With National Apprenticeship Week (10th–17th February) here, it's the perfect time to talk about something that often gets overlooked - safeguarding apprentices.
These young people are stepping into the world of work, often straight from school, and while they’re gaining skills and independence, they still need the right support. But who’s responsible for making sure they’re safe? And how do we make sure key safeguarding information doesn’t get lost in the transition?
Employers: More Than Just a Job
Employers play a huge role in safeguarding apprentices. Under the Health and Safety at Work Act 1974, they have a duty of care to provide a safe environment. If an apprentice is under 18, they’re still legally a child, which means extra precautions should be in place. But even for over-18s, workplaces must be free from harassment, bullying, and exploitation.
So, what can employers do? Start with the basics. Make sure apprentices know who to go to if they have a concern. A simple introduction to a Designated Safeguarding Lead (DSL) or a trusted mentor can make all the difference. Regular check-ins - even informal chats - help pick up on issues before they escalate. Training line managers on mental health, harassment, and spotting safeguarding risks also ensures that concerns aren’t missed.
Training Providers: Keeping the Safeguarding Thread Intact
Colleges and training providers have clear safeguarding responsibilities under Keeping Children Safe in Education (KCSIE) 2024. They must have DSLs, staff training, and effective reporting systems - but that’s only part of the picture. One of the biggest challenges is making sure that the support apprentices received at school doesn’t disappear when they move into the workplace.
For some apprentices, school was a safety net - support plans were in place, teachers knew their struggles, and they had regular check-ins. But once they start an apprenticeship, that information doesn’t always follow them, making it harder for employers to provide the right support.
That’s where good information sharing comes in. Schools, training providers, and employers need to communicate, while also respecting GDPR and confidentiality rules. A ‘need to know’ approach is key - employers don’t need every detail, but they do need to be aware of anything that could impact the apprentice’s well-being or ability to work.
Bridging the Gap: Making Information Sharing Work
So how do we stop safeguarding concerns slipping through the cracks? It starts before the apprentice even begins work. Schools and training providers should have clear processes for passing on relevant safeguarding information, and employers should feel comfortable asking the right questions. A simple conversation - “Is there anything I should be aware of to support this apprentice?” - can open the door to better understanding.
Using secure channels to share information is crucial, but safeguarding isn’t just about policies - it’s about culture. Creating an open and supportive environment means apprentices are more likely to speak up if something’s wrong. A workplace where safeguarding is taken seriously is one where apprentices will thrive.
Why It Matters
Apprenticeships are about learning, growth, and opportunity - but that only happens if apprentices feel safe and supported. As Dolly Parton wisely said, "You'll never do a lot unless you're brave enough to try." Stepping into a new work environment can be daulnting, and that's why apprentices need the right support systems in place.
National Apprenticeship Week is a great reminder that safeguarding doesn’t stop once a young person leaves school. The transition into work shouldn’t mean a loss of protection. By sharing information effectively, training staff, and creating a culture where safeguarding is a priority, we can ensure every apprentice gets the support they need to succeed.
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