Apprentice Working Hours & Employer Duties in the UK

Thinking about hiring an apprentice for your business? Apprenticeships are a fantastic way to nurture new talent, build up a skilled workforce, and give young people (and sometimes adults!) a valuable start in your industry. But, as with any employment arrangement, there are important legal obligations and practical considerations you’ll need to be on top of-from how many hours your apprentice can work, to structuring their training, and ensuring you’re fulfilling your employer duties every step of the way.

If you’re not sure where to start, don’t stress-getting your legal foundations right will make the process smooth and help set your apprentice (and your business) up for long-term success. Let's break down everything you need to know.

What Is an Apprenticeship?

An apprenticeship in England is a paid job that comes with structured training, enabling the apprentice to gain recognised qualifications and job-specific skills-all while earning a wage. Apprenticeships aren’t just for school leavers; people of all ages can enrol, provided they’re over 16 and not in full-time education.

Employers can hire someone directly as an apprentice, or support an existing employee through an apprenticeship. In both cases, the employer must commit to providing both hands-on work experience and access to formal training via a registered training provider.

How Many Hours Can Apprentices Work?

A key question many employers have is: how many hours can apprentices work in the UK?

The answer is that, like other employees, apprentices’ working hours are subject to UK employment law and the Working Time Regulations 1998. Here are the key points:

• Full-time apprentices typically work at least 30 hours a week. However, this can drop to a minimum of 16 hours in certain circumstances (for example, for people with additional needs, or if it’s justified in connection with the apprenticeship programme).
• The standard is 30–40 hours per week, including time spent in off-the-job training.
• Younger apprentices (under 18) have additional protections. They cannot ordinarily be asked to work more than 8 hours per day or 40 hours per week, and must have at least two consecutive days off every week.
• No apprentice can be made to work more than 48 hours per week on average, unless they have specifically opted out of the maximum weekly limit (and such opt-outs have special rules for those under 18).
• All apprentices are entitled to rest breaks. That means a 20-minute rest for shifts longer than 6 hours, and for under-18s, at least 30 minutes if they work more than 4.5 hours in one go.

While the working hours can sometimes be negotiated-especially if an apprentice has special needs, or the training provider can justify a lower threshold-these requirements are the legal minimums and must be clearly set out in the apprenticeship agreement.

What Are an Employer’s Legal Duties When Hiring an Apprentice?

If you’re employing an apprentice, it’s not just about the working hours. UK law sets out clear duties for apprentice employers that go beyond standard employment contracts.

Paying Your Apprentice

• Minimum wage applies. Apprentices are entitled to the National Minimum Wage for apprentices (a special lower rate applies to those under 19, or in their first year of apprenticeship; after that, they switch to the age-appropriate minimum wage).

Formal Apprenticeship Agreement

• You must issue a formal apprenticeship agreement. This is more than a typical employment contract. It’s a legal document that sets out key details:
  • The training to be provided
  • The working hours, pay, and holidays
  • The name of the training provider
  • The qualification to be achieved
  • The duration of the apprenticeship (minimum 1 year, often up to 4–5 years for higher levels)

You can learn more about the key components of an apprenticeship agreement here.

Training Provider & Programme

• Select a registered training provider. All formal apprenticeships must use a provider approved by the Education and Skills Funding Agency (ESFA).
• Off-the-job training. At least 20% of an apprentice’s normal working hours must be spent in formal, off-the-job training activities (which could be classroom-based or delivered in the workplace).
• Keep clear records. You’ll need to provide evidence that your apprentice is receiving the required training hours, as these are subject to government funding rules and inspections.

Holiday, Sick Pay, and Other Rights

• All employees’ rights apply. Apprentices are entitled to annual leave, sick pay, and a workplace that meets all health and safety requirements.
• Ensure inclusivity. Apprentices must be treated fairly as part of the workforce-no less favourably than other employees.
• Comply with working time rest breaks. This means breaks during shifts, days off, and limits on night work, especially for younger apprentices.

For more on meeting general employment law requirements, have a look at our guide to employer responsibilities.

What Are the Steps to Setting Up an Apprenticeship?

If you’re ready to bring an apprentice onboard, you'll want to follow a step-by-step approach to make sure you’re on the right side of the law:

1. Choose the Right Apprenticeship Programme

• Decide what occupation or skill area your business needs (e.g. digital marketing, plumbing, hairdressing, etc).
• Check for government-approved apprenticeship standards that match your industry needs.

2. Select an Approved Training Provider

• Using an approved provider is a legal requirement-they deliver the formal learning and assessments. You can find providers through the gov.uk apprenticeship service.

3. Draw Up an Apprenticeship Agreement & Training Plan

• Work with your training provider to create both an apprenticeship agreement (your core legal contract) and a commitment statement (outlining the training, qualifications, and responsibilities of all parties).
• Make sure the working hours, pay, and off-the-job training arrangements are clearly laid out.

4. Register with the Apprenticeship Service (If Claiming Funding)

• You’ll need to set up an account with the government's online apprenticeship service to manage funding, pay your provider, and access support for advertising your vacancy.
• If you're a small business, you may be eligible for government funding to cover some or all of the apprenticeship training costs (see our business compliance resource for more on funding entitlements).

5. Integrate Your Apprentice Into the Team

• Assign them an experienced staff member for support and supervision.
• Encourage their development by involving them in a range of tasks-not just the basics.

For a more detailed overview of setting up the right onboarding process, check out our Guide to Employee Onboarding.

Government Funding and Support: What Should I Know?

The UK government actively encourages businesses to employ apprentices through a combination of funding options and incentives. Employers may be required to contribute to training costs, but the actual amount depends on a range of factors including company size, apprentice age, and existing qualifications.

• Small businesses (fewer than 50 employees): If you hire an apprentice aged 16–18 (or up to 24 with an Education, Health and Care Plan), you may be eligible for the government to fund 100% of training costs.
• Larger employers: You’ll usually pay 5% of training and assessment costs, with the government covering the rest up to the funding band maximum.
• The Apprenticeship Levy: If your business payroll is over £3 million, you’ll pay the Levy and have a separate funding process via your digital account.
• Incentive payments: Additional cash incentives are sometimes on offer for hiring new apprentices, especially during government campaigns to increase uptake.

For more information on grants and funding, visit the government’s apprenticeship guidance.

Additional Employment Law Obligations

Employing an apprentice means your business must comply with all core employment laws, just as you would for any paid staff. This goes beyond just pay and working hours-you’ll need to ensure:

• Health and safety: Apprentices (especially younger workers) are often new to the workplace. You’re responsible for providing a safe environment, suitable training, and risk assessments as required by the Health and Safety at Work Act 1974.
• Prevention of discrimination and harassment: Apprentices enjoy equality rights and should be protected against all forms of workplace harassment or discrimination.
• Right to work checks: You’re required to confirm that your apprentice is legally entitled to work in the UK before their start date.

How Long Do Apprenticeships Last?

Legally, an apprenticeship must last a minimum of 12 months. However, the actual duration will usually reflect the level of qualification:

• Intermediate (Level 2): Often 12–18 months
• Advanced (Level 3): Around 24 months
• Higher/Degree (Level 4 and above): Up to 4–5 years

This duration must be stated in the apprenticeship agreement and communicated clearly to the apprentice at the outset.

What Happens If Employer Duties Aren’t Met?

Non-compliance with apprenticeship law can have serious consequences. These might include:

• Repayment of government funding or grants (if training isn’t delivered as agreed)
• Employment tribunal claims for unpaid wages, wrongful dismissal, or discrimination
• Fines and penalties for breaches of working time or minimum wage laws

It’s always wise to get legal advice and keep clear records-this is especially true if you need to amend the apprenticeship agreement, deal with poor performance, or end the apprenticeship early. For best practice, avoid homemade contracts-use professionally-drafted agreements or speak to an employment law specialist to make sure you’re fully protected.

Key Takeaways

• Apprentices must work a minimum of 30 hours per week (can reduce to 16 hours in special cases); young apprentices and under-18s have extra protections.
• Formal apprenticeship agreements and training plans are a legal requirement-these must cover pay, hours, training, and qualification details.
• Employers must pay the correct National Minimum Wage for apprentices and provide all standard employment rights (holiday, sick pay, safe workplace, etc).
• Government funding is available for qualifying apprenticeships, but accurate record-keeping and compliance with rules are essential to keep support.
• Employment law applies in full-discrimination, health and safety, and working time rules must all be followed.
• Non-compliance can lead to loss of funding, fines, or employment claims-set yourself up for success with professional legal and payroll support.

With the right preparation and understanding of your duties, hiring an apprentice can be hugely rewarding for both your business and the apprentice themselves. Set your legal foundations in place, and you’ll be ready to help the next generation thrive.

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If you have questions about hiring an apprentice or want help drafting the right apprenticeship agreement, Sprintlaw is here to help. Reach us for a free, no-obligations chat at 08081347754 or team@sprintlaw.co.uk and let’s make sure you’re protected from day one.