Apprenticeship training: employer duties
Reviewed 16 October 2026. The Apprentices Act, 1961 regulates apprenticeship training under a contract. An apprentice is not simply an employee called a trainee: the training must follow the Act, the applicable rules and the relevant portal process. The Act sets duties for employers and apprentices on training, stipend, safety, hours, leave, records and assessment. See the current text on India Code.
Choose the right apprenticeship route
The Act covers designated trades and optional trades, with different qualification, training and portal requirements. Trade apprenticeship applications are handled through the Apprenticeship India portal. Graduate, technician and vocational apprenticeship routes may use the National Apprenticeship Training Scheme portal. Check the latest eligibility and instructions on the portal for the trade, candidate and establishment.
Before planning apprentice numbers, check the current Act and Rules, the establishment’s workforce, designated trade, optional trade and any minimum or maximum engagement range that applies. Do not rely on a fixed quota copied from an older guide.
Set up training before the start date
- Identify the approved trade or occupation, qualification and training duration that match the role.
- Confirm the candidate meets the current age, education and other eligibility conditions. The Act sets a general minimum age of 14, with an 18-year minimum for designated trades connected with hazardous industries; check the specific trade rules before recruitment.
- Prepare and process the contract of apprenticeship through the portal and authority route currently prescribed. Do this before treating the person as an apprentice.
- Assign a qualified trainer, training plan, facilities and supervised practical work. Make sure the apprentice receives required related instruction.
- Record attendance, training progress, stipend payments, safety instruction, leave and any change or termination of the contract.
- Complete the applicable assessment and certification process at the end of training.
Stipend, hours and safety
Pay at least the stipend prescribed by the current Apprenticeship Rules for the candidate’s trade, qualification and year of training. Rates and calculation details can be revised, so check the latest schedule in the official portal and Rules before issuing an offer. Keep evidence of each payment.
Apply the Act’s rules on working hours, overtime, leave, health, safety and welfare to the training arrangement. Do not use apprentices to fill ordinary vacancies or assign unrelated work in place of the training plan. The Act’s treatment of apprentices as trainees does not excuse an employer from the duties that apply to a valid apprenticeship.
Government support and reimbursement
Government apprenticeship schemes may provide support to eligible employers or apprentices, but eligibility, rates, documents and payment timing depend on the active scheme and its current guidelines. Do not promise a stipend reimbursement or assume that every employer can claim a fixed share. Check scheme terms and portal notices before including support in a training budget.
Records to keep
- Approved trade or occupation, candidate qualifications and contract reference.
- Training plan, trainer assignment, attendance and assessment results.
- Stipend calculations and payment evidence.
- Safety, health and welfare instructions, and records of any accident or leave.
- Portal submissions, approvals, communications and any incentive application.
Verify the current requirements
The Act and rules may change, and portal instructions can be updated. Check the official Apprentices Act record, the Apprenticeship India portal, or the NATS portal before signing a contract or setting stipend rates. GHR Consultancy can help Kerala employers organize payroll and training records; contact our team to discuss employer support.