It is specific to apprenticeships – an employment contract for standard workers is not enough for an apprentice. 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. 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. 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. The regulation, which came into force on April 6, 2012, states that the apprenticeship contract must contain the most important information about the apprentice`s employment, as it must be provided to all workers within the meaning of Section 1 of the Employment Rights Act 1996 (ERDF). 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 to the NMW development rate or adult rate based on his or her age: in 2011, the Education, Skills, Childhood and Learning Act (ASCLA 2009) came into force.
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. 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. It is important to note that the apprenticeship contract should define what happens at the end of the apprenticeship (i.e., whether the job is terminated or if a lawsuit is to be expected) and what could happen if the apprentice fails either academically or in terms of work. Informed employers will clearly determine that the apprenticeship will end without further notice if; A high degree of caution should be exercised when dismissing an apprentice.