The Vocational Training Act (2008/19) and the Labour Code do not explicitly set the minimum and maximum age for apprenticeship. Since 2019, evaluation of final integrated projects at the end of the apprenticeship has been the responsibility of the evaluation committees (“assessment teams”). After the appointment of the minister, they meet: on the other hand, apprentices who are accepted by apprenticeship contracts have more rights. If they make a mistake or break the contract, the employer cannot automatically interrupt the training. The Ministry of Education, Children and Youth is responsible for coordinating initial vocational training and learning. These have only been with us since the Learning, Skills, Children and Learning Act 2009. Section 32 of the Act defines what an apprenticeship contract is and Section 37 defines the obligation to participate. Apprenticeship contracts are governed by certain general provisions of the labour code: certificates/degrees indicate the specific occupation or crafts in apprenticeship. With regard to the 2018/19 school year, the vocational training system has proposed: when an employer thinks that there might be a point of dismissal of an apprentice, and given the above, it is probably preferable to include in the contract concrete conditions and disciplinary procedures at the beginning of the apprenticeship. If the apprentice breaks the terms of the agreement because of his misbehaviour, then he will not be able to demand for things like the shortfall in wages.

It does not need to be written, although it is a good idea for employers to get the contract in writing, so that everyone has a reference point in case of litigation. The words “apprenticeship” do not even need to appear in the contract. Some apprenticeships are available because of the legal age (for example. B driving instructors) or because access is limited to DAP graduates of the same discipline (for example. B Technician diploma (DT) “horticultural company” only as part of adult training. Article 29 of the Vocational Training Act 2008 states that “initial vocational training preparing learners for professional life takes place in turn, whether as part of an apprenticeship contract or an internship agreement (see Q5 and Q18/former Q22) “. Adult apprenticeships are available from at least 18 years of age, regardless of the vocational training program, provided that applicants have left the initial vocational training for at least 12 months. An age limit is set by law. The duration of adult education is generally the same as for initial training. Nevertheless, it is possible for an adult apprentice to have direct access to continuing education (thanks to the validation of previous work or apprenticeship experiences). This month, we`re looking at a distinction in the rules that employers can make if apprentices are admitted.

While it may seem subtle, it can make a big difference to employers if they make the wrong choice. The apprenticeship program gives rise to three levels of formal qualifications (degrees): learners from all three age groups can participate in learning places: secondary school students aged 15 and over and adults (aged 18 and over) who have left school can participate in apprenticeship programmes (CCP, DAP, DT), regardless of the vocational training programme. Some employers seem to treat learning rather casually – they can take one, then realize they can`t bear the costs, and they decide to lay them off.