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Q41. What is the minimum stipend to be paid to an apprentice?
Answer: The minimum rate of stipend payable to apprentices per month shall be as per the qualifications stipulated in the curriculum and shall be as specified in the Table under sub-rule (1) of rule 11.
As per the Apprenticeship Rules (amended 2025), the stipend to be paid to an apprentice is as below:
| Serial Number |
Category |
Prescribed Minimum Amount of Stipend (Rs.) |
| (i) |
School pass-outs (class 5th – class 9th) |
₹6,800 per month |
| (ii) |
School pass-outs (class 10th) |
₹8,200 per month |
| (iii) |
School pass-outs (class 12th) |
₹9,600 per month |
| (iv) |
National or State Certificate holder |
₹9,600 per month |
| (v) |
Technician (vocational) apprentice or Vocational Certificate holder or Sandwich Course (Students from Diploma Institutions) |
₹9,600 per month |
| (vi) |
Technician apprentices or diploma holder in any stream or sandwich course (students from degree institutions) |
₹10,900 per month |
| (vii) |
Graduate apprentices or degree apprentices or degree in any stream |
₹12,300 per month |
During the second year of apprenticeship training, there shall be an increase of ten per cent. in the prescribed minimum stipend amount and a further 15 per cent. increase in the prescribed minimum stipend amount during the third year of apprenticeship training.
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Q42. Where can Apprenticeship training be undertaken?
Answer: One can undergo apprenticeship training on the shop floor of any establishment under the Central/State Government or private sector establishment upon signing of a contract of apprenticeship with the establishment.
As per the Apprenticeship Rules [sub-paragraph (5), clause (c)], an establishment may deploy only a major apprentice during the practical training period in a client location (other than the workplace of practical training) within the country or abroad. No minor apprentice shall be deployed. The establishment shall pay to the apprentice additional compensation as follows:
- (i) Client location within the country: In addition to the prescribed minimum stipend, additional compensation shall be at least equal to the prescribed minimum stipend for the period of deployment, plus to-and-fro travel cost, accommodation, food, hospitalisation cost, and insurance.
- (ii) Client location abroad: In addition to the prescribed minimum stipend, an additional compensation of at least twice the prescribed minimum stipend shall be paid, and the establishment shall bear the cost of visa, travel, medical tests, hospitalisation, insurance, cost of travel to and fro, stay, and food.
- (iii) Any violation by the establishment shall be dealt with by the local labour office of the country concerned.
- (iv) The apprenticeship adviser shall approve the deployment of an apprentice within the country or abroad on a case-to-case basis.
- (v) The employer alone shall pay the stipend to the apprentice for the period of training at a client location. No cost of stipend shall be borne by the Central Government.
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Q43. What is meant by NSQF aligned courses? What is NSQC?
Answer: The National Skill Qualification Framework (NSQF) was notified in the Gazette of India on 27 December 2013. The NSQF organizes qualifications according to a series of level descriptors covering knowledge, skills, and aptitude. The NSQF replaces existing frameworks such as the National Vocational Qualifications Framework (NVQF) and the National Vocational Educational Qualification Framework (NVEQF).
Each level of NSQF is described by a statement of learning outcomes in five domains, known as level descriptors. These five domains are:
- Process
- Professional knowledge
- Professional skill
- Core skill
- Responsibility
NSQF requires that SSCs, when developing Qualifications Packs and NOS, identify a corresponding NSQF level using the NSQF level descriptors and include this information in the NSQF level field in the Qualification Pack. It is possible for all current vocational courses — like MES, ITI Courses, or similar vocational courses in schools, colleges, and polytechnics — to be aligned to job roles at specific NSQF levels. For example, an ITI Course in Plumbing would be at NSQF Level 3, and a polytechnic training in fashion design may be at NSQF Level 5 for Garment Cutters. The National Skills Qualifications Committee (NSQC), organized by NSDA, provides the process of aligning courses and qualifications to NSQF.
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Q44. What is meant by NOS?
Answer: The National Occupational Standards (NOS) specify the standard of performance an individual must achieve when carrying out a function in the workplace, together with the knowledge and understanding they need to meet that standard consistently. Each NOS defines one key function in a job role. NOS are laid down by employers through their SSCs. A Qualification Pack (QP) is a set of NOS aligned to a job role.
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Q45. How is the Apprenticeship Curriculum approved and uploaded under Optional Trades?
Answer: The approval process of Apprenticeship curriculum under Optional Trade is as follows:
| Cases |
Situation |
NAPS / Non-NAPS |
Course of Action |
Approval Process |
| Case 1 |
QP not available for the courses |
NAPS benefit to avail |
Create Apprenticeship embedded curriculum with help of concerned SSC and submit to NSDC |
Place in Technical Approval Committee of NSDC and then NSQC of NSDA for NSQF alignment |
| Case 2 |
QP available for course and NSQF aligned |
NAPS benefit to avail |
Create Apprenticeship embedded curriculum, submit to NSDC for approval and upload |
Upload in portal after review as already NSQF aligned |
| Case 3 |
QP available for course but not NSQF aligned |
NAPS benefit to avail |
Option 1: Create Apprenticeship embedded curriculum and submit to NSDC.
Option 2: Get QP aligned to NSQF first, then create Apprenticeship curriculum and submit to NSDC. |
Option 1: Place in Technical Approval Committee of NSDC and then NSQC of NSDA for NSQF alignment.
Option 2: Upload in portal after review as already NSQF aligned. |
| Case 4 |
QP not available for the courses |
No NAPS benefit |
Create Apprenticeship embedded curriculum and submit to NSDC |
Basic scrutiny by NSDC and upload in portal |
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Q46. Can an establishment with presence in multiple locations register centrally?
Answer: As per the definitions in Apprenticeship Act, 1961:
- "Employer" means any person who employs one or more other persons to do any work in an establishment for remuneration and includes any person entrusted with the supervision and control of employees in such establishment.
- "Establishment" includes any place where any industry is carried on; and where an establishment consists of different departments or has branches, whether situated in the same place or at different places, all such departments or branches shall be treated as part of the establishment.
In point no. 2, it is specified that an establishment consists of different departments and branches which can be situated at different places; all such branches shall be treated as part of the establishment.
On the apprenticeship portal, this functionality is already developed where a company (TCI) can register centrally and add different office locations. If TCI wants to operate in a decentralized manner, there is an option to register multiple branches and indicate a Head Office and Branch Office structure for all registered branches.
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Q47. Can Corporate Social Responsibility (CSR) funds be used for running Apprenticeship training?
Answer: Companies covered under the Apprentices Act shall first undertake skill training under the Apprentices Act 1961. These companies can also undertake skill training from their CSR funds over and above the minimum requirement under the Apprentices Act.
For more details, please refer to the CSR notification: https://naps-cdn.s3.ap-south-1.amazonaws.com/CSR_funds_utilization_under_Apprenticeship_Act.pdf
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Q48. Is an Apprentice considered as a worker?
Answer: As per Section 18 of the Apprenticeship Act, 1961, the apprentice is not a worker. Section 18 of the Act states:
Apprentices are trainees and not workers —
- Every apprentice undergoing apprenticeship training in designated/optional trade in an establishment shall be a trainee and not a worker; and
- The provision of any law with respect to labor shall not apply to or in relation to such apprentice.
Besides this, the Provident Fund and Miscellaneous Provisions Act, 1952 and the State Insurance Act, 1948 also clarify that apprentices appointed under the Apprenticeship Act are not workers. Relevant sections are as follows:
Section 2(f) in The Employees' Provident Funds and Miscellaneous Provisions Act, 1952: "Employee" means any person who is employed for wages in any kind of work … and includes any person — employed by or through a contractor in or in connection with the work of the establishment — but does not include a person engaged as an apprentice under the Apprentices Act, 1961 (52 of 1961).
Section 2(9) in The Employees' State Insurance Act, 1948: "Employee" means any person employed for wages in or in connection with the work of a factory or establishment to which this Act applies — who is directly employed by the principal employer, or employed by or through an immediate employer on the premises of the factory or establishment, or whose services are temporarily lent or let on hire to the principal employer — but does not include a person engaged as an apprentice under the Apprentices Act, 1961 (52 of 1961).
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Q49. Are apprentices allowed to be engaged in night shifts?
Answer: As per Rule 12C sub-rule (2) of Apprenticeship (Amendment) Rule 2019, which regulates Apprenticeship Optional Trades:
- An establishment can engage apprentices of age 18 and above in normal working hours of the establishment (including night shifts).
- Apprentices under the age of 18 shall be engaged in such training between the hours of 8:00 AM and 6:00 PM only.
- Any relaxation in the above shall be approved by the Apprenticeship Adviser on a case-to-case basis.
Rule 12 of Apprenticeship Rule 2015 — The hours of work:
- The total number of hours per week shall be 42 to 48 hours (including time spent on Related Instruction).
- Trade apprentices undergoing basic training shall ordinarily work for 42 hours per week including the time spent on Related Instruction.
- Trade apprentices during the second year of apprenticeship shall work for 42 to 45 hours per week including the time spent on Related Instruction.
- Trade apprentices during the third and subsequent years shall work for the same number of hours per week as the workers in the trade in the establishment where the trade apprentice is undergoing training.
- An establishment can engage apprentices of age 18 and above in normal working hours of the establishment. Apprentices under the age of 18 shall be engaged in such training between the hours of 8:00 AM and 6:00 PM. Any relaxation shall be approved by the Apprenticeship Adviser on a case-to-case basis (as per Apprenticeship (amended) Rules, 2019).
- Graduate, Technician and Technician (Vocational) Apprentices shall work according to the normal hours of work of the department in the establishment to which they are attached for training.
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Q50. Can an apprentice be deployed on overtime?
Answer: As per Section 15(2) of the Apprentices Act, 1961 — Hours of work, overtime, leave and holidays:
- The weekly and daily hours of work of an apprentice while undergoing practical training in a workplace shall be as determined by the employer, subject to compliance with the training duration if prescribed.
- No apprentice shall be required or allowed to work overtime except with the approval of the Apprenticeship Adviser, who shall not grant such approval unless satisfied that the overtime is in the interest of the training of the apprentice or in the public interest.
- An apprentice shall be entitled to such leave and holidays as are observed in the establishment in which he is undergoing training.
Clarification on Apprenticeship Quota for Companies with Contractual Employees: As per the provision of the Act, contractual employees should be on the roll of the companies which are going to engage apprentices.
Clarification regarding engaging apprentices by establishment — Clause 7B of Apprenticeship Rules 1992 (amended in 2015 & 2019):
- Employers having four or more workers shall only be eligible to engage apprentices. Engagement of apprentices by establishments having a workforce not exceeding thirty shall not be obligatory.
- The strength of workers shall be calculated on the basis of average strength in the preceding financial year.
- Every employer shall disclose their intention of engagement of apprentices in designated and optional trade on the portal site as well as the establishment's portal site (if existing) as per the following quarters: (a) 1st April to 30th June; (b) 1st July to 30th September; (c) 1st October to 31st December; (d) 1st January to 31st March.
As per Apprenticeship (amended) Rules, 2019 — Rule 7B:
- Employers having four or more workers shall only be eligible to engage apprentices and engagement of apprentices by establishments having thirty or more workers shall be obligatory.
- Within a financial year, each establishment shall engage apprentices in a band of 2.5% to 15% of the total strength of the establishment including contractual staff, subject to a minimum of 5% of the total to be reserved for fresher apprentices and skill certificate holder apprentices.
- In no month shall the number of apprentices be less than 2% or more than 18% of the total strength of the establishment, subject to the condition that the establishment fulfills apprentice months corresponding to the minimum 2.5% obligation in a financial year.
Further, as per MSDE letter no. MSDE-1(1)/2018-AP(PMU) dated 2nd April 2019, industries/establishments can engage apprentices from any of the following categories to fulfill the mandate of Apprentices Act 1961 (amended 2014) and Apprenticeship Rule (amended 2015):
- Trade apprentice
- Graduate apprentice
- Technician apprentice
- Technician (vocational) apprentice
- Optional trade apprentice
The sum of all apprentices under various categories will qualify for compliance of Section 7B(3) of Apprenticeship Rule (amended 2015). All establishments are required to post their Apprenticeship deployment plan on the portal every quarter by 15th April, 15th July, 15th October, and 15th January.
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Q51. Whether Apprentices are covered under the Workmen's Compensation Act, 1923 or not?
Answer: On perusal of the Apprenticeship Act and Rules, specific provisions — namely Section 16 of the Act and Schedule 5(I)(7) of the Rules — clearly state that if personal injury is caused to an apprentice by accident arising out of and in the course of his training, his employer shall be liable to pay compensation in accordance with the provisions of the Workmen's Compensation Act, 1923.
Section 16 of Apprenticeship Act | Employer's liability for compensation for injury: If personal injury is caused to an apprentice by accident arising out of and in the course of his training as an apprentice, his employer shall be liable to pay compensation which shall be determined and paid, so far as may be, in accordance with the provisions of the Workmen's Compensation Act, 1923, subject to the modifications specified in the Schedule.
Schedule 5(I)(7) of Apprenticeship Rules 1992: If personal injury is caused to an apprentice by accident arising out of and in the course of his training as an apprentice, the employer shall pay to the apprentice compensation in accordance with the provisions of the Workmen's Compensation Act, 1923, subject to the modifications specified in the Schedule to the Apprentices Act, 1961.
Modifications in the Workmen's Compensation Act, 1923, in its application to apprentices under the Apprentices Act, 1961:
- Section 2(e) — 'Employer' means an employer as defined in the Apprentices Act, 1961, who has engaged one or more apprentices.
- Section 2(n) — 'Workman' means any person who is engaged as an apprentice as defined in the Apprentices Act, 1961, and who in the course of his apprenticeship training is employed in any such capacity as is specified in Schedule II.
Thus, based on the modifications in the Schedule, the Workmen's Compensation Act is applicable in the case of an establishment-apprentice relationship. However, the Act is applicable primarily to workmen employed in factories, mines, plantations, mechanically propelled vehicles, construction works, and certain other hazardous occupations as specified in Schedule II of the Workmen's Compensation Act, 1923.
While the Workmen's Compensation Act may not be applicable to the services sector per se, it must be examined in the light of Schedule II of the Act to see if the industry/sector is covered. A simple rule of thumb is: if the Workmen's Compensation Act applies to the employees of a company, it would apply to the apprentice too. It is recommended that industries to which the Act applies obtain insurance for workmen's compensation, which is available at nominal premiums.
Powers delegated to a Joint Apprenticeship Advisor (JAA)
Appointment: As per Section 27 of the Apprenticeship Act, the Government may appoint suitable persons as Joint Apprenticeship Advisor (JAA) to assist the Apprenticeship Advisor in the performance of his/her functions.
Functions that may be performed by the Joint Apprenticeship Advisor: The JAA primarily performs such functions as assigned to him by the Apprenticeship Advisor (S.27(2)) of the Act. The following tasks/powers may be carried out by the JAA when authorized by the Apprenticeship Advisor to do so:
Powers of the Joint Apprenticeship Advisor (JAA)
The Act and the Rules under the Act specifically mention certain tasks/powers of the JAA that may be carried out by the JAA — when authorized by the Apprenticeship Advisor to do so. Please see some tasks/powers below:
- Enter, inspect and examine any establishment or part thereof for a reasonable time (S.29(2)(a)).
- Examine any apprentice employed therein, and require any registrar, record, document maintained in pursuance of the Act to be produced, record statement of any persons therein, as required for the purposes of the Act (S.29(2)(b)).
- Make an examination or inquiry to ascertain if provisions of the Act and Rules framed thereunder are followed (S.29(2)(c)).
- Have reasonable facilities for access to apprentices who are undergoing practical training to test their work and ensure practical training is being imparted in accordance with the approved program (S.9(2)).
- Specify the period for which an employer may release an apprentice to receive related instruction in a specific institution. The Section also mentions that to do so the Assistant Advisor will need to be specifically authorized in writing (S.10(5)).
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Duties of the Apprenticeship Advisor
Please see below some of the powers, responsibilities and functions of the Apprenticeship Advisor. The Apprenticeship Advisor may need the assistance of the JAA in carrying out any of the duties below:
- Communicate any objection to the Apprenticeship Contract to the employer within 15 days of its receipt (S.4(4A)) and register the contract of apprenticeship within 30 days of its receipt (S.4(4B)).
- Approve any novation of the contract of apprenticeship with the employer (S.5).
- Approve termination of the contract of apprenticeship, and decision on consequences resulting from the same (S.7).
- Granting approval for overtime work (S.15).
- Settle disputes arising between employer and apprentice out of the Apprenticeship Contract (S.20).
- Ensuring remuneration paid to apprentice is reasonable (S.22).
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Q52. Can an Establishment pay more than the prescribed stipend amount to the apprentices?
Answer: As per Apprenticeship Rules 1992 (amended up to 2025), the minimum rate of stipend has been fixed as per educational/technical qualification. Employers are free to pay higher rates of stipend. However, the government share of stipend under NAPS would be limited to 25% of the prescribed stipend amount (as per Apprenticeship Rules amended in 2025) or ₹1,500 — whichever is lower — per month per apprentice.
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Q53. Can an Establishment pay ESI/PF to apprentices under the Apprentices Act, 1961?
Answer: As per Section 18 of the Apprentices Act, 1961, every apprentice undergoing apprenticeship training in designated/optional trade shall be a trainee and not a worker, and the provisions of any law with respect to labour shall not apply to such apprentice.
The Employees' Provident Funds and Miscellaneous Provisions Act, 1952 and the Employees' State Insurance Act, 1948 both clarify that apprentices appointed under the Apprentices Act, 1961 are not workers:
- Section 2(f) — EPF Act, 1952: "Employee" includes persons employed by or through a contractor in connection with the establishment, but expressly excludes a person engaged as an apprentice under the Apprentices Act, 1961 (52 of 1961).
- Section 2(9) — ESI Act, 1948: "Employee" covers persons employed for wages in connection with the work of a covered factory or establishment — but the Exclusions section clearly states: (1) An apprentice engaged under the Apprentice Act, 1961.
As per the above, apprentices cannot be covered for benefits under the ESIC Act. Establishments must explore other available government/non-government health insurance and pension schemes to ensure health cover for apprentices.
The Apprentices Act, 1961 (amended up to 2014) does not prohibit employers from paying PF benefits to apprentices — they are free to pay if the Provident Fund and Miscellaneous Provisions Act, 1952 permits. However, if an establishment opts to register an apprentice under EPF, it must ensure:
- The net stipend disbursed to the apprentice after adjusting the EPF contribution deduction should not be less than the prescribed minimum stipend amount.
- The EPF account with respect to an apprentice is newly opened — to ensure that an establishment is not engaging a person as an apprentice who has formerly been a worker in any establishment.
Alternatively, establishments may explore other government/non-government workmen's compensation insurance schemes to ensure safety cover for apprentices, which is the responsibility of the establishment under the Apprenticeship Act/Rules.
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Q54. For skill-certified candidates, will the apprentice's own education qualification or the qualification stipulated in the curriculum be considered for payment of minimum stipend?
Answer: The minimum rate of stipend payable to apprentices per month shall be as per the qualifications stipulated in the curriculum, as specified in the Table under sub-rule (1) of rule 11.
| Serial Number |
Category |
Prescribed Minimum Amount of Stipend (Rs.) |
| (i) |
School pass-outs (class 5th – class 9th) |
₹6,800 per month |
| (ii) |
School pass-outs (class 10th) |
₹8,200 per month |
| (iii) |
School pass-outs (class 12th) |
₹9,600 per month |
| (iv) |
National or State Certificate holder |
₹9,600 per month |
| (v) |
Technician (vocational) apprentice or Vocational Certificate holder or Sandwich Course (Students from Diploma Institutions) |
₹9,600 per month |
| (vi) |
Technician apprentices or diploma holder in any stream or sandwich course (students from degree institutions) |
₹10,900 per month |
| (vii) |
Graduate apprentices or degree apprentices or degree in any stream |
₹12,300 per month |
