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). This fact sheet discusses the employment impact of apprentices in England on employment. It does not cover in detail the practical aspects of learning, such as .B access to a learning position or funding. For more information on these aspects of learning, including the wide choice of trades and sectors, the National Apprenticeship Service (NAS) is an online service that allows employers to select and pay for apprenticeships and coordinates the provision of apprenticeship and training places throughout England, see: Hello Martin We have a candidate for our Level 7 training , who is Minister of Religion and therefore, as I understand it, falls under the category of “Alternative English Learning”. We are new to teaching in the institution and are just mastering the ordinary taste of vanilla! What do I need to know as a service provider to manage this “alternative” training? As a general rule, trainees will work at least 30 hours per week. This can be reduced if the length of a learning position is extended.

Funding rules differ for different start dates. Employers must ensure that they comply with the funding rules applicable to each apprentice. ASCLA then provides that a recognized English apprenticeship contract that meets these conditions is considered an employment contract and not a common-law apprenticeship contract or for legal purposes. If the apprentice is employed under a “compulsory” apprenticeship contract (framework) or a recognised English apprenticeship contract (standard), it is expressly stated that it is not an apprenticeship contract, which allows an apprentice to be dismissed in a normal manner for poor performance, misconduct, dismissal, etc. However, the general considerations of terminating a fixed-term contract remain in effect and employers should ensure that the contract explicitly states that an apprentice can be terminated for the usual reasons. These agreements should be used for every apprentice entering an area where there is a recognized standard for apprenticeships. In 2011, the Apprenticeships, Skills, Children and Learning Act 2009 (ASCLA 2009) came into effect. A new legal form of learning has been introduced; an apprenticeship contract under which the apprentice works for an employer under the terms set by ASCLA 2009 and the 2012 Apprenticeship Regulations.

An apprenticeship contract has the status of a service contract, which means that an apprentice employed under an apprenticeship contract is only entitled to the legal protection afforded to ordinary workers, but who does not have enhanced protection against dismissal.