National Apprenticeship Week 2012

No this isn’t a blog about a reality TV show where young apprentices are sacked with the ominous words “You’re fired”, but to promote National Apprenticeship Week (#NAW2012). National Apprenticeship Week has been going full steam this week, raising the profile of the benefits of taking on an apprentice in a business. Apprenticeships are a great way for individuals to gain qualifications and workplace experience due to the on-the-job learning alongside a mentor. Though an apprenticeship doesn't guarantee a permanent role at the end of it, it is a great positive endorsement of creating more apprenticeship schemes as well as helping reduce the catastrophic million 16-24 year olds currently unemployed. An apprentice becomes trained to a high standard in a profession or trade. Research has shown recently that older workers, not your traditional school leaver at 16-18 years old, are turning to apprenticeships to gain new skills and an actual job.

From a business perspective apprenticeship schemes are great if you get a good, hard working apprentice and there is program of learning and development. Modern apprenticeships usually include a day release to a local college to enhance further the vocational learning with industry specific NVQ’s. This means apprentices can get on-the-job training leading to a nationally recognised standard, developed by industry. There is a minimum wage for an apprentice currently set at £2.60 an hour, but to take on an apprentice/employee for cheap work is not a traditional or modern apprenticeship. As the old saying goes, you only get back what you put in. Business Secretary Vince Cable announced earlier this week that from next week small firms will be able to apply for an incentive payment of £1,500 to take on their first apprentice in 2012/13. 

If you have never employed an apprentice before, naturally you may not know the ins and outs of apprenticeship schemes. The CIPD have released a comprehensive guide on apprenticeships. Download for free here

Be warned though apprenticeship contracts are usually for a period of time, i.e. until the apprenticeship is served. Dismissing an apprentice prior to the completion of their time has hit the news before

Apprenticeships are a great way to help train and give skills in an industry or trade and we would be delighted to help anyone considering doing so with more information on how to set an apprenticeship up.

Have a good weekend, Lord of The HR Dept.

Grow Your Own

NEET is a government acronym for 16-24 year olds who are currently "Not in Education, Employment, or Training". It was first used in the United Kingdom but its use has spread to other countries, including Japan, China, and South Korea. Which just goes to show that David Cameron is right; we are all in this together. The statistics are terrifying; almost 1 in 6 youngsters are now on benefits and unlikely to get off them unless something dramatic takes place. In response, the Coalition has launched a funding programme to try to encourage employers to take on apprentices. There are apprenticeships from a variety of industry sectors; in fact anything from accountancy to floristry and IT to veterinary nursing.


There are three levels of apprenticeship; Intermediate, Advanced and Higher with some leading to degree courses. The Company employs the apprentice and pays them. Currently the rate is a measly £2.50 per hour for all apprentices in their first year but thereafter those over 19 get the minimum wage. Fortunately many employers do pay more than the minimum, recognising everyone has to eat. Although most of the training is in the workplace, external training costs for 16 and 17 year olds are met 100% by the Government with a 50% contribution given for older employees.

The HR Dept recommends that you have an apprenticeship contract in place. This differs from the normal employment contract in that you commit to supporting them until they achieve their qualifications and it becomes difficult to terminate their employment before that date. On the positive side there is nothing as rewarding as growing and developing your own staff and by sharing their success you also get the return on your investment.