Reference year 2019
1Scheme history
Apprenticeships ‘Leertijd’ have a longer history. Work-based learning has been around for centuries in Flanders. During the middle ages professions were taught by ‘guilds’. Youngsters could learn a profession under the supervision of a ‘master’. After ‘a masterproof’ they themselves could become ‘gezel’ or master. From 1906 these arrangements were written in regulations and law. its current form it has its origins in the early 60s.
Apprenticeship ‘Leertijd’ originated from the demand for skilled workers for small and medium enterprises. In this scheme the SME trained the pupil, together with the training center.
2Beneficiaries
The scheme is available for young people between the age of 15 and 25. Exceptionally, pupils can start at the age of 14.
| Age | % |
| 14* | 0.06 |
| 15 | 5.66 |
| 16 | 14.29 |
| 17 | 21.40 |
| 18 | 21.08 |
| 19 | 15.17 |
| 20 | 10.01 |
| 21 | 7.68 |
| 22 | 2.96 |
| 23 | 1.01 |
| 24 | 0.69 |
Data: Syntrum
1,978 apprentices in Apprenticeship ‘Leertijd’ in Flanders (2017-2018)
Source: SYNTRUM
2019-2020: 1,058 apprentices (source: Syntra Flanders)
3Qualifications
Programmes combining learning with working are at level 2 and 3 of the NQF[1]
[1] http://www.vlaamsekwalificatiestructuur.be/wat-is-vks/kwalificatienivea…
354, ISCED level 3
Depending on the duration the apprentice remains in the apprenticeship, the following educational qualifications can be obtained:[1]
- Certificate (successfully completed a programme)
- Certificate of the 2nd stage of secondary education (at least 2 years in upper secondary education and successfully completed programme)
- Certificate of the 2nd year of the 3rd stage of secondary education (at least 4 years in upper secondary education and successfully completed programme)
Diploma of secondary education (at least 5 years in upper secondary education, obtained Certificate of the 2nd year of the 3rd stage of secondary education and successfully completed programme)
[1] http://onderwijs.vlaanderen.be/nl/diploma-en-studiebewijzen-het-deeltijd...
If the apprentice obtains a VET-qualification and a diploma for secondary education, access to higher education is possible.
The training programme takes from 1 up to 3 years. Specialisation is possible, and can add an extra year to a training programme.
4Governance
SYNTRA Vlaanderen (Government Agency) is responsible for the funding of ‘apprenticeship Leertijd’ and stimulating innovative approaches in ‘Leertijd’ and fostering a broad network of qualitative accredited employers as workplace for apprentices.
Syntrum assembles the training centers and coordinates their organisational policies and implementation. The training centres/schools are funded by the government, but not run by the government. They are NGOs.
Professional sectoral organisations are involved in the development of ‘professional qualifications’, on which education based its training programmes.
For all three schemes The Flemish Partnership of Dual learning (Het Vlaams Partnerschap Duaal Leren) has a set of powers and responsibilities concerning the implementation of the apprenticeship scheme. It delegates a number of these authorities to sectoral partnerships (Sectorale Partnerschappen). The set of authorities delegated to the sectoral partnerships depends on the sectoral council and is stipulated in a contract between the sectoral partnership and the Flemish council of dual learning. In case the sector or enterprise is not part of one of the 16 sectoral partnerships, the Flemish partnership of dual learning will take up the responsibilities. The different roles/responsibilities are:
- inform sectors, companies (and schools)
- mobilize sectors, companies (and schools)
- accreditation of companies (including termination and exclusion)
- monitor in-company training (contracts, mentors, quality in general)
- give advise on matters concerning apprenticeships and dual learning and provide yearly monitoring report (Flemish Partnership only
5Training at the workplace
Article 31 of the Decree on learning and working, covering also this apprenticeship scheme, stipulates: Workplace learning (Praktijkopleiding) and complementary theoretical education are inextricably linked.
Under the “leertijd” scheme, 1 day per week is spent in school and 4 days in the company.
The law[1] clearly defines which qualifications can be achieved after what number of years. Whereas the standard length of the programme is three years according to the ISCED mapping, apprentices may choose to continue to up to 5 years in upper secondary education to get their secondary education diploma.
The ‘leertijd’ scheme is part of the decree of learning and working. Training programs are approved by the Flemish Government.
[1] http://data-onderwijs.vlaanderen.be/edulex/document.aspx?docid=14032ttp:...
The contract consists of a training programme, that is agreed upon on the level of the training center, the employer and the apprentice. The overall training programme is defined by law.
Employers should have an accreditation in order to provide in-company training in the apprenticeship ’leertijd’ scheme.
In order to obtain this accreditation, the company:
- Should appoint a supervisor/tutor on the workplace that is of impeccable behaviour, is at least 25 years of age and has at least 5 years of experience in the profession. (as an exception the supervisor can be at least 23 years of age)
- Should comply to the standards of equipment and company organisation in order to provide a training according to the training programme.
- Should have a proficient financial basis in order to guarantee the continuity of the company
- Did not face any criminal convictions.
6Contract and compensation
In the Apprenticeship (Leertijd) scheme in Flanders, 2 different types of contracts are used, each with their own status.
Most of the apprentices use a ‘alternation training contract’, and have the status of ‘alternating pupil’ (apprentices). According to social security-regulations the apprentice is equated with regular employees. Therefore, apprentices also build up social security rights. Due to the used contract, apprentices are covered on several fronts: paid leave, an illness- and invalidity-allowance, unemployment allowance, accidents at the workplace and professional illness. From the year in which they become 19 years old, they also build up rights linked to retirement and medical benefits.
In the context of the second possible contract, the ordinary part-time employment contract, apprentices have the same status as a regular employee and build up the same social security rights.
https://www.socialsecurity.be/employer/instructions/dmfa/nl/latest/inst…
[1] http://www.ejustice.just.fgov.be/cgi_loi/change_lg.pl?language=nl&la=N&c...
From 2016 on an Alternation training contract is used for this scheme:
- Start and end date of the contract, subject of the contract
- Details of the employer and supervisor
- Details of the apprentice
- Details of the provider of the programme (school) and the apprentice counsellor (address, time, etc.)
- The allowance
- Schedule of in company learning and school based learning
- Rights and Duties of both parties
- The training programme
- Specific regulations of the company
In a Part-time labour contract, the aspects are mentioned that are asked by our federal law.
[1] http://data-onderwijs.vlaanderen.be/edulex/document.aspx?docid=14032
There are 2 types of contracts for in-company training, which are:
- an Alternation training contract, apprentices spend at least 20h a week on average during a year.
- an ordinary part-time employment contract, apprentices spend less than 20h a week on average during a year.
The contracts are checked and registered with the Flemish Partnership for dual learning.
[1] http://abvvjongeren.be/art/pid/15217/Deeltijds-leren-en-werken-voor-18-j...
- Apprentices with an alternation training contract receive an allowance
- Apprentices with an ordinary part-time employment contract receive a salary
In case the apprentice receives an allowance:
- 29% of the GGMMI (guaranteed average minimum monthly income) in the first year of the programme
- 32% of the GGMMI: after succeeding in a first year of the programme, of after already succeeding in he 2nd year of the 2nd stage of secondary education).
- 34;5% of the GGMMI: After succeeding in a second year of the programme (or after already succeeding in the 1st year of the 3rd stage)
In case the pupil receives a salary it is set by collective agreements.
7Financing and incentives
Costs for in-company training (for those acquiring work experience in companies, not as part of training projects provided by public training services) are covered by companies hosting apprentices but tax reductions and subsidies are available through sectoral funds as described in question 14 below.
Specific social security contribution reductions apply to mentors/supervisors of apprentices (besides the companies which are located in the Brussels Capital Region).
Workplace learning bonus (Stagebonus) is available for employers offering in-company training within this scheme with an Alternation Training Contract or an Ordinary part-time employment contract and are located in Flanders. Employers receive 500 EUR annually in the first and second year of the apprenticeship and 750 EUR in the third year.
The company’s profit for tax purposes may be reduced by 20% of the salary costs of the apprentice.
Other incentives may be available at the regional level and from sector funds
The alternation training contract is a fulltime contract and is applicable to the full training period. The allowance paid accounts for both the share at school and at the company. There is no difference in calculation between school and company days; each day represents the same share of the allowance.
In case of an Ordinary part-time employment contract, this covers only the time in the company.