1.Be a job with a productive purpose.
Apprentices should have parity of terms and conditions with all other employees. All quality apprenticeships will have progression opportunities to genuine employment.
2. Be paid a fair Wage & Supplied with a contract of Employment and paid at least min apprentice wage. ( Employers can pay more then the min wage).
£6.50 - the main rate for workers aged 21 and over.
£5.13 - the 18-20 rate.
£3.79 - the 16-17 rate for workers above school leaving age but under 18.
£2.73 - the apprentice rate, for apprentices under 19 or 19 or over and in the first year of their apprenticeship.
Apprentice rates should reflect the job done; if an apprentice does a full job they should be paid for it, or quickly progress incrementally to that point.
3. Ensure high quality training and clear individual development.
Apprenticeship programmes must identify a clear programme of training that is relevant to the job and recognisable in the sector. Apprentices must be given sufficient paid time off the job to study in colleges/training provider centres, or in dedicated training centres at the workplace.
On the job training should be fundamental to the apprenticeship. There should be a clear system for supervision, support and mentoring, by appropriately trained work colleagues.
4. Be accessible to, and achievable by allA good apprenticeship programme will include strategies to ensure that Apprenticeships are accessible to the widest possible demographic and diverse spread of people. Particular attention should be given to enabling people from disadvantaged groups to take up any opportunities offered and support given to complete them successfully, thereby achieving the full benefit of apprenticeship.
5. Be part of, and contribute to, a Healthy and Safe environment
Employers and Training Providers should work together to ensure a safe environment. Particular attention should be given to the unique needs of apprentices and young workers. Apprentices should be given sufficient training on health and safety, including relevant legislation, and the programme should be regularly reviewed from a health and safety perspective.
6. A commitment from the employer to complement the workforce, not supplement it.
Apprentices should not be recruited for job substitution, but to fill genuine skills shortages and plan for future skills gaps.
Apprentices should be employed by the employer, not as temporary or indirect labour.
Apprentices should be a key part of the workforce, and shouldn't be seen as a way reducing cost.