In Short
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Apprentices are employees who combine work with training; although aged 16 or more, there is no upper age limit.
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You must pay them at least the apprentice minimum wage (which depends on age and stage), and permit 20% off-the-job training time.
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Use a proper apprenticeship agreement (or approved arrangement), clearly set out responsibilities with the training provider, and uphold the same employment rights (e.g. holidays, sick pay).
Tips for Businesses
Check funding rules (e.g. the apprenticeship levy or government support if you do not pay the levy). Choose a good training provider, agree a training plan, and document the terms, wage, and roles. Mentor the apprentice and monitor progress to make the scheme a success.
If you are considering employing apprentices in your workplace, you should mind your obligations towards them. These obligations differ slightly from employees and other workers. This article will explain what you, as an employer, need to know about apprentices in the workplace in England. It will explain, for example, what an apprentice is and how much you should pay an apprentice.
What is an Apprentice?
An apprentice is an employee aged 16 or over who is not currently in a part-time or full-time education, who wishes to work and undergo training while also studying. Typically, their apprenticeship placement lasts between one to six years. Your current employees can start their apprenticeship with you, and an apprentice can also be a new employee you employ. Apprentices work at least 30 hours per week. If they work less than this, you should extend the length of their programme.
It is a common misconception that apprentices are those who have recently left school. In fact, an apprentice can be of any age, such as an older individual undertaking a career change.
When you have an apprentice working in your business, they will:
- work closely with your staff who have the relevant experience in the skills they wish to gain;
- learn skills that they require for your business; and
- have at least 20% of a typical working week set aside to train or study.
This factsheet outlines key developments in 2025 affecting workforce management. In particular, the proposed Employment Rights Bill (2024) will drive significant changes, anticipated to start late 2025.
How Much Should Apprentices Be Paid?
When employing an apprentice, you must pay them at least the National Minimum Wage. The minimum wage rate changes annually in April, so you must keep up to date with it. The current rate for apprentices is as follows:
| Apprentice Age | Current National Minimum Wage | New National Minimum Wage (From April 2025) |
| Aged 16 to 18 | £6.40 | £7.55 |
| Aged 19 or over and in the first year of apprenticeship | £6.40 | £7.55 |
| Aged 19 or over and have completed their first year of apprenticeship | Entitled to the National Living Wage (£11.44) | £12.21 |
What Are Employers’ Responsibilities When Employing Apprentices?
When you employ an apprentice, you must remember that you are responsible for their on-the -job training. After signing your apprenticeship agreement and your apprenticeship commitment statement, which you will receive from their learning and training provider, you must:
- provide a safe working environment;
- give them an induction about your policies and procedures;
- provide developing opportunities in terms of technical skills;
- allow for the 20% work time for training; and
- provide support and training at work to help them succeed.
What Type of Contract Do Apprentices Have?
When you employ an apprentice in your business, you will have a contractual agreement with them. This law now refers to this contract as a contract of service, though it used to be called a contract of apprenticeship. This contract is essentially the same as a normal employment contract. It should detail, for example, their:
- pay;
- working hours; and
- holidays.
The contract of service grants apprentices the same rights as other employees. This includes the right to:
- maternity/paternity leave and pay;
- adoption leave and pay; and
- statutory sick pay.
Proposed Changes
The UK government in February 2025 announced reforms to the apprenticeship system in England, aiming to increase the number of apprentices by up to 10,000 per year.
Key changes include:
- shortening the minimum duration of apprenticeships from 12 to 8 months; and
- allowing more flexible English and maths requirements for adult learners and giving employers greater control over these requirements.
Key Takeaways
When employing apprentices, there are many key points to consider and understand as an employer. You must understand these as part of your legal obligations. For example, you have additional responsibilities, such as providing your apprentices with adequate training. The terms of your relationship are governed by a service contract, similar to an employment contract.
If you need help understanding what you need to know about apprentices in the workplace in England, our experienced employment lawyers can assist as part of our LegalVision membership. For a low monthly fee, you will have unlimited access to lawyers to answer your questions and draft and review your documents for a low monthly fee. So call us today on 0808 196 8584 or visit our membership page.
Frequently Asked Questions
An apprentice in the workplace in England is a person aged 16 or over who works for you and also trains and studies in relation to their role and your business.
You must pay your apprentice at least the National Minimum Wage, which varies according to their age.
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