Below, order a reminder from Lifetime Training`s team of experts to understand your next steps in setting up an apprenticeship. Lifetime gives experts insight into the evolution and commissioning of your program and can provide resources such as learning contract templates. Approved English apprentice training must meet the conditions set out in the rules of the Secretary of State. They must enable employers to create learning standards for their own sectors. Recognized English learning is not applicable until the State Secretary has given its consent. Like an apprenticeship contract, approved English apprenticeship contracts have the status of a service contract, which means that an apprentice employed under an apprenticeship contract is only entitled to legal protection of the work. You can write your own apprenticeship contract or download a learning contract template. In October 2010, a pay, wages and the national minimum WAGE (NMW) quota was introduced. An apprentice aged 19 and over, who has been an apprentice for more than 12 months, would be entitled, depending on age, to either the rate of development or the adult rate of NMW: the end of an apprenticeship – in short, a real apprenticeship contract is generally fixed-term and employers have only a limited right of dismissal 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). 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. These contracts were governed by the common law and were generally temporary. The apprentice was protected from premature termination of the apprenticeship contract, which often prevented employers from committing to such an agreement, especially in times of economic hardship. This means that an apprentice who works under an apprenticeship contract has the same labour law rights as other workers. Prior to the 2011 legislation, there was only one case law that regulated the learning relationship and there was a unique legal form of learning – an apprenticeship contract. An apprentice of this type is busy working for an employer, the main objective being training, while the work is secondary for the employer. 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. Learning is open to all age groups over the age of 16 at the intermediate, advanced and upper levels.