Apprenticeship Contract UK: What to Include (2026)

What this document is

An apprenticeship employment contract is the written agreement between you as the employer and the person you're training. It formalises the dual nature of the relationship: the apprentice is both an employee and a learner, and the contract needs to reflect both sides of that coin.

In England, most modern arrangements take the form of an approved English apprenticeship agreement, which sits alongside a training plan and follows a recognised apprenticeship standard. This structure replaced the older common law contract of apprenticeship for most employers, and it offers a more predictable legal footing for both parties.

The contract typically runs for a fixed term covering the full training period, and it sets out pay, hours, duties, training time, and what happens at the end. It also carries the written statement of particulars required by the Employment Rights Act 1996, which every employee must receive on or before their first day.

Done well, the agreement protects your business while giving the apprentice clarity about their role, their rights, and the qualification they're working towards.

How to use this document

1. Confirm which apprenticeship framework applies. Before drafting anything, check whether you're using an approved English apprenticeship, a Scottish modern apprenticeship, or a Welsh or Northern Irish equivalent. The rules differ across the UK, and the type of agreement you need, along with the funding implications, flows directly from that choice. Get this wrong and the document may not do what you think it does.
2. Set the start date, end date, and training structure. Apprenticeships are fixed-term by nature, so the contract should state when training begins, how long it runs, and what happens on completion. Include the minimum amount of off-the-job training required by the relevant standard, and be clear about how working hours are split between paid work and learning. Vague timings cause friction later.
3. Address pay, hours, and the apprentice minimum wage. Apprentices have their own national minimum wage rate, which changes each April, so reference the rate rather than a fixed figure. Spell out weekly hours, overtime arrangements if any, holiday entitlement, and sick pay. Remember that after the first year, apprentices aged 19 or over move onto the age-appropriate minimum wage rate.
4. Cover conduct, confidentiality, and termination. Because apprenticeships blend employment with education, dismissal is more nuanced than with a standard employee. The contract should set out notice periods, grounds for ending the agreement early, disciplinary procedures, and any confidentiality or intellectual property terms that matter to your business. Keep the language plain so the apprentice genuinely understands what they're agreeing to.
5. Explain what happens at the end of the term. Good contracts address the transition clearly. Will you offer a permanent role if a suitable vacancy exists? Is there a probationary period afterwards? What happens if the apprentice fails their end-point assessment? Setting expectations in writing prevents awkward conversations later and makes the whole arrangement feel fair to both sides.