This applies to all apprenticeship places for which a standard is published. If this is the case, the agreement must mention the standard and is then called an „approved English apprenticeship contract.“ If there is no relevant standard, there is no need to make changes to agreements developed under the 2009 Act. The apprenticeship contract gives the apprentice a special status within the meaning of the labour code. An agreement between the employer and the apprentice or a written or oral contract can only be considered an apprenticeship contract if it complies with the specific requirements of the law. The duration of adult education is generally the same as for initial training. Nevertheless, it is possible for an adult apprentice to have direct access to continuing education (thanks to the validation of previous work or apprenticeship experiences). Adult apprenticeships are available from at least 18 years of age, regardless of the vocational training program, provided that applicants have left the initial vocational training for at least 12 months. An age limit is set by law. On the other hand, apprentices with apprenticeship contracts have more rights. If they make a mistake or break the contract, the employer cannot automatically interrupt the training.
In practice, each learning program has its own program, which is defined and regularly updated by the program committee. The curriculum is very different from teaching and internship places. Professional colleges give employers the right to train apprentices. It does not need to be written, although it is a good idea for employers to get the contract in writing, so that everyone has a reference point in case of litigation. The words „apprenticeship“ do not even need to appear in the contract. a representative of the Chamber of Professional Labour or a representative of the Ministry of Education for apprenticeship training that does not depend on a professional order, a representative of the House of Workers a teacher Some employers seem to treat apprenticeship in a rather casual manner – they can take over training and then realize that they cannot bear the costs it entails , and they decide to fire them. Then they discover that they have stumbled into some sort of legal minefield. The conditions of „professional competence“ for the training of apprentices are defined for the different sectors in agreement with the Employers` Chamber (or the Minister for occupations that do not depend on a professional order) with the Chamber of Workers. The agreement is one of two documents that all interns must sign before the program begins. The other required document is called the Declaration of Learning Commitment, which is an agreement between the apprentice, the employer and the training provider. Both documents are usually signed during learning.
Learning in Luxembourg has a long history (1940s). Its current form was regulated in 2008 and amended in 2019. Since 2019, evaluation of final integrated projects at the end of the apprenticeship has been the responsibility of the evaluation committees („assessment teams“).
