The apprenticeship contract must also include a statement on the skills, occupation or profession for which the apprentice is trained in the apprenticeship. The Learning, Skills, Childhood and Learning Act 2009 aims to address this situation by introducing the concept of a „learning contract.“ An apprenticeship contract is a „service contract“ (as opposed to a „training contract“ in which the apprentice agrees, as part of the agreement, to work for the employer, in a prescribed form, as stipulated in the apprenticeship agreement (form of the apprenticeship contract) 2012. 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. This is a legal requirement and constitutes an employment contract between the apprentice and the employer. Apprentices under the age of 18 must have a parent or legal guardian signed on their behalf. Your employer and your university, university or training provider will forego in two key documents what they expect from you as an apprentice as an employee as well as as a student. You must sign a declaration of commitment with your intern and the training provider. 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). 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. 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. Apprenticeship is a vocational training program that leads to state-recognized qualifications. They allow employers to avoid skills shortages in traditionally skilled occupations, while allowing apprentices to develop skills by combining daily training and work with experienced colleagues. 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. Existing employment contracts between an apprentice and an employer meeting the requirements of Section 1 of the ERDF are also respected, provided they contain a statement issued by the competent issuing authority, which outlines the skills, occupations or occupations for which the apprentice is trained.