Apprentices and Young People at Work

Employing Young People

Anyone under 18 must be in full time education, working or volunteering (for 20 hrs+ per week) whilst in part time education or in work-based learning such as an apprenticeship.

Changes to the Apprenticeship Levy

The Government recognises that there is a skills shortage in the Construction Sector and are replacing a new growth and skills levy to replace the existing apprenticeship levy, with an injection of £600m over the next 4 years.   The new levy will allow funding for shorter apprenticeships of under 1 year, to encourage experienced builders to help train and inspire the next generation, with a target of 60,000 more engineers, brickies, sparkies and chippies to be trained by 2029.

Employing an Apprentice

For many apprentices, this will be their first job, and they may be under 18 when they first join you.   An apprentice who is under 18 is classified as a Young Person.

Young Person T&Cs

There are strict rules around the hours a young person can work, there is a daily maximum of 8 hours a day and 40 hours a week, with a requirement to give a 30-minute break if they are working over 4 ½ hours a day.   The 40-hour weekly limit also includes any time spent off site at college. They require a 12-hour rest period in any 24-hour period and 48 hours rest per week, to be taken in 2 consecutive days.  In certain cases, 36 hours rest is permitted with the additional 12 hour to be taken ASAP.  Under 18s cannot work nights and employers must keep records of hours worked for 2 years.

Pay Rates

The current Apprenticeship Rate from April 2025 is £7.55 per hours if they are under 19, or over 19 and in the first year of their apprenticeship.   After the first year, apprentices aged over 19 are entitled to the NMW or NLW for their age.

Apprenticeship Agreements

An apprentice is employed by your business, and in the same way that contracts of employment are issued, an Apprenticeship Agreement must be issued on or before their date of joining.   The Apprenticeship Agreement differs from a standard contract and does not guarantee ongoing employment.  The Apprenticeship Agreement must include the duration, the standard agreement title and ID number, the trade, details of the training provider and qualification and details of the arrangements for external training (such as day release.)

Managing Apprentices

Currently, almost half of apprentices are dropping out and 70% are citing quality of training as the main reason.  Managers need to understand the framework, their role in supporting the apprentice, communication strategies, mentoring and how to give feedback.

Giving Feedback

Not all apprentices come straight from school, some will be training due to a career change or be taking the opportunity to upskill and earn whilst they learn.

For less experienced Apprentices, you can expect errors whilst they’re finding their feet in the world of employment, it’s very different from being at school or college. 

It’s important to carry out regular reviews and give feedback, don’t just wait until there’s an issue, constructive and positive feedback is important when things are going well.

Exiting an Apprentice

If it’s just not working out, then take advice.  It is possible to end an apprenticeship early, subject to having the correct wording in your Apprenticeship Agreement.   You will also need to keep the training provider/college in the loop as they will support the Apprentice to find another employer.

Health and Safety

If / when you employ young people under the age of 18, you have the same responsibilities for their health, safety and welfare as you do for other employees.

Click here to read more about your H&S obligations.

If you wish to disucss your H&S and HR needs, please contact us.