An apprenticeship is a type of employment that combines work with learning. Apprenticeships can exist under a traditional, common law, form of agreement, or under a modern apprenticeship agreement.
Under the traditional, common law, apprenticeship, the training is the primary purpose of the contract, while undertaking work is secondary. Consequently, these contracts can be very hard to bring to an end.
In contrast, modern apprenticeship agreements, under s.230 the Employment Rights Act 1996, can be terminated in the usual way, and there are other benefits to the employer, for instance in terms of the wage rates that must apply.
However, for an apprenticeship agreement to be valid, a number of conditions must be met.
Find out what these conditions are, and more about apprenticeship agreements here.
Published in… Updates: For employers: Contracts and incentives | Training |
Other employment law terms
- ACAS Early Conciliation
- Adoption appointments
- Adoption leave
- Alternative dispute resolution
- Ante-natal care
- Basic award
- Calderbank offer
- Collective consultation
- Compensatory award
- Compromise agreement
- Constructive dismissal
- Contract of employment
- Disciplinary hearing
- Discrimination
- Employee shareholder
- Employment tribunal
- ETO reason
- Flexible working requests
- Grievance
- Gross misconduct
- Harassment
- Industrial action
- Injury to feelings
- Maternity and parental rights
- Maternity leave
- Maternity pay
- Mediation
- Parental leave
- Paternity leave and pay
- Polkey deduction
- Pre-termination negotiations
- Protected characteristics
- Redundancy
- Restrictive covenants
- Settlement agreement
- Shared parental leave
- Staff handbook
- Statutory annual leave
- Strikes
- Study and training rights
- Summary dismissal
- Sunday working
- Trade union
- TUPE
- Unfair dismissal
- Unlawful deductions
- Victimisation
- Whistle-blowing
- Without prejudice
- Working Time Regulations
- Written particulars
- Wrongful dismissal
- Zero hours contracts