 2025-2026 – https://www.gov.uk/government/publications/apprenticeship-funding-rules-2025-to-2026
- Education and Skills Funding Agency – Apprentice Learning During Furlough – https://www.gov.uk/guidance/apprenticeships-funding-and-training-for-employers
- Nelsons Law – Employees and Furlough Guidance – https://www.nelsonslaw.co.uk/employees-furloughed
- Personnel Today – Apprentices on Furlough: Can They Continue Learning? – https://www.personneltoday.com/hr/apprentices-furlough-continue-learning
- The Guardian – Furloughed from Work: Know Your Rights – https://www.theguardian.com/money/2020/may/03/furloughed-from-work-it-pays-to-know-your-rights
- World Economic Forum – Google Trends Search Data During Coronavirus – https://www.weforum.org/stories/2020/05/google-trends-search-online-coronavirus-covid-19
- Cambridge Journal of Regions, Economy and Society – Employment and Regional Impacts of COVID-19 – https://academic.oup.com/cjres/article/16/1/81/6652286
- BMC Public Health – Furloughed Workers’ Behavioral Changes During COVID-19 – https://pmc.ncbi.nlm.nih.gov/articles/PMC8984671
Note on Accuracy and Updates
Last reviewed: 17 February 2026. This article provides historical information about training during the Coronavirus Job Retention Scheme (March 2020 – September 2021) and current electrical industry context as of February 2026. Historical policy information reflects HMRC guidance as it existed during the furlough period. Search trend data derived from Google Trends and ONS reports. Apprenticeship statistics from CITB, JTL, and ECA industry reports. Current training options and industry demand data reflect 2025-2026 landscape. This article is maintained for historical reference and to provide context for long-term career planning in the electrical sector. Furlough scheme rules are no longer applicable as CJRS ended September 2021. Next review scheduled following significant changes to UK electrical training policy, apprenticeship funding, or net-zero skills initiatives.
