Apprentices under the Building and Construction Award

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Access information for apprentices working under the Building and Construction Award.

For apprentice pay, go to Apprentice pay under the Building and Construction Award.

On this page:

Important: Electricians, plumbers and other trades

This page has information on the Building and Construction Award.

Electricians, plumbers, landscapers and other labourers may be covered by another award.

For pay and entitlement information, follow our steps to check pay and award rules.

Starting an apprenticeship

An apprentice is an employee who has signed a training contract with a registered training organisation (RTO).

A full-time apprenticeship can take 3 to 4 years to complete. An apprentice will be trade qualified when they complete their apprenticeship.

Often a training contract will also be signed by the employer who is taking on the apprentice. This is because employers also have obligations, including:

  • providing a minimum amount of work hours each week
  • completing on-the-job training
  • covering certain expenses in the apprenticeship.

There are no special rules for trainees working in building and construction. You can find more general information about trainees by visiting Apprentices and trainees.

School-based apprentices

A school-based apprentice is a secondary school student who is starting their trade qualification while completing their high school education.

School-based apprentices need to have the approval and support of their:

  • school
  • parent or guardian (in most cases).

A training contract is signed and lodged the same way as full-time apprentices but will take longer to complete. The apprentice will work part-time for the time they are still enrolled in high school.

When the apprentice graduates high school, they can continue their apprenticeship in a full-time capacity.

Example: Progression for school-based apprentice

Jasmine is a student about to commence year 11 at her high school. She wants to become a carpenter after school ends but still wants to receive her high school certificate.

Jasmine speaks to her school and gets their permission to start a school-based apprenticeship.

Jasmine is permitted to complete her off-the-job training at her school as well as take normal classes. She also starts working for a small building company to get her on-the-job hours.

During high school, Jasmine can only do her apprenticeship part-time. At the end of year 12, she completes one year of her apprenticeship.

When Jasmine graduates high school she can continue her apprenticeship full-time, starting as a second year apprentice.

Off-the-job training will be delivered by an RTO. Examples include a TAFE or a school, if they are authorised to provide training.

Training can be done a few hours a week or in a compressed period as block release training.

Paid employment can be done during or outside school hours. The number of required hours, and when paid employment takes place, will depend on the:

  • needs of the employer
  • rules in each state or territory
  • trade.

School-based apprentices get the same leave entitlements as other apprentices on a pro-rata basis depending on the hours they work.

Working a trial period

Employers may want to have a trial period for a potential apprentice. For example, before entering a training contract between the apprentice and an RTO.

The employee gets the full adult rate based on the work they are doing. Their rate changes to the apprentice rate once their apprenticeship formally starts.

If the employee doesn’t start an apprenticeship, they continue to get the full adult rate of pay.

The time spent working with the employer before starting the apprenticeship may be counted towards the apprenticeship.

Example: Employee not commencing an apprenticeship

Mahood runs a small building company with 10 employees who are a mix of qualified tradespersons and apprentices.

In the past, Mahood has taken on apprentices that haven’t been a good fit for his business.

Because of this, Mahood likes to give potential apprentices an opportunity to demonstrate their ability to work in the industry before signing them up for an apprenticeship.

Mahood is considering hiring Rob, who has just finished year 12, to be a first year apprentice. Mahood employs Rob for a 4 week trial period in January.

During this time, Mahood pays Rob as a Level 1 construction worker as they are doing basic labouring duties.

Once Rob is signed up with an RTO as an apprentice, Mahood begins to pay them the Stage 1 apprentice pay rate.

Training

Training contracts usually require off-the-job training or attendance at trade school, such as TAFE. The employer can’t prevent the apprentice from attending off-the-job training.

Payment for training: school-based apprentices

School-based apprentices are compensated for off-the-job training in the form of a loading, rather than payment for actual time spent.

The 25% loading is paid on top of their time worked on the job.

For more information including an example, see School-based apprentices pay.

Payment for training: other apprentices

Time spent in off-the-job training and assessment counts as time worked. This means that an apprentice gets their normal pay and accrues their leave entitlement.

Apprentices get their allowances when attending trade school, except for the travel fares and distant work payment.

Example: Apprentice attending off-the-job training

Gavin is a full-time apprentice carpenter. He attends TAFE once a week and works with his employer on the construction site 4 days a week.

Gavin gets his full-time apprentice pay each week. This includes the time he spends in off-the-job training at TAFE.

Block release training

Some RTOs may require apprentices to attend block release training. This is a period of condensed off-the-job training that may require an apprentice to attend trade school or TAFE for several days or weeks in a row.

This is common where an RTO is not within a reasonable travelling distance for the apprentice to attend on a weekly basis.

Employers may be responsible for covering the travel expenses of an apprentice who is attending block release training. This is paid using the same method as the Living away from home on distant work allowance.

Example: Attendance at block release training

Chen is a first year carpentry apprentice working in Queensland.

His closest TAFE is in Bundaberg, which is a 4 hour drive from his hometown.

Chen has to complete block release training at TAFE in order to move to second year.

Chen gets the fares and travel patterns allowance. Because it’s too far to travel to and from TAFE each day, Chen’s boss is required to cover reasonable excess costs. These include:

  • transportation
  • accommodation
  • reasonable expenses, including meals.

This payment applies instead of the living away from home distant work allowance.

For more information about travel allowance, see Getting to and from work.

Ending an apprenticeship

Apprentices are usually employed on a training contract. This makes them a fixed-term contract employee with their employment:

  • set for a length of time, or
  • ending on the completion of the apprenticeship.

There’s no requirement for an employer to continue employing an apprentice after their training contract has ended. An employer can also decide to let the apprentice:

Staying on with the employer

When an apprentice completes their apprenticeship, they may agree with their employer to continue their employment.

An apprentice who stays on after completing their apprenticeship will be a trade qualified employee. This means that they will be entitled to be paid accordingly.

An apprentice’s leave entitlements (such as annual leave) will carry over if there’s no break in employment between the apprenticeship and becoming a permanent employee. Learn more in our Library article: Re-employment after termination and continuous service.

Ending employment during an apprenticeship

If an apprentice’s employment is terminated by resignation or dismissal during their apprenticeship, normal rules for notice apply. Read up on these rules at Dismissal and Resignation.

Time spent in apprenticeship is counted for calculating notice period, if the apprentice:

  • continues to be employed after their apprenticeship ends, or
  • is re-employed within 6 months after their apprenticeship ends

No redundancy for apprentices

Apprentices don’t get redundancy pay under the National Employment Standards or the industry specific redundancy entitlements in the Building and Construction Award. This includes the instance when their employment ends:

  • before they’ve completed their apprenticeship
  • at the completion of their apprenticeship.

Time spent as an apprentice will count towards calculating the employee’s redundancy pay if:

  • they stay on after their apprenticeship or are rehired within 6 months of their apprenticeship ending
  • they're employed for at least another year.
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How to use this information

Follow our tips to find apprentice pay and other entitlements:

Find out if the Building and Construction Award applies

Most employers and employees in this industry are covered by an award or enterprise agreement.

First check if an enterprise agreement applies by following our steps on Finding an agreement.

If there’s no enterprise agreement, an award will most likely apply such as the Building and Construction Award. To understand who this award covers, go to About the Building and Construction Award.

Not sure if the Building and Construction Award is the right award? Learn about other common awards in this industry at Working in building and construction.

Award coverage by occupation or industry can also be searched by using our Pay and Conditions Tool.

Read our practical guides

Apprentices are often entering the workforce or their chosen industry for the first time.

We have guides to help:

We also have a free online course to help employees understand their rights and responsibilities at Starting a new job.

Understand apprentice entitlements

Use our industry filters to find tailored information about apprentice entitlements and conditions.

Learn more by selecting the ‘building, construction and on-site trades’ industry from the drop-down menu at Apprentices.

Our Library has more information on specific entitlements, with options to refine search by the ‘industry’ or ‘award’. For a list of articles on apprentices, search for ‘apprentices’ in our Library.

Fix a workplace problem

If there’s an issue with pay, an employee or employer should speak to the other person in the first instance. This is often the simplest and most effective way to resolve issues.

We recommend:

Apprentices can also get help from a third party, including their:

If a small business employer has a workplace problem, they may be able to access free and tailored written advice from our Employer Advisory Service. Find out more: Employer Advisory Service.

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