With many employers operating hybrid or remote models, a question we sometimes get asked is ‘Can an apprentice work alone?’
The short answer is possibly, some of the time, but there are a number of factors to consider, and employers must ensure that the right level of supervision, support and training is in place.
At Damar Training, we support hundreds of employers who want to balance developing an apprentice’s independence with ensuring they’re properly supported – in the workplace and whilst working remotely. The right approach to lone working will depend on the individual, their experience and the nature of their role.
Understanding the legal position
Whilst there’s no law that says apprentices can’t work alone, either at home or in the workplace, employers have a legal responsibility to ensure that the health and safety requirements of all employees, including apprentices, are met.
That means carrying out risk assessments, ensuring appropriate training is in place and providing adequate supervision, particularly when an apprentice is new to the workplace.
Guidance from the Health and Safety Executive also advises that younger workers or those new to the role (which is often the case with apprentices) will typically need more supervision than other employees. Employers are also responsible for the health and safety of remote workers. This includes assessing the suitability of home working environments and ensuring the apprentice has the equipment and support they need.
Apprenticeship funding rules also require that every apprentice receives effective support, structured training and regular reviews. So, even if they occasionally work alone, the employer must make sure they still have regular contact with their line manager and training provider. Apprentices also need to complete the off-the-job training hours set out in their training plan. Regular contact with their training provider, for example, through progress reviews and online learning sessions, helps ensure this requirement is met.
Considering the apprentice’s circumstances
There will be a few factors you need to consider when deciding whether an apprentice can work alone:
Experience and competence: Is this a newly recruited apprentice who recently left school, or an existing employee undertaking an apprenticeship to develop their management skills? These are very different scenarios. A new apprentice will need much closer guidance and mentoring than someone who’s been part of your business for years.
Nature of work: Some roles involve more risk than others. In a construction or engineering environment, there are obvious safety considerations. Even in an office, work that involves handling sensitive information, money or legal documents may require oversight until the apprentice has developed sufficient confidence and understanding.
Age and maturity: A 16-year-old apprentice is likely to need far more supervision than a more experienced colleague in their 30s or 40s. Maturity, judgement and life experience all play a role in determining how independently someone can work.
Apprentice comfort and confidence: It’s also important to check in with the apprentice themselves. Ask how comfortable and confident they feel about working alone. Their feedback can highlight any areas where further support, reassurance or training may be needed, helping you make balanced, informed decisions.
Access to support: If the apprentice needs help or encounters a problem, how easily can they contact their supervisor? Clear lines of communication and regular check-ins are vital. If that access isn’t available, they shouldn’t be working alone.
Apprentice development: Learning through observation, collaboration and informal mentoring can be limited when working remotely. For younger apprentices or those new to the business, being in the workplace is invaluable.
Frequency and duration: There’s a big difference between occasionally spending a few hours working independently and being left alone full-time. Apprentices, particularly those in their early months, benefit most from environments where support and guidance are always within easy reach.
Best practice for employers
If, after taking all of these factors into consideration, it’s deemed appropriate for the apprentice to occasionally work alone, we recommend the following steps:
1. Conduct a thorough risk assessment before allowing any apprentice to work alone
2. Create a structured supervision plan – setting out who is responsible for the apprentice, how often check-ins will take place, and how support will be provided
3. Provide comprehensive training before expecting them to work alone
4. Schedule regular progress reviews with both the line manager and the training provider
5. Maintain open communication channels such as instant messaging, video calls or regular catch-ups
6. Gradually increase independence as the apprentice gains confidence and competence.
Finding the right balance with support from Damar
As we have discovered throughout this blog, there’s no single rule that fits every situation in terms of te question, ‘Can an apprentice work alone?’. A management apprentice who has worked for the company for over a decade will likely be comfortable working alone, while a new school leaver starting their first job will need much closer guidance.
What matters is finding the right balance between supervision and independence. Apprenticeships are designed to build skills and confidence over time. As competence grows, so can autonomy.
With thoughtful planning, regular communication and the right training support, apprentices can safely take on more responsibility and contribute meaningfully to your business.