An apprenticeship contract will provide details on the terms of employment, working conditions and the apprenticeship program itself. Both the employer and the apprentice receive a copy of the retaining agreement. A high degree of caution should be exercised when dismissing an apprentice. When a court decides that dismissal is unfair, it may require the employer to pay the wages and training costs that should have been due for the rest of the apprenticeship and to grant other substantial gifts to reflect the harm to the apprentice`s future career, i.e. the apprentice`s inability to qualify and thus benefit from a future improvement in the income that the qualification would have resulted. This could be particularly costly if the individual qualified as an expert. B, for example electrician or plumber. Prior to the 2011 legislation, there was only one case law that regulated the learning relationship and there was a unique legal form of learning – an apprenticeship contract. An apprentice of this type is busy working for an employer, the main objective being training, while the work is secondary for the employer. An apprentice who works under a training contract is entitled to all legal health and safety provisions and better protection against dismissal. For example, an employer who cancels an apprentice may be held responsible for heavy penalties that may include the cost of training for the balance of education, the loss of income for the initial apprenticeship period (which could be up to 5 years) and the loss of future income due to future damage to the apprentice caused by the non-graduation of the training program.
Traditionally, apprenticeship contracts were a heavier burden on the employer than a regular employment contract, as the primary purpose of apprenticeship was considered to be an offer of training for the individual, as the exercise of work was a secondary consideration for the employer. These contracts were governed by the common law and were generally temporary. The apprentice was protected from premature termination of the apprenticeship contract, which often prevented employers from committing to such an agreement, especially in times of economic hardship. 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.