An apprenticeship contract will provide details on the terms of employment, working conditions and the apprenticeship program itself. Both the employer and the apprentice receive a copy of the retaining agreement. Learning is open to all age groups over the age of 16 at the intermediate, advanced and upper levels. Training is provided for a fixed period (usually 1 to 4 years) and/or until a level of qualification is reached. As a general rule, trainees work at least 30 hours per week. Pay, Wages and THE NATIONAL MINIMUM WAGE (NMW) includes a specific category for apprentices whose hourly rates are significantly lower than those of other workers. An apprentice who works under a training contract is entitled to all legal health and safety provisions and better protection against dismissal. For example, an employer who cancels an apprentice may be held responsible for heavy penalties that may include the cost of training for the balance of education, the loss of income for the initial apprenticeship period (which could be up to 5 years) and the loss of future income due to future damage to the apprentice caused by the non-graduation of the training program. An apprenticeship contract must be signed at the beginning of the apprenticeship.
It is used to validate individual employment agreements between the apprentice and the employer. Before the program begins, an apprenticeship contract is signed by the employer and the apprentice, which explains the main details of the apprenticeship. You can write your own apprenticeship contract or download a learning contract template. This agreement must be signed by the apprentice and the employer at the beginning of the apprenticeship. Regardless of the specificity of some apprentices in the implementation of redundancy programs, dismiss an apprentice before the end of the apprenticeship, inappropriate or no employment contract that limits the flexibility of the employer. This is a very high risk and often a grey area of labour law, but it should not necessarily prevent employers from recruiting apprentices, as this route has many benefits for both the employer and the apprentices. The end of an apprenticeship – to summarize an apprenticeship contract as a rule is temporary and employers have only a limited right of termination before the expiry of the term. However, apprentices employed on apprenticeship contracts may be laid off in the same way as regular workers. The contract can therefore be an indeterminate contract that can be terminated without notice or on a temporary basis, with or without a termination provision.
If the apprentice is employed under an apprenticeship contract or a recognized English apprenticeship contract, the usual principles of breach of contract and unjustified termination rights apply. As a result, employers can effectively manage underperforming apprentices, like any other employee, with underperforming apprentices, but if the dismissal of an apprentice is then considered unfair, a court may take into account lost income, etc., because the apprenticeship has not been completed (and due to the unfair dismissal of the employer). Because apprentices who work under an apprenticeship contract work under an employment contract with their employer, they are entitled to a salary under national minimum wage schemes. As of May 26, 2015, apprenticeship contracts apply only to individuals; Traditionally, apprenticeship contracts were a heavier burden on the employer than a regular employment contract, as the primary purpose of apprenticeship was considered to be an offer of training for the individual, as the exercise of work was a secondary consideration for the employer.