FAQ's
- What are the entry requirements?
- Are there any obstacles to entry or completion of an apprenticeship?
- Is it a job for a woman?
- What’s the pay like?
- When and where will I be paid?
- What about income tax and deductions?
- What hours will I work?
- What if I’m sick?
- What about holiday and paid leave?
- Is the work dangerous?
- Will JTL guarantee me a job?
- I’ve already got an employer, can I still start an apprenticeship?
- I haven’t got an employer yet. Can I start a JTL apprenticeship and look for one?
- What will it cost me?
Whilst most JTL apprentices join the industry at the age of 16 or 17, young people up to the age of 24 can apply as long as they are not in full-time education. Although, you should be aware that there is limited provision over the age of 19 due to Government funding restrictions (except in Wales where no funding restrictions apply).
There are no set academic requirements for an Advanced Apprenticeship, as they aren’t just based on academic achievement. Practical skills count and as does an interest in the area of work chosen. Employers value keenness to work and keenness to learn. Get yor child to take our 'Is it 4 me?' quiz by clicking here.
To be eligible to start a JTL Apprenticeship your son or daughter must pass the JTL Initial Assessment. As a good indication of their suitability it is likely that they will have or expect to achieve four GCSE’s or equivalent at grade C or better in Maths, English and a Science.
JTL is committed to a policy of equal opportunity for everyone. Entry onto a JTL apprenticeship is not restricted in terms of gender, ethnicity or religious beliefs. We encourage applications from under represented groups such as women and ethnic minorities. Click here. to view our Equal Opportunities Policy.
Certain physical disabilities could be a problem and a good head for heights is necessary. Candidates should also bear in mind that the work can be strenuous, may require long hours and might well mean travelling and staying away from home at times.
Colour blindness prevents entry onto all JTL apprenticeships. Before your son or daughter can be placed on JTL’s Approved Applicant List and be considered for training they must obtain evidence from an optician that they are not colour blind. To find out more about this please click here.
Yes. We actively encourage applications from women for all our apprenticeships and support the women apprentices we do have to achieve throughout their training. Many female apprentices have been very successful. To discover more about the experiences of some of our female apprentices, take a look at Danielle’s story and read more about Breaking the Mould project.
Your son or daughter will be employed on a full time salary from day one. It is likely that they will be paid an hourly rate for the hours that they have worked. The exact amount will be up to their employer but as a rule it is usually no less than new entrants to work.
Most employers follow the pay scales set by the industry. For instance, companies that are JIB members pay rates set for their respective industries. These can vary depending on location, travel allowances and overtime. Pay increases are linked to successful advancement within training.
It’s quite a good deal, considering that their employer is also investing their time and resources in their future.
Having completed their apprenticeship a qualified electrician, or example, can quickly be earning a basic salary of £17,000 or more. Overtime and allowances can increase this considerably.
Paydays are related to the administrative working week of your son or daughters employer, but are normally on either a Thursday or Friday.
Employers used to give wage packets, containing wages in cash, directly to each worker. This may still be the case, but it is much safer and more convenient for employers to pay the money directly into a bank account, which most now do. Each time they are paid they will get a wage slip explaining how their wages were calculated.
Your son or daughteris likely to work for two weeks before receiving any money. This is quite common and is known as working a week in hand and its purpose is to give employers a chance to work out the wages due to your child and arrange to have the monies paid. If at any time in the future they leave the company, they are of course paid this outstanding week’s wages.
Like all employees your son or daughter will have to pay tax! Income tax (PAYE – Pay As You Earn) is calculated when their pay rises above a minimum level, known as the tax threshold, set by Government. Once their earnings have reached this level, tax due is deducted from their wages on a weekly basis via the PAYE system. Under this system, their employer will deduct the amount due and pay it to the Inland Revenue and, in so doing, ensures that their tax is always fully paid up.
There may be occasions when adjustments need to be made, for example, if your son or daughter are off work without pay for some weeks. If you think that an error has been made then get your son or daughter to discuss it with their supervisor and the wages office. You can also get further information by contacting your local tax office.
Your son or daughter's employer is only allowed to make deductions from their salary for income tax and National Insurance contributions without their prior consent. However, where relevant (e.g. pension plans, tool purchase, laundry schemes) they may authorise their employer to make other deductions from your wages.
In most circumstances, the normal working week will be 37.5 hours worked as five consecutive days from Monday to Friday. This 37.5 hours divided by the 5 working days equates to a working day of 7.5 hours that must be worked between the hours of 7.00 am and 7.00 pm.
There is then a total maximum time of one hour allowed in any one day for all meal breaks, including washing time, but this may be less at your employer’s discretion.
From 6th April 2003 the Young Worker’s Directive came into effect meaning that those who are between minimum school leaving age and their 18th birthday will not normally be allowed to work:
- more than 40 hours per week
- more than 8 hours in one day
- between the hours of 10.00 pm and 6.00 am (or 11pm and 7am if stated in the contract).
APprentices usually use a form known as a time sheet to record the hours worked on each project; their wages will be based upon this information
They may be occasionally requested to work overtime. When this happens, they will be paid in accordance with their employer’s policy.
If your son or daughter becomes ill or suffer an injury and are unable to work, they must let their employer and JTL Training Officer know immediately. If they are unable to ring their employer, either you, another relative or a friend should do it for them as soon as possible. Any payment for sickness will be subject to their employer’s policy.
Like other employees, apprentices are given at least 20 days paid holiday and bank holidays. The exact details will be written in their contract of employment and training agreement. They may also be able to take some time off for study leave, as well as the usual paid leave.
Health and Safety is taken very seriously by JTL. All employers and employees are covered by the Health and Safety Act 1974 (HASAWA), which places certain duties on employers to provide and maintain safe places and systems of work. JTL assesses employers to ensure they meet Health and Safety criteria before apprentices begin employment with them. Health and Safety inductions are also given to apprentices at the college or training centre. Where necessary, appropriate personal protective equipment will be provided for them by your employer. Take a look here to find out more
No. Once your son or daughter are added to our Approved Applicant List, we will introduce them to suitable employers who we work with, help them prepare for interviews and give them useful feedback if they are unsuccessful. We will help them in every way we can but it’s down to them to find a job. Take a look at here to find out more
Yes. As long as both they and their employer meet our criteria, we should be able to fund and arrange their training.
No. It is a requirement for gaining funding from the Government that they must have an employer before they start their JTL apprenticeship.
Their off-site training should not cost them or their employer anything.
Providing they meet our funding criteria then JTL will cover the cost of all their off-the-job training. We can also provide funding for a selection of other training requirements.
Take a look here at information for employers which explains in detail exactly what JTL can do to fund their apprenticeship
