Every apprentice in the UK has clear legal rights — pay, holiday, sick leave, working hours, and protection against discrimination. This guide explains your entitlements so you know exactly what you are owed and where to get help if your employer falls short.
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A UK apprentice must be paid at least the National Minimum Wage (the apprentice rate is £7.55/hour from April 2025), with college and off-the-job training days paid as normal working time. You also get 5.6 weeks (28 days including bank holidays) of paid holiday, Statutory Sick Pay, Working Time Regulations break and rest rights, and full protection from discrimination under the Equality Act 2010.
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Understanding your pay entitlements is one of the most important things you can do as an apprentice. Many apprentices are paid more than the legal minimum, but knowing the floor ensures you can recognise if you are being underpaid.
The National Minimum Wage (NMW) for apprentices is set by the government and typically changes every April. The current rates (from April 2025) are:
Apprentice rate
Under 19, or 19+ in the first year of the apprenticeship
Age 18-20 standard rate
After you turn 19 and complete the first year
Age 21+ (National Living Wage)
After you turn 21 and complete the first year
JIB pay rates: If your employer is a JIB (Joint Industry Board) member, apprentice pay rates are typically higher than the NMW. JIB grading provides structured pay increases at each stage of the apprenticeship, with rates reviewed annually. Check with your employer whether they follow JIB pay scales — most reputable electrical contractors do. For more detail on pay progression, see our apprentice salary guide.
2026 rates: The 2026 NMW rates will be announced in the Autumn Budget 2025 and typically take effect from April 2026. The Low Pay Commission recommends rates to the government each year. Historically, the apprentice rate has increased by 10-20% per year in recent years.
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The National Minimum Wage applies to all apprentices. There are specific rules you should understand:
All time spent at college or with your training provider is paid working time. Your employer must pay you at your normal hourly rate for college days. If your contract states 37.5 hours per week and you spend one day at college, all 37.5 hours are paid — including the college day.
Your employer must give you time during paid working hours to complete your off-the-job training. Since 1 August 2025 this is a fixed number of hours set for your apprenticeship standard (1,066 hours for the Installation & Maintenance Electrician standard, ST0152) rather than a percentage of your hours. All of that training time is paid, and your employer cannot deduct pay for off-the-job training that happens during your contracted hours.
The apprentice NMW rate applies for the entire first year of your apprenticeship, regardless of your age. Once you have completed one full year and are aged 19 or over, you automatically move to the higher NMW rate for your age group. If your employer does not increase your pay at this point, they are breaking the law.
If your employer is paying you below the NMW, this is illegal. Contact HMRC's National Minimum Wage helpline (0800 917 2368) or use the online complaint form. HMRC can investigate and enforce back-payments. You can also contact ACAS or Citizens Advice for guidance. Your training provider can also intervene on your behalf.
As an apprentice, you have the same holiday entitlement as any other employee. The statutory minimum for full-time workers is 5.6 weeks per year, which equals 28 days (including bank holidays) if you work a 5-day week.
Many construction employers align holiday dates with the industry shutdown periods (typically two weeks around Christmas and one week in summer). Check your employment contract for details. Your employer can require you to take holiday at specific times, but they must give you adequate notice — at least twice the length of the holiday being imposed.
You are entitled to Statutory Sick Pay (SSP) on the same basis as any other employee. Here is how it works:
Some employers offer enhanced sick pay above the statutory minimum — check your employment contract. If you are off sick for an extended period, your training provider should work with you and your employer to adjust your training plan. Your apprenticeship can be extended to account for significant periods of absence, so you do not lose the progress you have already made.
Your working hours are governed by the Working Time Regulations 1998. As an apprentice, you have the following rights:
You cannot be required to work more than 48 hours per week on average (calculated over a 17-week period). You can voluntarily opt out of this limit, but your employer cannot force you to. For apprentices under 18, the maximum is 40 hours per week with no opt-out.
You are entitled to an uninterrupted break of at least 20 minutes if your working day is longer than 6 hours. For apprentices under 18, the break must be at least 30 minutes if the working day is longer than 4.5 hours. This break is usually unpaid unless your contract states otherwise.
You are entitled to at least 11 consecutive hours of rest between working days and at least one full day off per week (or two full days off per fortnight). For workers under 18, the daily rest is 12 hours and the weekly rest is 2 consecutive days.
Apprentices under 18 cannot work between 10pm and 6am (with some exceptions). Adult apprentices can work nights, but there are limits on the average hours and a requirement for free health assessments if night work is regular.
Early starts are common on construction sites — 7am or 7:30am is typical. Make sure your contract reflects your actual working hours and that your breaks are included. If you are regularly asked to work beyond your contracted hours without additional pay, raise it with your employer and training provider.
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The construction industry is cyclical, and some apprentices do face redundancy during their training. It is important to understand your rights if this happens:
This is the statutory minimum — your contract may set a longer notice period, in which case the longer one applies. Statutory redundancy pay only becomes payable once you have two or more years of continuous service.
Being made redundant is not a reflection of your ability. It happens in the construction industry due to project completions, contract losses, and economic downturns. The important thing is to find a new placement quickly and continue your training. Your training provider should be your first point of contact.
Apprentices are fully protected under the Equality Act 2010. This means you cannot be treated less favourably because of any protected characteristic:
The Equality Act 2010 protects nine characteristics. Your employer cannot treat you less favourably because of any of them:
In practice, this means your employer cannot refuse to hire you, pay you less, deny you training opportunities, subject you to harassment, or dismiss you because of any protected characteristic. The construction industry has historically had a poor reputation for diversity, but the legal protections are clear and enforceable.
Bullying and harassment: Being an apprentice can sometimes mean being the target of "banter" or hazing behaviour on site. There is a line between friendly workplace culture and bullying or harassment. If the behaviour makes you feel uncomfortable, distressed, or unsafe, it has crossed the line. Document specific incidents, report them to your supervisor or employer, and inform your training provider. If the behaviour relates to a protected characteristic, it may constitute unlawful harassment under the Equality Act.
Where to get help: Your training provider, ACAS (0300 123 1100), Citizens Advice, and the Equality Advisory Support Service (0808 800 0082) can all provide guidance and support. You should not have to tolerate discriminatory treatment or bullying in the workplace.
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Try it free for 7 daysEvery apprentice should have an employment contract and an apprenticeship agreement. These are separate documents:
Your employment contract covers your terms and conditions of employment: job title, hours of work, pay rate, holiday entitlement, notice period, sickness policy, and grievance/disciplinary procedures. You must receive a written statement of employment particulars on or before your first day of work.
The apprenticeship agreement is a separate document signed by you, your employer, and your training provider. It sets out the details of the apprenticeship: the standard being followed (ST0152 for the Installation & Maintenance Electrician), the training plan, the duration, the off-the-job training commitment, and the assessment arrangements. This agreement is the basis for the apprenticeship funding.
Read both documents carefully. If anything is unclear, ask your employer or training provider to explain it. Keep copies of both documents in a safe place. If a dispute arises about your pay, hours, training, or other terms, these documents are the reference point.
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