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Current Government policy favours an employer-driven, demand-led approach to workforce training. It is imperative that as many employers as possible are engaged in staff training if the UK is to compete effectively with emerging global economies. ‘Incentives to train: ensuring employer engagement’ presents the views of a range of key stakeholders on how greater employer engagement in training can best be achieved. The findings are the product of a series of interviews and a roundtable discussion with experts including ministers, backbench MPs [Members of Parliament], peers, civil servants, academics, employers, business representatives, skills agencies, learning providers, NGOs [non-government organisations] and unions. Participants evaluated existing provision to incentivise training for employers, identifying the major areas of concern and proposing recommendations for change. [The following is a summary of the participants’ main comments:] Limited resources (time, staff and funds) and tight margins act as barriers to SME [small and medium enterprises] engagement in training. SMEs need a different approach from that applied to larger companies and require a range of possible options as they will each act according to their different needs in different industries. A policy of skills brokerage is an effective approach, providing SMEs with a single contact and a tailored package of provision. Whilst significant, the fear of poaching may be more of a ‘perceived’, ‘exaggerated’ or temporary phenomenon than a real barrier to training. Vocational qualifications need to be more relevant to employers. Licence to practise schemes are an effective way to encourage industries to up-skill. However, too much Government legislation will act as a deterrent and any licence should be designed by industry. Statutory training levies do not often work in practice and can fail to stimulate genuine demand. Employer-led, voluntary levies are far more effective. The DfES [Department for Employment and Skills] is currently piloting a collective learning fund with the TUC [Trades Union Congress] and employers. This is an ideal approach to encourage tripartite investment in workforce development. The introduction of tax incentives for training would provide a real incentive for employers to invest in training, particularly SMEs. Current Information, Advice and Guidance about workforce training for businesses is poor. Peer to peer communication and practical case studies are the key to spreading best practice.