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Apprenticeship Guide For Employers
Apprenticeships are seen as the future of work-based learning. They are central to the government’s vision to improve skills, build sustainable growth
and to enable individuals to succeed and progress in their careers. A target has been set of three million new apprenticeship starts by 2020, with no
decline in the number of 16-18 apprentices.
An apprenticeship is a genuine job with an accompanying skills development and training programme. It enables young people to earn a salary whilst
they gain technical knowledge and real practical experience, along with the functional and personal skills required for the specific job. These are
acquired through a mix of learning in the workplace, formal off-the-job training and the opportunity to practise and embed these new skills in a real
work environment.
Employers across all industries are looking for more than just academic qualifications. Graduates leaving the education system often lack the
practical workplace skills required, such as problem solving, team working and communication. As a result the government has put employers at the
heart of apprenticeship design so the training is specifically tailored to meet the needs of their sector and the economy more widely. Groups of
“Trailblazer” employers in a range of sectors have led the development of the new standards and assessment approaches.
EMPLOYER RESPONSIBILITIES experienced staff and the job role must help An apprenticeship must last at least twelve
them gain the knowledge and skills needed to months with most taking between one and
Apprentices are achieve the apprenticeship. The employer will five years to complete, depending upon the
hired under a be responsible for giving the apprentice an level of apprenticeship and the industry
contract of induction into their role, providing on-the-job sector. The employment contract is normally
employment and are training and releasing them for their off-the- for a fixed term. Apprenticeship contracts are
subject to the same job training. excluded from the regulations covering fixed-
benefits and term employment and can only be terminated
employment TRAINING early in very rare cases such as serious
conditions as other employees. They can misconduct.
Most of the training is completed on-the-job at
expect a regular wage, the same entitlement
the work premises, learning job specific skills Apprenticeships are full-time jobs with training
to holidays, fair working hours, rest breaks,
in the workplace. Off-the-job training is or skills development attached. The minimum
notice periods, grievance and dismissal
provided by a training provider and may be hours of employment should be at least 30
procedures, sick pay and maternity or
delivered through day release, block release, hours per week with at least 20% of their time
paternity pay. However, an employer has
on-line learning or a blend of different spent undertaking off-the-job training that is
increased responsibilities towards an
methods. The employer can negotiate the relevant to the apprenticeship. They must be
apprentice. The focus is on the facilitation of
delivery model with the training provider to paid for this study time.
training and undertaking work that will
ensure that it is right for the business.
enhance this process. There must be a real The working time regulations for young
job available with a contract of employment DURATION AND HOURS OF people apply to apprentices. Young workers
long enough for an apprentice to complete must not exceed eight hours a day or forty
WORK
their training. They must work alongside hours per week. They must have a rest break
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of at least thirty minutes if their shift lasts qualifications they are working who started out as apprentices with the
more than four and half hours and they must towards. company.
have a twelve hour break between one shift
A commitment statement must also be signed A business survey completed in 2017 found
ending and another starting.
between the employer, the apprentice and the that employers experienced a wide range of
APPRENTICE WAGES training provider. This includes the planned benefits as a result of training apprentices.
content and schedule for training, what is Half the companies surveyed said that their
An apprentice aged under 19, or over 19 but expected and offered by each party, and how apprentices made a valuable contribution to
in their first year of an apprenticeship, must to resolve queries or complaints. the business during their training period, with
be paid at least the national minimum a further third reporting that apprentices
apprenticeship wage. If they are not in this TRAINING COSTS added value within their first few weeks or
category they should be paid the relevant even from the first day. The following table
An employer can apply for funding to help
national minimum wage rate for their age. shows the proportion of employers who
with the costs of training an apprentice. Large
However, many employers choose to pay a experienced the main benefits listed:
employers who have an annual wage bill of
higher rate in recognition of the work
over £3 million, pay an apprenticeship levy In addition, 81% of consumers favour using a
undertaken and to ensure that their company
equivalent to 0.5% of their wage bill. This levy company that takes on apprentices. This
attracts and retains high quality candidates.
goes into a digital account which the suggests that apprenticeships can improve a
Training progress reviews are usually carried
government tops up by 10%. Employers can company’s reputation and increase consumer
out as the trainee’s skills and experience
then use these funds to purchase training demand for the goods and services offered.
develop with their pay increased accordingly.
from approved providers and assessors up to
This gives an added incentive to the trainee Hiring apprentices can help businesses grow
the funding band maximum for that
to do well in the apprenticeship. their own talent by boosting relevant work
apprenticeship. Employers that do not pay the
levy will have 90% of apprenticeship training skills and developing a motivated and
APPRENTICESHIP AGREEMENT qualified workforce. They are a good way to
costs covered by the government or 100% if
An apprenticeship agreement is a contract of they employer fewer than fifty staff and the recruit new staff or to up-skill existing staff
service between an apprentice and the apprentice is under 19. and can lead to tangible economic benefits
employer. It confirms the employment for employers.
arrangements and provides the employee BENEFITS TO BUSINESS
with a written statement of particulars. The
Apprenticeships offer significant returns on
agreement must be signed by both parties at
investment. Once an apprentice has
the start of any apprenticeship as without this
completed their programme, they can add
a completion certificate cannot be issued. The
around £214 per week in productivity gains. A
agreement must include the:
high proportion of apprentices stay with the
length of employment organisations that trained them. Many
companies have long serving staff and
training to be provided
members of the senior management team
working conditions
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