Employers of apprentices have extra responsibility, says Rachel Power, of DLA Piper

THE recent announcement of the creation of 700 additional apprenticeships in Merseyside over the next year is great news for the region.

Apprenticeships are deservedly popular with employers and young people alike, providing business with the opportunity to harness new talent and young people with that all-important foot on the employment ladder.

But, in all this good news, it is important for employers to remember that apprentices are not ordinary employees. The primary purpose is to provide training – the actual work done for the employer is secondary and therefore a much greater tolerance of mistakes is required than if the apprentice was an ordinary employee.

Indeed, even in a redundancy situation, the onus is on the employer to identify an alternative employer to whom the apprentice can transfer to complete their training.

The damages available when a traditional apprenticeship is terminated early are potentially far greater too – encompassing compensation for loss of wages, loss of training and loss of status.

By 2013, the Government will prescribe a model apprenticeship agreement, making the obligations for employers and apprentices clearer.

For now, employers should be clear with the apprentice at the outset about the expectations on both sides. Caution is advised before early termination is ever considered.