Guidance on Managing Conduct & Capability Issues for Apprentices

Guidance on Managing Conduct & Capability Issues for Apprentices

Supporting Apprentices Through Conduct and Capability Challenges

Apprentices bring fresh talent and enthusiasm to the workplace, combining practical experience with vocational training. As employees, they are entitled to the same rights, support, and development opportunities as any other member of the team.
When challenges around behaviour or performance arise, they should be addressed in a constructive and supportive way, balancing the needs of the business with the apprentice’s ongoing growth and learning.

Supporting Apprentices with Performance Concerns

Understand how they learn – Apprentices are still developing their skills, so they may need additional time, support, and constructive feedback to meet expectations.
Start with a conversation – If performance falls short, approach it with a friendly and open discussion to explore what might be holding them back.
Offer additional support – Extra training, mentoring, or opportunities to practise can make a big difference in helping them progress.
Involve the training provider – They can support learning plans and help address any skill gaps.
Monitor progress – If there’s little or no improvement, keep a clear record of steps taken and, where necessary, move towards more formal performance processes.

Addressing Behavioural (Conduct) Issues

Set clear expectations – Ensure the apprentice understands workplace standards, policies, and the behaviours expected of them from the outset.
Have a supportive conversation – For minor concerns (such as lateness or unprofessional conduct), a private, informal chat can help explain the impact and encourage positive change.
Encourage improvement – Apprentices are still learning, so focus on guiding them through challenges and giving them the opportunity to improve.
Follow formal procedures where necessary – If the behaviour is serious (e.g., theft or violence), or if there’s no improvement despite support, follow your organisation’s disciplinary process appropriately and fairly.

When to Involve HR

• When an apprentice is not making progress despite ongoing support.
• In cases of serious misconduct (e.g., theft, harassment).
• If the Apprenticeship relationship is breaking down, and all efforts to support the apprentice have been exhausted, it’s essential to demonstrate that continued development is no longer achievable.