New report reveals what needs to change for apprentices

The research explores the experiences of more than 12,000 current and former apprentices and trainees across Australia, and found most want to stay in their apprenticeship and that most employers are doing a good job at retaining them.

The figures show that around three-quarters (76%) of the people surveyed were relatively happy in their roles and had not considered leaving.

Approximately 28% said they were less likely to consider leaving when they felt supported and cared for at work. Apprentices in smaller workplaces often reported they benefited from closer supervision, but the flip side of the coin is the retention risk can rise when employers lack the time, systems or mentoring capacity to identify and address issues early.

Chief Executive at ASA, Lee Xavier, says the message from apprentices and trainees is clear: most want to succeed, but the quality of their early experience matters.

“This report shows where support is working, where it is falling short and what needs to change,” says Xavier.

“(It) challenges the idea that apprentices drop out because they lack commitment. Most apprentices and trainees want to stay, learn and build a career. The challenge is making sure the right support is wrapped around them in that critical first year, so that intention turns into completion.”

According to the ASA, apprenticeship and traineeship commencements continue to decline. Only 49% of respondents in the report said they received good information about all career pathway options, and those who received balanced advice reported better mental health outcomes once they were in their apprenticeship or traineeship.

Mental health issues and cost-of-living pressures also play a large role in retaining apprentices and trainees. Apprentices experiencing sadness, anxiety or worry were 65% more likely to consider leaving; and over half of the respondents said they were “quite or extremely affected” by the cost of living.

Xavier says the research provides a clear evidence base for where support should be targeted.

“Strengthening first-year mentoring, improving the alignment between work and formal training, ensuring apprentices can access early wellbeing support, and giving young people better career advice before they start are practical steps that can improve retention,” he says.

“Employers play a critical role in whether an apprentice stays and succeeds. Most employers are doing a good job, but there is an opportunity to improve consistency.

“The report shows that small, practical actions, such as regular check-ins, clear expectations, structured mentoring and a workplace where apprentices feel comfortable raising concerns, can make a real difference.”

The report is available to download here.

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