The renewables sector’s booming and so’s demand for apprentices. That’s great news!
The not-so-good news? A growing number of employers are finding themselves stuck with an apprentice who’s “not quite working out”… and unsure what they’re actually allowed to do about it.
They’re turning up late, glued to their phones, showing attitude when asked to do things. You want to support them, but you’ve got a business to run. It’s not an easy position to be in.
I’m not finger-pointing. This blog’s about giving you practical tools to regain control, to help you when managing apprentices in the renewables sector. Because in my experience, it’s not just the apprentice. In many cases, the issue isn’t always the apprentice themselves, it’s what’s missing around them.
It’s easy to blame a “bad apprentice”. But here’s the thing, many apprentices arrive at work without the workplace basics, timekeeping, teamwork, how to communicate like a professional, because no one’s shown them.
The problem?
Most managers haven’t been shown how to support them either.
Only 1 in 4 employers believe young people are well-prepared for work (CIPD, 2024). But that doesn’t mean it’s hopeless. It just means apprentices need structure, and you need confidence in how you manage them.
Why It’s Tougher in Renewables?
Apprenticeships in solar, energy efficiency, insulation or electrical work are demanding
- They’re physical
- Often site-based or involve lone-working
- Can be long hours and a lot of travelling
- Safety critical
- Delivered at pace in high-growth businesses
That’s especially true when managing apprentices in the renewables sector, where site-based roles bring added risk.
Why structure matters more than goodwill
Managing apprentices in the renewables sector needs clear routines, not just patience and hope…
If you’re an SME employer in the renewables sector, these HR tips could help you regain control of an apprenticeship that’s gone off track.
10 Essential Tips to Turn It Around
1.Start with a Solid Contract of Employment
Don’t just hand over a basic employment contract and call it good. Google is free for a reason! Apprenticeship contract problems are one of the most common causes of tribunal claims we see. These contracts are a legal category of their own, and the wrong one can expose you to unfair dismissal claims, even in year one.
2. Define What ‘Good’ Looks Like
Tell them exactly what’s expected from day one, down to phones, timekeeping, PPE, hygiene. No assumptions. No room for ‘I didn’t know.’
3. Build in Structure
A young employee doesn’t self-manage. A weekly check-in, even if it’s in the van, makes a massive difference.
4. Train the Supervisor, Not Just the Apprentice
We’ve seen it again and again, the apprentice fails because the supervisor wasn’t supported. If your team don’t know how to give feedback or log issues, the wheels come off quickly.
5. Document Early Concerns
You don’t need a 3-page form. Just a note of when they were late, what was said, how they responded. It builds a picture and protects you later.
6. Stay in Touch with the Training Provider
You’re partners, or at least, you should be! Make sure they know what’s going on, and challenge them if you’re not happy with their input.
7. Have the Difficult Conversations Early
Don’t let things slide. If they’re falling short, tell them, clearly, fairly, and in writing. It sets the tone and protects your business.
8. Explain the ‘Why’
Most apprentices want to do well. But if your rules feel random, they’ll switch off. A quick explanation helps them buy in.
9. Know When It’s Just Not Working
Not every apprentice is a fit. If they’re unsafe, unwilling, or outright disrespectful, act. Dragging it out costs you more in the long run.
10. Get Advice Before You Dismiss
Many employers assume apprentices have no rights. Wrong! As young workers they already have some protection because of their age, and depending on the type of agreement, you may have to go through a formal process, or face an unfair dismissal claim. If you’re considering dismissing an apprentice in the UK, get advice before you act.
A Final Thought – It’s OK to Struggle. It’s Not OK to Ignore It.
Managing apprentices isn’t easy. But doing nothing? That’s when real risk sets in.
If …
- something feels off, act early.
- you’re not sure what your contract actually says, get it checked.
- your managers are at their wits’ end, don’t wait until it blows up.
You don’t have to get it perfect. But you do have to get it in hand.
Need a Second Opinion?
If you’re wondering whether your apprentice is “the problem” or whether you’ve got the right systems around them, let’s talk.
At Metis HR, we review apprenticeship contracts, coach struggling supervisors, and help employers exit safely when things can’t be turned around. If you’re thinking about dismissing an apprentice in the UK? Get proper HR advice first.
📞 Get in touch before it escalates. You’ll feel better for it. Call us on 01706 565332
