How to Use This Checklist
Click each checkbox to mark items as complete. Your progress is automatically saved to your browser. Use this checklist to:
✅ Three Ways to Use This Tool
1. Audit existing agreements: Review your current apprenticeship agreement against all 28 compliance points
2. Draft new agreements: Ensure you don't miss any essential legal requirements
3. Compare with solicitor drafts: Verify your lawyer has covered everything
⚠️ Understanding Importance Levels
🔴 Critical: Must have - omission creates serious legal risk
🟡 Important: Should have - recommended for proper protection
🔵 Recommended: Best practice - enhances clarity and enforceability
Employer's Full Legal Name and Address
Exact legal name and registered office address. For limited companies, must match Companies House records.
🔴 Critical
Company Registration Number (if applicable)
For limited companies, include Companies House registration number for absolute clarity on legal entity.
🟡 Important
Apprentice's Full Name and Address
Complete legal name and home address. Critical for identifying the correct party to the agreement.
🔴 Critical
Training Provider Details
Name and address of approved training provider delivering the apprenticeship. Required by AELP funding regulations.
🔴 Critical
Job Title and Duties Specified
Clear description of role and main on-the-job duties. Helps establish the nature of apprenticeship.
🔴 Critical
Apprenticeship Standard/Framework
Specific approved standard (e.g., "Level 3 Engineering Technician"). Legally required to access government funding.
🔴 Critical
Apprenticeship Level Stated
Level 2-7 clearly specified. Determines qualification type, funding entitlements, and minimum training requirements.
🟡 Important
Expected Duration and End Date
Typical duration for the standard and planned completion date. Can be shortened for prior learning but must be documented.
🔴 Critical
Agreement Date
Date agreement is signed by all parties. Critical for calculating notice periods and term duration.
🔴 Critical
Apprenticeship Start Date
Date when services and training commence. Important for determining when obligations begin.
🔴 Critical
Expected End Date Specified
Planned completion date for the apprenticeship. Can be extended or shortened with agreement from all parties.
🔴 Critical
⚠️ Minimum Wage Critical Warning
Failure to pay apprentice minimum wage can result in significant back pay claims and penalties. 2025 rates: Under 19 or first year = £6.40/hr; 19+ after first year = £12.21/hr (21+) or £10.00/hr (18-20).
Annual Salary Meets Apprentice Minimum Wage
Salary must be at least the statutory minimum wage rate multiplied by expected working hours. Calculate: hourly rate × 37.5 hours × 52 weeks.
🔴 Critical
Weekly Working Hours Specified
Clear statement of hours per week (typically 37.5-40). Must comply with Working Time Regulations (48 hours/week maximum averaged).
🔴 Critical
Payment Frequency Specified
How often paid (weekly, fortnightly, monthly). Must be stated in writing and paid on fixed dates.
🟡 Important
Working Days and Times
Normal working pattern (e.g., Monday-Friday, 9am-5pm). Include when off-the-job training occurs (college days, etc.).
🟡 Important
⚡
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⚠️ Off-the-Job Training Legal Requirement
Apprentices MUST spend minimum 20% of paid working hours on off-the-job training. Failure to provide this breaches funding regulations.
Main Duties and On-the-Job Training
Description of practical work duties and skills developed on the job. Specific about what they'll learn while working.
🔴 Critical
Off-the-Job Training Details (minimum 20%)
Minimum 20% of paid working hours for formal training, college days, workshops, online learning, mentoring sessions.
🔴 Critical
Expected Qualification
Final qualification to be achieved (e.g., "Level 3 Engineering Technician Diploma"). Confirms training outcomes and standard.
🟡 Important
Workplace Mentor/Supervisor
Designated person for on-the-job guidance and support. Ensures structured learning and regular feedback.
🔵 Recommended
Review Frequency Specified
Reviews conducted at regular intervals (typically 8-12 weekly). Must involve apprentice, employer, and training provider.
🔴 Critical
Additional Support Provided
Details of support available to apprentice: resources, mentoring, study leave, wellbeing support. Ensures learning success.
🟡 Important
Annual Leave Days (28 days minimum)
Statutory minimum 28 days paid holiday per year including bank holidays. Apprentices have same entitlement as other workers.
🔴 Critical
Study Leave for Exams
Paid study leave for exams and assessments. Enables apprentice to prepare for End-Point Assessment.
🟡 Important
Rest Periods and Breaks
Daily rest breaks (typically 20 min per 6 hours), daily rest 11 hours, weekly rest 24 hours per week. Legal requirement under Working Time Regulations.
🔴 Critical
⚠️ First 6 Weeks - Special Rules
During the first 6 weeks, either party can terminate with just 1 week's notice. After 6 weeks, normal employment law applies with minimum statutory notice periods.
Apprentice Notice Period
Specific notice period apprentice must give after first 6 weeks. Typically 1-4 weeks depending on agreement.
🔴 Critical
Employer Notice Period
Specific notice period employer must give after first 6 weeks. Must comply with minimum statutory requirements.
🔴 Critical
Early Termination Grounds
Circumstances where apprenticeship can end before completion (mutual agreement, redundancy, ill health). Must follow proper procedures.
🟡 Important
Additional Benefits Listed
Any benefits beyond legal minimums: pension scheme, materials provided, professional fees, parking, training opportunities. All optional but should be clearly documented.
🔵 Recommended
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Next Steps
Now that you've reviewed the compliance checklist, you have three options:
✅ Use Our Ready-Made Template (Recommended)
Save hours of legal research and drafting. Our professionally-crafted apprenticeship agreement covers all 28 compliance points with legally-sound wording. Available in both Interview Mode (guided) and Editor Mode (direct editing) for just £10.
📝 Draft Your Own Agreement
Use this checklist as your guide, but remember: getting the legal wording correct is complex. Minimum wage compliance, off-the-job training requirements, and disciplinary procedures require precise language. A single error can make your entire agreement unenforceable or expose you to claims.
⚖️ Book a Legal Consultation
For complex situations, book a consultation with our legal professionals for personalized advice tailored to your specific circumstances.
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