This information is designed for use by union reps. If you are an apprentice, see our Information and resources for apprentices.
The content on these pages is drawn from the unionlearn Apprenticeships Toolkit.
It is crucial that negotiators and reps get Apprenticeships on the bargaining agenda. Apprenticeships span all areas of union activity from recruitment and organising, pay bargaining, and learning and skills to equality and diversity, and health and safety.
All the evidence shows that organisations offering Apprenticeships are seen as good places to work. The facts, costs and benefits.
An Apprenticeship framework is a document that covers all the statutory requirements for an Apprenticeship programme in England or Wales and covers a number of things.
Employers should be clear about what level of Apprenticeship is being offered and the prospects of progression that may be available. There are three levels of Apprenticeship available for those aged 16 and over.
In the history of the union movement’s support for Apprenticeships, a founding principle has been that an apprentice should be paid a wage for doing a job, albeit one involving extensive periods of education and training.
All Apprenticeships need to have a clear balance between time working, time learning while working, and time away from the workstation to study.
Quality and equality are two aspects of the Apprenticeship experience that go hand-in-hand and should be given the highest priority.
Health and safety is relevant to everyone in the workplace but young people are particularly vulnerable to accidents at work as they do not have as much experience or training as older workers
Mentoring is an effective way of helping people to progress in their careers and is becoming increasing popular.
If your employer decides it wants to start an Apprenticeship programme, there is lots of support available to get the recruitment process up and running.