Executive Summary:
This article highlights the applicability of apprentice provisions and throws light on the important provisions of the Apprentice Act which every employer, as well as apprentice, needs to know.

Introduction:
In India, The Apprentices Act, 1961 was formed with the initiative to provide training to qualified workforce in various trades and promote new skilled manpower. The Act aims to serve as a connector between potential employees and the employer.

Who is an Apprentice?
The Act explains apprentices to be the ones who receive apprenticeship or practical training under an apprenticeship scheme for a specified duration. The person undergoing the training must be of 14 years of age, and in case of special safety requirements, the minimum age requirement is 18 years. Other than the aforementioned qualification, extra qualifications may be prescribed for special trades and special categories of apprentices.

“Apprenticeship Training” is a course of training in industry or establishment, under a contract of apprenticeship which consists of:-
a. basic training component and
b. on-the-job training (OJT)/practical training at the workplace.

Who is mandated to appoint Apprentices?
1. All the establishments having a workforce (regular and contract employees) of 30 or more are mandated to engage apprentices and to undertake Apprenticeship Programmes in a range from 2.5% -15% of their workforce (including contractual employees) every year.
2. For establishments having a workforce between 4-29 this is optional.
3. Establishments that have a workforce of 3 or less is not permitted to engage apprentices.

Responsibility of the employer hiring an apprentice
Every employer shall have the following obligations in relation to an apprentice, namely.