From May 2015, the Apprenticeship, Skills, Children and Learning Act 2009 was amended by the Deregulation Act 2015 to introduce the idea of an approved English apprenticeship contract. This agreement must be signed by the trainee and the employer at the beginning of the training. It doesn`t have to be in writing, although it`s a good idea for employers to get the contract in writing so that everyone has a point of reference in case of a dispute. It is not even necessary for the words “apprenticeship contract” to appear in the contract. If the main objective of the agreement is for the employer to train the trainee, this means that there is automatically a training contract. A contract intern who is laid off may very well receive higher pay than other employees in the same situation. Because such an award reflects not only the loss of income from the training contract, but also the future income that they cannot achieve now. Apprentices who are taken on apprenticeship contracts, on the other hand, have more rights. If they commit misconduct or violate the contract, the employer is not automatically able to complete the training. A training contract must be signed at the beginning of the training. It is used to confirm individual employment contracts between the intern and the employer.
`The training contract must be a written explanation of the information provided to the employee for the purposes of compliance with Article 1 of the Labour Law. The apprenticeship contract shall also include a declaration of the competence, profession or profession for which the apprentice is trained as part of the qualifying apprenticeship. Some employers seem to treat apprenticeships a little casually – they may take one, then find that they can`t bear the costs involved and decide to fire it. Then they realize that they have fallen into something like a legal minefield. If an employer thinks it could get to a point where they want to fire an apprentice, and given the above, it is probably best to include specific disciplinary conditions and procedures in the contract at the beginning of the training. If the trainee violates the terms of the contract because of his fault, he cannot, for example, claim a loss of remuneration. These have only been in place since the Training, Competence, Children and Learning Act 2009. Article 32 of the Act defines what an apprenticeship contract is and article 37 stipulates an obligation to participate. This applies to all training occupations for which a corresponding standard has been published. If this is the case, the standard must be mentioned in the agreement and is then called the “approved English apprenticeship contract”.
If there is no relevant standard, there is no need to make amendments to the agreements created under the 2009 Act. An agreement between an employer and an intern or a written or oral contract can only be considered an apprenticeship contract if it meets the specific requirements laid down by law. . . .