Some employers seem to treat learning rather casually – they can take one, then realize they can`t bear the costs, and they decide to lay them off. Then they discover that they have stumbled into some sort of legal minefield. Since 2019, evaluation of final integrated projects at the end of the apprenticeship has been the responsibility of the evaluation committees (“assessment teams”). After the appointment of the minister, they meet: this is the case for all apprenticeship positions for which an appropriate standard is published. If this is the case, the agreement must mention the standard and is then called an “approved English apprenticeship contract.” If there is no relevant standard, there is no need to make changes to agreements developed under the 2009 Act. Some apprenticeships are available because of the legal age (for example. B driving instructors) or because access is limited to DAP graduates of the same discipline (for example. B Technician diploma (DT) “horticultural company” only as part of adult training. It does not need to be written, although it is a good idea for employers to get the contract in writing, so that everyone has a reference point in case of litigation. The words “apprenticeship” do not even need to appear in the contract. Apart from regular learning, the practical part of some CCP and DAP programs can be visited in public training centres (which gives the same qualifications).
These routes are aimed at young people who have not been able to find a place for regular training in the company, as well as adults who need to retrain. On the other hand, apprentices with apprenticeship contracts have more rights. If they make a mistake or break the contract, the employer cannot automatically interrupt the training. You might think that apprentices are just fixed-term workers, but that is not the case. Section 20 of the Prevention of Less Favourable Treatment 2002 states that “these regulations have no effect on employment under a fixed-term contract if the contract is an apprenticeship contract.” This means that apprenticeship contracts are not legally considered temporary and can have serious consequences for an employer if it decides to lay off an apprentice. These have only been with us since the Learning, Skills, Children and Learning Act 2009. Section 32 of the Act defines what an apprenticeship contract is and Section 37 defines the obligation to participate. While apprentices in initial vocational training are almost three-thirds of apprentices (63.2%) 36.8% of the positions held.