While many individuals are still choosing to go to university, records show in the 2021/22 academic year, there were 740,400 people participating in an apprenticeship in England, with 349,200 apprenticeship starts and 137,200 apprenticeship achievements’. That is a lot of apprentices that businesses are managing! 

Managing apprentices can be a challenging but rewarding experience for employers. As an employer, you have the opportunity to train and develop the next generation of skilled workers, while also benefiting from their enthusiasm and fresh perspective. However, managing apprentices requires careful planning and consideration to ensure a successful outcome for both parties. In this blog, we’ll explore some key strategies for managing apprentices and getting the best out of apprenticeships for them and the business.  

Provide regular feedback and mentoring 

Regular feedback and mentoring is essential to help your apprentices develop their skills and progress in their career. Regular feedback allows the apprentice to understand how they’re doing and identify areas for improvement. Mentoring can also be a valuable tool for apprentices, as it will enable them to learn from experienced professionals and gain insight into the industry. 

Wage, benefits & employment rights 

Apprenticeships sometimes have the connotation of being the office ‘dogsbody.’ Be that as it may, apprentices have largely the same employment rights as other employees. As of April 2023, apprentices have the statutory right to be paid a minimum of £5.28 per hour, and this increases with age and following a complete year of apprenticeship. Managers should pencil into their calendars the birthdays of young employees to ensure they continue to meet the wage requirements.  

Regarding pensions, the Pension Regulator states that only eligible staff can be auto-enrolled, that includes staff who are: 

• aged from 22 up to state pension age; and  

• earnings before tax are at least £10,000 per year (or £833 per month, or £192 per week).  

While apprentices may not be eligible to be auto-enrolled, they may wish to voluntarily opt-in to the scheme, so provide them with the option. Apprentices are also entitled to statutory sickness pay and 28 days of annual leave, including bank/public holidays.  

Apprentices, who are often younger people, are also protected by the Equality Act 2010 under the protected characteristic of ‘age’ at the very least. Employers should ensure that ‘banter’ does not turn into bullying or harassment as this might introduce risk into the organisation, particularly under the Equality Act.  

Working Hours 

The Working Time Regulations 1998 sets the legal working time limits for young workers, 18 years old and below. By law, young workers must not work more than: eight hours a day or 40 hours a week. They must also have, as a minimum: 

• a 30-minute break if their working day is longer than 4.5 hours 
• 12 hours’ rest in any 24-hour period in which they work (for example, between one working day and the next) 
• 48 hours’ (2 days) rest taken together each week.  

It’s important for employers to comply with these hour restrictions for young workers to ensure their safety and well-being. Failure to comply with these restrictions can result in fines and legal action. 

Training 

One of the most important aspects of managing apprentices is providing them with a comprehensive training plan. This should outline the skills and knowledge that the apprentice will learn during their time with you. A good training plan should be structured, measurable, and realistic. It should also include a range of learning methods, including practical experience, classroom-based learning, and online training. 

Often universities, colleges, or training providers will often ask employers to complete assessment forms to ensure the learners are gaining valuable skills from their apprenticeship. For example, you might need to detail when an individual has displayed customer service skills, and provide evidence. These assessment documents form part of the final grade and as such are vitally important to complete.  

In conclusion, managing apprentices requires careful planning and consideration. Apprenticeships offer an opportunity for young people to develop valuable skills, gain practical experience, and progress in their careers. By investing in the next generation of skilled workers, employers can create a sustainable future for their business and contribute to the growth of their industry. Effective management of apprentices is essential to ensure that this opportunity is maximised and that both parties benefit from the experience. 

Managers are often key to the success of employees, particularly apprentices. If you want line-managers to be well trained and able to deal with employment matters related to apprentices and others, contact a member of the ViewHR team today. We are able to provide comprehensive and tailor-made training sessions.