Apprenticeship

Lehre
Belgium-DE
PDF Version
Scheme fiche
Reference year 2019

1Scheme history

Q1. When was the scheme introduced?
Long history (before 2000)
Recently introduced (between 2000-2012)
New pathway (after 2012)

Apprenticeships are under the remit of competence of the German Speaking Community since 1991

Q2. How did the apprenticeship scheme originate?
Traditional craftsmanship (master-apprentice relation) to prepare apprentices for the occupation
School-based VET track by including more work-based learning to supply skilled workforce to match labour market needs
Ex-novo
Other

Apprenticeship schemes have a very long tradition. Even before IAWM was created, it was possible to sign apprenticeship contracts. The earliest records date from the early 50ies.

2Beneficiaries

Q3. Does the legal basis define the minimum and maximum age limits for enrolment of the target group of this scheme?
Minimum and maximum age limits defined
Minimum age limits defined only
Other

Minimum: 15 years old at the time of the apprenticeship start or by the time of the year. Max: 29 years

Exceptions are possible under certain conditions (people receiving public subsidies, such as unemployment benefit, etc.): in such cases the minimum/maximum age can be 65

Q4. What is the average age of learners in practice?
Between 15 and 18
Between 18 and 24
Above 24

Between 15 and 18 is the classical target group but the annual analysis of new apprenticeship contracts shows that the average age is slightly above 18 years.

Source: www.iawm.be

Q5. How many learners are enrolled in this scheme?

More or less 500 apprentices currently in academic year 2019-2020. The level of activity was similar in the past years and no major changes have been registered.

Source: www.iawm.be

Q6. What is the share of apprentices enrolled in this scheme in relation to all VET students for the corresponding educational level(s)?
More than 60% of VET learners
Between 30%-60% of VET learners
Between 10% and 30% of VET learners
Less than 10% of VET learners

3Qualifications

Q7. Are the qualifications included in the National Qualification Framework (NQF)?
Yes
No
There is no NQF

Level 4

Q8. Is the scheme included in the ISCED 2011 mapping?
Yes
No

Generally, on level 3-6, but many variations

Q9. Are the qualifications offered only through apprenticeships?
Qualifications can only be obtained through this apprenticeship scheme
The same qualifications can be achieved also through other schemes (i.e. school-based VET)

While school-based VET leads to school certificates, apprenticeship leads to a specific type of qualification which can only be obtained through this apprenticeship scheme.

Q10. Which is the type of qualification obtained through the apprenticeship scheme?
Formal VET qualification (which does not indicate the pathway)
Formal VET qualification (which indicates the pathway)
Formal apprenticeship qualification (journeyman, etc.)
Others

Official qualification “Gesellenzeugnis” which is an apprenticeship qualification, also considered as a formal VET qualification

Q11. Does the scheme provide direct access to higher education?
Yes
No

Access to higher education is possible throughout an additional course, specially arranged for apprentices

Q12. What is the typical duration of the apprenticeship programme?

Apprenticeship programmes can’t take different forms. They always have the same duration (3 years) and the same form of alternation. With just one exception: if apprentices have job-relevant pre-knowledge, as for example years of VET at school in the same job, then contracts might be signed for a shorter time but still will be end with the same certification (Gesellenzeugnis)

4Governance

Q13. Is there any organization at the national level with roles in co-ordinating the scheme?
Yes
No

There are central level bodies, one for each training provider:

  • IAWM for apprenticeship provided by vocational and educational training institutions
  • Social partner organisations for industrial apprenticeship
Q14. What is the role of chambers, employers’ and employees’ representatives, sectoral councils (if existent), in shaping apprenticeship content, as per regulation?
Role in designing qualification
Role in designing curricula
Other
No role

Advisory-role on establishing apprenticeship (as well as VET) programmes

Q15. What is the role of chambers, employers’ and employees’ representatives in implementing the apprenticeship scheme, as per regulation?
Role in final assessment of apprentices
Role in accreditation of companies
Role in monitoring of the in-company training
Other
No role

Employers’ representatives take part in the final practical assessment (together with the teacher)

5Training at the workplace

Q17. Is it compulsory to alternate training between two learning venues (school and company)?
Yes
No
Q18. Is the in-company training defined as minimum share of the apprenticeship scheme duration?
Yes, equivalent or more than 50% of scheme duration
Yes, between 20% and 50% of the scheme duration
Yes, less than 20% of the scheme duration
No, no minimum share is compulsory

The law foresees that at least 24h in average per week (during one year) have to be spent at the workplace, i.e. the weekly average is calculated over one year. Apprentices’ weeks last 38 hours and should include training in both venues

Q19. Is there a distinction between the training time and working time for the period spent at workplace, as per regulation?
Yes, the legal framework makes this distinction
No, the legal framework makes no distinction

Single companies themselves decide on that

Q20. What is the form of alternation of training between workplace (company) and school?
Every week includes both venues
One or more weeks (less than 1 month) spent at school followed by one or more weeks at workplace
One or more months (less than 1 year) spent at school followed by one or more months at workplace
A longer period (1-2 years) spent at school followed by a longer period spent training at workplace
Various – depends on agreements between the school and the company
Other
Not specified

Two half days at school, rest of 38 hours/week at work place

Q21. What is the basis for the training offered?
The scheme is implemented via a specific apprenticeship programme
The scheme is implemented on the basis of the school-based VET programme
The scheme is implemented based on the VET standards (valid generally for all VET schemes)
Other

The apprenticeship programme is validated by the Government of the German Speaking Community

Q22. Is the company hosting apprentices required by regulation to follow a training plan at the workplace?
Yes, the training plan is based on the national/sectoral requirements for the in-company training
Yes, the training plan is agreed at the level of school and company
No, is not required formally

Programmes are established by the government of the German Speaking Community with sectors and companies. They define the competences, skills and knowledge needs for each occupation.

Q23. What are the requirements on companies to provide placements, as per regulation?
Have to provide a suitable learning environment
Have to provide a mentor / tutor / trainer
Other

Regulated by the law: Erlass der Regierung der Deutschsprachigen Gemeinschaft für mittelständische Lehrlinge und Ausbildungsbetriebe vom 4. Juni 2009

Q25. Are there any sanctions on companies that do not provide training to apprentices at the workplace?
Yes
No

The institute for vocational and educational training is responsible to control and react. Sanctions are termination of the apprenticeship contract and withdraw of the agreement to sign new contracts, in case of non-respect of all duties forseen by law (Erlass der Regierung der Deutschcsprachigen Gemeinschaft zur Festlegung der Ausbildungsbedingungen für mittelständische Lehrlinge und Ausbildungsbetriebe vom 4. Juni 2009).

6Contract and compensation

Q26. What is the status of the learner?
Only student
Only employee
Apprentice is a specific status (student and employee combined)
Other

Apprentices usually have a specific status but It is possible to start apprenticeship with an ordinary employment contract, in which case they are employees. This was the case for 15 apprentices out of 485 apprenticeship contracts in 2019.

Q27. Is there any written arrangement between the learner and company, required as per regulation?
Yes
No

The school doesn’t enter the contractual arrangement.

Q28. What is the nature of the written arrangement?
Apprenticeships are an ordinary employment contract
Apprenticeships are a specific type of contract
Another type of formal agreement, not a contract

It is normally a formal agreement, but it can also be an employment contract

Q29. Where is the contract or the formal agreement registered?
At the school
At the Ministry of employment
At the chambers
At the Ministry of education
Other
Q30. Do apprentices receive a wage or allowance?
Yes, all apprentices receive a wage (taxable income)
Yes, all apprentices receive an allowance (not a form of taxable income)
Apprentices receive a reimbursement of expenses
No form of compensation is foreseen by law

Fixed by law (Erlass der Regierung der Deutschsprachigen Gemeinschaft zur Festlegung der Ausbildungsbedingungen für mittelständische Lehrlinge und Ausbildungsbetriebe vom 4. Juni 2009) and annually adjusted by the Governement.

1st year: 1.7.-30.06.: 239,42€

2nd year 1.7.-31.12.: 292,66€

2nd year 1.1.-30.06.: 425,85€

3rd year 1.7.-31.12.: 498,85€

3rd year 1.1.-30.06.: 544,08€

Q31. How is the apprentice wage (taxable income) set?
By law (applying for all)
By cross-sectoral collective agreements at national or local level
By sectoral collective agreements at national or local level
By firm-level collective agreements or individual agreements between apprentice and company
Other

The law sets the minimum, additional remuneration is possible and depending on negotiations

7Financing and incentives

Q32. Who covers the cost of the wage or allowance of the apprentice?
Employers
State
Other
Q33. What are the sources of financing of the direct costs for the in-company training part of the apprenticeship scheme?
Single employers hosting apprentices
Sectoral funds
State
Other

The construction sector organisation pays an annual bonus to companies engaged in apprenticeship: 300€ for first year apprentices, 400€ for second year apprentices, 500€ for third year apprentices

Q34. Are there any financial incentives for companies that offer apprenticeship places?
Yes, subsidies
Yes, tax deductions
Yes, other incentives
No financial incentives

Initially the federal entity offered a bonus for every successful apprentice and a reduction of social charges. This amounted to 500€ for first- and second-year apprentices, 750€ for third year apprentices, on condition that at the beginning of the apprenticeship, the apprentice is under the age of 18. The bonus system has been taken in charge of the German Speaking Community meanwhile.

Besides, companies engaged in apprenticeships delivery benefit from a reduction of social charges amounting to 1750€ per year for every employee receiving training

 

Q35. Does the wage or allowance of the apprentice cover both the time spent at school and in the company?
Yes
No, it covers only the time spent in the company

No difference between the wage or allowance for the time at school and in the company.

Q36. Are there any incentives for learners?
Yes, grants paid to learners to top up their remuneration
Yes, grants paid to learners related to other costs (travel, food etc.)
Yes, recognition of prior learning / fast-track opportunities
Yes, other types of incentives
No

Country fiche

BE-de
On this page: