Apprenticeship Wages in 2025: What Field Service Employers Need to Know

If you run a field service business—whether that’s in plumbing, electrical work, landscaping, HVAC or facilities maintenance—and you’re considering taking on apprentices, it’s important to understand the rules around pay.

Apprentices can play a key role in building the future of your business. They often bring fresh energy, enthusiasm, and long-term loyalty. But if you don’t follow the correct wage guidelines, you could face fines, complaints, and damage to your reputation.

This article will walk you through:

• The legal wage rates for apprentices in both the UK and Republic of Ireland

• How to apply the correct pay depending on age and training year

• How to plan wages effectively for apprentices in field service roles

• How to position your business as a compliant and attractive employer in your area

Contents

1. UK Apprentice Pay Rates (From April 2025)
2. Apprentice Pay Rates in the Republic of Ireland (2025)
3. Why This Matters for Field Service Businesses
4. Structuring Apprenticeship Pay for Field Service Roles
5. Budgeting for Apprenticeship Labour
6. Pro Tips for Finding and Supporting Apprentices
7. FAQs: Common Questions About Apprentice Pay
8. Set Yourself Apart: Why Wages Alone Aren’t Enough
9. Apprentice Hiring & Wage Planning Checklist
10. Final Thoughts for Field Service Employers

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1. UK Apprentice Pay Rates (From April 2025)

From 1 April 2025, the UK Government has set the following official National Minimum Wage (NMW) and National Living Wage (NLW) rates:

• £12.21 per hour – for workers aged 21 and over (National Living Wage)

• £10.00 per hour – for those aged 18 to 20

• £7.55 per hour – for workers under 18, or apprentices who are either:

  • Under 19, or

  • Aged 19 or over but still in the first year of their apprenticeship

How the apprentice rate works

If an apprentice is under 19, or in their first year (regardless of age), they’re entitled to the apprentice rate of £7.55 per hour.

Once they turn 19 and complete their first year of training, they must be paid the correct minimum wage for their age group.

Example:
A 21-year-old apprentice in their second year must be paid at least £12.21 per hour.

One important point to remember:

These rules apply whether your apprentice works full-time, part-time, or variable hours. There’s no flexibility—employers are legally required to comply.

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2. Apprentice Pay Rates in the Republic of Ireland (2025)

In Ireland, apprentice pay is set up a little differently—especially for trades covered by Sectoral Employment Orders (SEOs), such as those in construction, electrical work, and other field service roles.

Typical Apprentice Pay Rates (Based on Skillnet and Workplace Relations Data)

• Year 1: €7.41 per hour (valid from August 2024 to July 2025)

• Year 2: €11.12 per hour

• Year 3: €16.68 per hour

• Year 4: €20.02 per hour

These figures apply to many of the traditional trade apprenticeships regulated under SEO agreements.

Note:
When apprentices are attending off-the-job training (such as college or block release), their pay may be covered by separate grants or training allowances, depending on the scheme they’re enrolled in.

General Minimum Wage Rates (Effective January 2025)

For comparison, the following national minimum wage rates apply to non-apprentice employees:

• €13.50 per hour – age 20 and over

• €12.15 per hour – age 19

• €10.80 per hour – age 18

• €9.45 per hour – under 18

These benchmarks can be useful if you’re setting wages for roles that fall outside SEO agreements or considering whether to offer pay above the minimum for retention and recruitment purposes.

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3. Why This Matters for Field Service Businesses

Understanding and applying correct apprentice pay rates isn’t just a legal requirement—it has real impact on your operations, reputation, and long-term success.

• A. Legal Compliance

Employment law differs between the UK and Ireland, but one thing is consistent: apprenticeships are closely monitored. Getting pay wrong isn’t just a paperwork issue—it can lead to penalties, back payments, and reputational damage. It’s not optional.

• B. Attracting the Right People

You’re not the only business looking for good apprentices. Offering fair, competitive wages helps your company stand out from others in your area—especially when you’re competing with larger firms.

• C. Holding On to Your Team

Structured pay increases linked to training progress—such as an automatic raise after year one—can improve retention. Apprentices are more likely to stay the course when they can see a clear pathway and know their efforts are recognised.

• D. Planning and Budgeting

Having a clear understanding of the pay structure helps you plan labour costs and training budgets properly. You’ll avoid surprises and make better decisions about when and how many apprentices to bring on board.

• E. Morale and Productivity

When apprentices are paid fairly, they feel respected and motivated. That translates to better performance, faster learning, and a more positive working environment overall.

UK Example (Field Service Case)

Imagine you hire a 17-year-old plumbing apprentice full-time (37.5 hours/week):

• Year 1: £7.55 × 37.5 = £283/week

• Year 2 (age 18+): £10.00 × 37.5 = £375/week

• Year 3 (21+): £12.21 × 37.5 = £458/week

Adding structured pay increases tied to job certifications can further enhance retention.

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4. Structuring Apprenticeship Pay for Field Service Roles

The apprenticeship minimum wage sets the legal baseline, but it shouldn’t be your benchmark. In competitive trades like plumbing, electrical, HVAC, and property maintenance—where mobile engineers and skilled van crews are the norm—offering a more strategic pay structure can help attract and retain the right people.

A. Use Clear, Predictable Pay Progression

Rather than sticking to a flat hourly rate, introduce structured pay increases tied to clear milestones. This gives apprentices a visible path forward and rewards progress.

Here are some examples:

Apprentices who see a future in your business—and a reward for learning—are far more likely to stay, engage, and grow into long-term team members.

Tip: Tie pay progression to both time and ability. This allows high performers to progress faster and keeps motivation high.

B. Field-Specific Bonus Ideas

Fieldmotion clients often work across trades like:

• HVAC and electrical

• Landscaping and tree services

• Security systems and CCTV

• Property maintenance

• Construction and contracting

In these sectors, simple performance-based bonuses can go a long way. They’re easy to track and directly tied to day-to-day results.

Here are a few effective examples:

These extras show apprentices that good work is noticed and rewarded. They’re also cost-effective for employers — boosting productivity without raising base wages too quickly.

Tip: Use Fieldmotion to track completed jobs, customer ratings, and attendance. That makes it easy to manage bonus triggers and keep things fair.

C. Build in Training Time — and Pay for It

Trying to minimise wages by excluding training hours might seem like a shortcut, but it’s a false economy — and often a breach of employment law. Apprentices should be paid for all contracted hours, including any time spent in college or formal training.

In the UK

Employers are legally required to include off-the-job training as part of paid hours. This must account for at least 6 hours per week, or 20% of the apprentice’s total working hours, according to gov.uk.

In Ireland

For registered craft apprenticeships, employers can often claim training allowances or reimbursements through SOLAS to cover the time apprentices spend off-site in training. This helps offset costs while ensuring compliance with national apprenticeship frameworks (apprenticeship.ie).

Tip: Use Fieldmotion’s scheduling tools to block out training hours in advance. This helps you manage capacity across the team and avoid overstretching your mobile workforce during key periods.

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5. Budgeting for Apprenticeship Labour

Planning ahead is essential when hiring apprentices. Here’s a simple breakdown to help field service businesses estimate the cost of a three-year apprenticeship based on current UK wage law (as of April 2025), using a 37.5-hour workweek:

Is It Worth It?

Hiring a qualified field technician can easily cost £5,000–£10,000 in recruitment fees alone, and that’s before factoring in higher salaries, onboarding, or the risk of staff turnover. In comparison, apprentices represent a low-risk, high-return investment.

They grow with your business, are trained your way, and can help reduce your long-term staffing costs while building a more loyal, skilled workforce.

For Fieldmotion clients: Use job costing features to track labour input vs output. It’s a great way to show apprentice ROI over time and compare against subcontractors or senior engineers.

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6. Pro Tips for Finding and Supporting Apprentices

Bringing on apprentices is about more than meeting labour demands. It’s a long-term investment in your company’s future — and it starts with knowing where to find the right candidates and how to support them effectively.

For UK Employers

• List your roles on the Find an Apprenticeship service.
  This is the official government platform for advertising apprenticeships.

• Partner with local colleges or training providers.
  Focus on providers offering relevant trade routes like electrical, construction, HVAC, or property services.

• Check your Apprenticeship Levy status.
  If you’re a small business (payroll under £3m), you’re likely exempt from the levy and may qualify for 95–100% government funding.

• Explore additional grants.
  Employers may be eligible for incentives (e.g. £1,000 for hiring apprentices aged 16–18 or with EHCPs).

For Irish Employers

• Advertise on the Apprenticeship Jobs platform.
  This site connects employers with candidates seeking apprenticeship opportunities.

• Work with local Education & Training Boards (ETBs).
  ETBs run craft and consortia-led programmes for trades like electrical, plumbing, and engineering.

• Use SOLAS supports.
  Government funding is available to cover training costs, including off-the-job phases. You may also be eligible for employer allowances depending on the programme.

Using Fieldmotion to Support Apprentices

If your team already uses Fieldmotion:

• Track apprentice milestones like first job completions or certification dates within their job history.

• Schedule reviews and progress check-ins using the platform’s task and diary tools.

• Add HR notes or training progress directly into staff profiles, so everyone on the team stays informed.

A structured support system helps apprentices thrive — and ensures you’re building a reliable, confident workforce from the ground up.

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7. FAQs: Common Questions About Apprentice Pay

Can I pay more than the minimum wage?

Yes — and many field service companies do. Paying above the minimum can:

• Help attract stronger candidates

• Reduce dropout rates

• Build loyalty and improve retention

• Enhance your reputation as a quality employer

In competitive trades like electrical, maintenance, and HVAC, slightly better pay can make your role stand out without significantly increasing costs.

Can I pay less if an apprentice works fewer hours?

You can adjust the total number of hours worked, but you must still pay at least the minimum hourly rate for every hour worked — regardless of whether the role is full-time or part-time.

This also applies to training hours, which must be included in their paid time.

What happens if I underpay an apprentice?

Underpayment can lead to serious consequences in both the UK and Ireland.

UK

• Investigated and enforced by HMRC

• Penalties of up to £20,000 per apprentice

• Public naming and reputational damage

• Risk of employment tribunal claims

Ireland

• Investigated by the Workplace Relations Commission (WRC)

• Can result in penalties and orders to repay unpaid wages

• May trigger further inspections or enforcement action

Best practice: Use a digital payroll system that tracks age changes and year progression, so apprentice wages automatically adjust in line with legal requirements.

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8. Set Yourself Apart: Why Wages Alone Aren’t Enough

While fair pay is important, the most successful field service businesses know that culture, training, and support are what truly attract and retain top apprentices.

Here’s what today’s apprentices value — and how you can deliver:

These things cost little — but have a big impact. When apprentices feel supported, they’re more likely to stay, progress, and eventually become long-term team members.

Word spreads quickly among training centres and trade colleges. A good apprentice experience today can bring stronger candidates tomorrow.

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10. Final Thoughts for Field Service Employers

In 2025, apprenticeships remain one of the smartest ways for field service businesses to:

• Bridge growing skills gaps in trades like electrical, plumbing, maintenance, and security

• Build a pipeline of reliable, well-trained team members

• Lower long-term recruitment and training costs

• Strengthen your brand in the local community

But real success with apprentices starts with getting pay and support right. When you offer fair wages, structured training, and a clear path forward, you’ll develop loyal staff who grow with your business.