An apprenticeship contract is a formal agreement between an employer and an apprentice, set for a fixed term of up to two years. This contract outlines the employer’s commitment to providing structured technical and vocational training that aligns with the apprentice’s physical, moral, and psychological growth. In return, the apprentice agrees to diligently perform tasks essential for their training.

To ensure the apprenticeship contract is valid, the employer must record the apprentice's school enrollment and attendance in their Employment Record Book if the apprentice has not completed Fundamental Education. Additionally, the apprentice must be enrolled in an apprenticeship program developed by a recognized training entity.

What is an Apprenticeship Program?

An apprenticeship program combines theoretical and practical training under the guidance of a qualified entity. The program includes hands-on activities managed by the employer and supervised by the training entity. Key factors include:

- Target Audience:

Specifies the number of apprentices per class, socioeconomic profiles, and the service’s justification.

- Objectives:

Defines the program's goals, relevance to participants, society, and the job market.

- Contents:

Outlines the knowledge, skills, and competencies to be developed and their applicability in the labor market.

- Structure and Duration:

Details the total program hours, balancing theoretical and practical activities as per the content and participant profile.

- Monitoring and Evaluation:

Includes mechanisms for assessing the program and ensuring apprentices' job placement upon contract completion.

- Duration and Limits:

Adheres to Administrative Rule MTE No. 723 of April 23, 2012, for theoretical and practical activity hours.

Types of Apprenticeship Programs

1. Vocational Apprenticeship at the Initial Training Level:

Focuses on training for specific occupations, with theoretical hours based on the corresponding secondary-level technical course. If no such course exists in the National Catalog of Technical Courses, the theoretical component must be at least 400 hours.

2. Vocational Apprenticeship by Occupational Group:

Aims to train apprentices in a group of related occupations, enhancing their employability in various roles within the same sector. This approach allows apprentices to gain experience across different occupations and fosters skill development through shared experiences with peers.

3. Vocational Apprenticeship at the Secondary Technical Level:

Provides theoretical training through secondary technical courses, with the apprenticeship program officially registered with the National Register of Professional Apprenticeship (CNAP). This method ensures compliance with legal quota requirements.

By understanding these aspects of the apprenticeship contract and program, both employers and apprentices can better navigate and benefit from vocational training opportunities.

Navigate Brazil's Apprenticeship Contract Rules

Brazilian apprenticeship contracts have specific requirements under the CLT consolidation of labor laws. Remoly's local experts help you structure compliant apprenticeship programs for your Brazil operations.

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