How does the rise of the school leaving age impact HR?
How does the rise of the school leaving age impact HR?
Learning & Development
Peninsula Team, Peninsula Team
(Last updated )
Peninsula Team, Peninsula Team
(Last updated )
In Northern Ireland, Education minister Paul Givan recently announced plans to make it compulsory to keep children in education or training until they reach 18 years of age.
Loading content...
How does the rise of the school leaving age impact HR?
The current Apprenticeship Levy has had many critics, with business groups pointing out that apprenticeships have been failing to help firms address skills shortages and to support individuals trying to boost their qualifications.
Read our article: 'Create your future business leaders with Step on Board'. Contact us today for more information about our Employment Law, Health & Safety, and HR services.
Peninsula GroupHR and Health & Safety Experts
Learning & Development
Explore free webcasts
Watch leading HR and Health & Safety experts unpack your biggest workplace issues, live
Since 1972, children have been able to leave school at the age of 16 in Northern Ireland.
Givan told the Stormont Assembly that "compulsory education or training ending at 16 is a remnant of a manufacturing society with many unskilled jobs that no longer exist”.
He added that “jobs today require high levels of skill and education” and that “participation in education beyond the age of 16 directly impacts upon life changes of young people”.
With the plan to make education or some form of training mandatory after hitting the school leaving age (16 years), what would businesses need to consider if they employ a young person?
How does an apprenticeship scheme work?
If young people have to be in some form of education or training until they turn 18, then it may be that more businesses start offering apprenticeships.
An apprenticeship is a paid training programme with a company that allows a person to gain skills and experience in a specific line of work. The company tailors the programme to the apprentice to help them develop and progress onto a career path, and in some cases, gives them a permanent job at the end of it.
For businesses who are looking to hire an apprentice, there are important rules to follow under employment law. You have to make sure you:
Pay your apprentice in line with national minimum wage regulations
Provide training
Give your apprentice time to carry out training outside of work with a training provider
Comply with Health & Safety requirements
Contract your apprentice to work a minimum of 21 hours each week
You can also enrol current employees onto an apprenticeship scheme if you want to give existing staff an opportunity for training and development.
Why offer an apprenticeship?
Apprenticeships are a great way of bringing in fresh talent to a business and for developing skills.
And while an apprentice may not have the experience typically required for a role, a willingness to learn and grow is the most important thing.
If someone comes into your business without prior experience, you have an opportunity to mould them in line with your company values.
What could a rise in the school leaving age mean for part-time employment?
It’s common for young people to have some form of part-time job as a means of earning an income for themselves.
If a young person leaves school at 16 years old, they may choose to go straight into full-time employment.
If that option is taken away, then it means employers will need to consider that any young person they hire under the age of 18 will have an education or training commitment outside of work.
So employers would need to consider how this commitment could impact shift patterns and working time – and any potential conflict with the worker’s studies or further training.
It’s also worth noting that it is a legal requirement to carry out a young person risk assessment if you hire someone under the age of 18. This allows you to identify any risks to the young person on the job (taking into account wellbeing and any potential safety risks).
Are there rules for employing young people?
There are different rules a company has to follow when they employ a young worker. A worker under the age of 18:
Cannot work more than eight hours a day or 40 hours a week unless for exceptional reasons
Must have a 30 minute rest break if they work for more than 4.5 hours
Must have a 12-hour rest break between each working day
Must have two days off work every week
Cannot work night shifts, unless for limited and exceptional reasons.
So, this is important to bear in mind.
Need further advice?
If you’re considering hiring a young person or offering an apprenticeship scheme, there’s a lot to consider from a legal standpoint. And from your paperwork to your risk assessments, Peninsula experts are on hand to offer you support should you need further information.
Tap below to book your free consultation:
Claim your free advice call
Find the safest and easiest way to resolve your workplace issue
Blog
Peninsula Team