According to the law, the apprenticeship contract must contain the following indications: Certificates/diplomas indicate the specific profession or profession in teaching. With regard to the 2018/19 school year, the vocational training system was proposed: apprenticeship in Luxembourg has a long history (1940s). The current form was regulated in 2008 and changed in 2019. A “training rate” of wages, wages and the national minimum wage (NMW) was introduced in October 2010. However, an apprentice aged 19 and over, who has been an apprentice for more than 12 months, would be entitled to NMW`s development rate or adult rate depending on their age: these have only been with us since the Apprenticeships, Skills, Children and Learning Act 2009. Article 32 of the Act defines what an apprenticeship contract is and article 37 establishes an obligation to participate. Students of all three ages can participate in apprenticeship places: secondary school pupils from the age of 15 and adults (from the age of 18) who have left school can participate in apprenticeship programmes (CCP, DAP, DT), regardless of the vocational training programme. Great caution should be exercised with regard to the dismissal of an apprentice. Where a court decides that the dismissal is unfair, it may require the employer to pay the wages and training costs that should have been paid for the remainder of the training and may grant significant additional subsidies to reflect the damage caused to the apprentice`s future career, i.e.: The apprentice`s inability to qualify and thus to benefit from the future improvement in income that the qualification would have brought. This could be especially costly if the person qualified to become a craftsman in time, for example.B. An electrician or plumber. In addition to the regular apprenticeship programme, the practical part of some CCP and DAP programmes can be visited in public training centres (resulting in the same qualifications).
These tracks are aimed both at young people who have not found a training place in a regular company and at adults who need to retrain. If an employer feels that it could reach a point where it wishes to dismiss an apprentice and in view of the above, it is probably preferable to include in the contract specific disciplinary conditions and procedures at the beginning of the training. For example, if the intern violates the terms of the agreement due to misconduct, he cannot claim a lack of remuneration. Authorized English apprenticeship places must meet the conditions laid down in the provisions adopted by the Secretary of State. They are intended to enable employers to set training standards for their own sectors. The approved English Apprenticeship is only applicable if the permission of the Secretary of State has been granted. Learners who participate in apprenticeship positions leading to a DAP or DT qualification may, once the compulsory preparatory modules have been completed, have access to higher technical training in the field corresponding to their qualifications (as part of higher education or higher education programmes at ESC 5 (BTS). These modules are usually offered as one-year tracks in public training centres. Preparatory modules can be carried out during or after training for the DAP or DT qualification. Before the legislation in force from 2011, only case law regulated the employment relationship of an apprentice and there was only one legal form of apprenticeship – an apprenticeship contract. An apprentice of this type is hired for an employer, training being the main objective, while work is secondary for the employer.