Home Employer Information & Support Benefits of Employing an Australian Apprentice

Benefits of Employing an Australian Apprentice

There are many benefits of hiring an apprentice or trainee for your business.

There are many benefits of hiring an Australian Apprentice for your business. You get an opportunity to train them in skills and processes that are suited to your organisation. They will be more invested in your business and turnover is also comparitively lesser.

Statistics show that over 55% of Apprentices continue with their employer on completion of their apprenticeship, with over 85% of Apprentices staying in their industry. This shows that apprentices are keen employees and may be willing to stay in their organisation if a job is available post apprenticeship.

Investing in Your Future

Developing the capability for a business to grow is an important consideration for employers. Employing an apprentice or trainee is an effective way to help meet the demands of the business and increase production. You are not just investing in the apprentices, but also in the future of your organisation.

Australian Apprenticeships are employment based and cover hundreds of occupations across 50 industries. Employment can be full-time or part-time, but they must be permanent positions.

Qualifications have been developed through consultation with industry are the basis of an apprenticeship or traineeship. Assessment is based on an employee demonstrating the skill required.

As an employer you get a chance to teach apprentices how you like things to be done and can adapting their learning to your own workplace practices. Each apprentice or trainee must undertake formal training during work time. This may be at a training organisation or at your work place. Time for training is paid as work time.

Often your apprentice will receive additional external support to complete their training, making an apprenticeship a cost-effective way of training staff.

Gemma Hartwig, Diesel Fitter was an Australian School-based Apprentice of the Year finalist in 2014.

What to consider

Although there are over 250,000 apprentices and trainees currently in training, Australian Apprenticeships aren't the solution to all job roles. The decision to use this approach involves a commitment from an employer to induct, train and supervise new employees.

Employers should consider whether they have the resources, time and energy to put into managing this approach to skills development.

A new perspective

Taking on an apprentice or trainee can bring ‘new life’ into the workplace through a fresh perpective and innovative ideas. It also provides an opportunity for long term staff members to impart their knowledge and skills, ensuring valuable 'tricks of the trade' are passed on to future generations.

You can future-proof your business by investing in customised training so that your apprentice or trainee develops the right skills and understanding for your business.

Many underpinning qualification options

Apprenticeships and traineeships aren't just available at Certificate II and III levels.  Many industries offer Australian Apprenticeship occupations that are underpinned by Certificate IV's, Diplomas and Advanced Diplomas.

The Australian Government's Apprenticeship Training — alternative delivery pilots are helping explore different avenues to skill development in the workplace. One element of this initiative is piloting higher level qualification apprenticeships at the diploma or associate degree level. An initial focus of these pilots has been the fields of business and financial services, IT and areas of advanced manufacturing.

Job Pathways Charts provide an industry-wide view of occupations and certificate outcomes, illustrating the breadth of options employers can consider. It is important to know what career pathways are available for employees. Job Pathways Charts are a good tool when looking at options to upskill new and existing staff.

Explore the Job Pathways Chart for your industry

Job Pathways Charts

Wage concessions

The wages of apprentices and trainees may be less than those of skilled employees, which is a consideration for some employers. The wage reflects the fact that an apprentice or trainee is likely to be inexperienced and less productive, and that they will spend time undertaking formal training.

It is important that employers become familiar with the pay rates, modern awards, probation periods and other critical pay related information that applies to their apprentices and trainees.

The Fair Work Ombudsman

The Fair Work Ombudsman

The Fair Work Ombudsman can provide employers with workplace relations information and resources.

Employers can find out about employee wages and entitlements, and get specific advice about hiring an apprentice or trainee.

Visit the Fair Work Ombudsman website for details.

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The Australian and State and Territory Governments may provide incentives for employing apprentices and trainees. These can vary according to the skill level of the apprenticeship qualification and other factors such as location, skills shortage occupations and age.

Incentives change regularly and there are eligibility criteria, so it is essential to discuss current incentives with an Apprenticeship Network provider.

Pink piggy bank sitting on grass in front of a blue sky

Government and Industry Incentive Information

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Apprenticeship Network Providers

Apprenticeship Network Providers are funded by the Federal Government and provide support to employers, apprentices and trainees from commencement through to completion. They also register your apprentice or trainee in their formal training contract.

Each State and Territory can also have different guidelines and qualifications, so it's important to access the support services in place to assist employers.

A call to a local Apprenticeship Network provider is a good place to start.  They can provide answers to any questions you may have and help make employing an apprentice work for you.

Contact an Apprenticeship Network provider