Training contracts are generally temporary and cannot be terminated prematurely except in exceptional cases. Therefore, if you terminate it prematurely, all the damages to be paid for contract default can be much greater than the damages caused by the breach of an employment contract. In addition, the apprentice may be entitled to compensation not only for loss of earnings until the end of the period, but also to damages for future loss of income and prospects as a qualified person. A traditional apprenticeship can only be legally terminated in exceptional cases before the expiry of the fixed-term contract. This is due to the fact that the contract is concluded in order to allow the apprentice to undergo training and qualifications in order to obtain a better job. www.gov.uk/topic/further-education-skills/apprenticeships Due to the complications of terminating a traditional apprenticeship contract, it is generally recommended that apprentices do not receive traditional apprenticeship contracts, but that they be hired under an apprenticeship contract: the apprenticeship approved English Apprenticeship – Standard or, if this is not the case, an apprenticeship contract: the apprenticeship framework. As a rule, interns work at least 30 hours per week. This can be reduced if the duration of a training is extended. If your company operates in a sector for which the government has published an approved training standard (which is most sectors), you should try to hire apprentices for an “authorised English apprenticeship contract” subject to the rules of ASCLA 2009 (Apprenticeships, Skills, Children and Learning Act 2009).
The end of a training – in short, a common law training contract is usually a fixed-term contract and employers have only a limited right of termination before the expiry of their lifespan. However, apprentices hired under apprenticeship contracts may be dismissed in the same way as ordinary workers. The contract may therefore be a contract of indefinite duration which may be terminated for a period of notice or for a fixed period, with or without notice.. . .