Apprentices and trainees

Apprenticeships and traineeships are types of formal training arrangements that combine work with study for a qualification in a trade or occupation.

On this page:

Overview

Apprenticeships and traineeships combine:

  • training with a registered training organisation, such as a TAFE or trade school
  • practical work experience
  • on the job training.

The type of qualification and the industry an employee works in will determine if they need to complete an apprenticeship or traineeship.

For more information, watch our apprenticeships and traineeships video.

An employee in training while completing their probationary period is not an apprentice or trainee. Find out more about payment for time spent in training on our Unpaid work page.

Signing up

An employee can start an apprenticeship or traineeship with their current employer or a new employer.

Apprenticeships and traineeships must be registered with a state or territory training authority. A training contract signed with the employer will outline an employee's rights and obligations.

There are timeframes for registering apprentices and trainees which vary from state to state. The period before the registration date can sometimes count towards the apprenticeship or traineeship.

For further information, refer to the relevant state and territory training authorities.

Types of employment

Generally, state and territory training authorities require apprentices and trainees to be employed full-time or part-time.

High school students can do a school-based apprenticeship or traineeship. This combines work, training and secondary education.

For inquiries about training arrangements, contact the relevant state or territory training authority.

The minimum legal age to start work depends on the state or territory where the work is performed. Find out more at Minimum working age.

Apprenticeships

An apprenticeship leads to a trade qualification. Examples include becoming a qualified carpenter or hairdresser.

It often takes 3 to 4 years to complete an apprenticeship full-time.

Some apprentices can be employed part-time. Learn more in our Library article - Part-time apprenticeships.

An employee who starts their apprenticeship when they are 21 years old or older is known as an adult apprentice.

Example: Adult apprentice

Terry is 22 years old and wanting to work in the vehicle repair industry. Terry’s local car dealership have agreed to hire him as an apprentice so that he can become a trade qualified mechanic.

Terry will be covered by the Vehicle Repair, Services and Retail Award. Since he’s over 21 when starting the apprenticeship, he’ll be paid as an adult apprentice.

Learn more about apprentice pay rates and other apprentice entitlements by using our industry filter.

Traineeships

A traineeship leads to a certificate level qualification in a particular industry or occupation, such as information technology or office administration.

It often takes 1 to 2 years to complete a traineeship full-time.

Learn more about trainee pay rates and other trainee entitlements by using our industry filter.

Ending apprenticeships and traineeships

Tip: Discuss employment period before training starts

Discussing terms of employment early can help set clear expectations for both employers and employees and prevent workplace problems from happening.

This includes understanding whether employment is ongoing or is for a set period, such as the duration of a training contract. This can impact notice of termination requirements.

Both employees and employers are responsible for open and effective communication at and about work. For more information about effective communication, visit Preventing workplace problems.

Notice and other requirements

An apprentice or trainee is usually entitled to notice of termination, but some exceptions do apply.

Fixed term contracts

If an apprentice or trainee is employed on a fixed term contractA contract of employment that terminates at the end of a set period (for example, the contract ends on a set date, or after a set period of time or season). (such as for the duration of a training contract) and employment finishes at the end of the contracted period, they don’t get notice of termination.

If an apprentice or trainee is terminated before the end of this contracted period, the employee isn’t entitled to notice of termination or redundancy under the National Employment StandardsThe minimum entitlements that have to be provided to all employees. . However, an enterprise agreementAn enterprise agreement sets out minimum employment conditions and can apply to one business or a group of businesses. or employment contract may provide notice of termination or redundancy entitlements.

For help with contract questions, it’s best to seek Legal help.

Serious misconduct

If an apprentice or trainee is dismissed for serious misconductExamples of serious misconduct by an employee include: deliberately behaving in a way that is inconsistent with continuing their employment, causing serious and imminent risk to the health and safety of another person or to the reputation or profits of their employer’s business, theft, fraud, assault, sexual harassment or refusing to carry out a lawful and reasonable instruction that is part of the job. Other known term: misconduct., they’re not entitled to notice of termination.

Resignation

An employee may need to give notice if they want to end their employment before finishing their qualification. For more information, go to Resignation.

There may be other things an employee or employer need to consider when an apprenticeship or traineeship ends. These may be contained in the training contract or required by the registered training organisation.

Training authorities in your state or territory

For more information on apprenticeships and traineeships, visit Australian Apprenticeships or call them on 13 38 73.

The relevant state and territory training authorities can also help:

Tools and resources

Related information