Breaking off training prematurely

If, despite all discussions and possible advice and support offers, the decision is made not to continue the training, it is particularly important to consider how things can continue afterwards. It is advisable to seek support first and only actually discontinue the training once it is clear what the next alternative will be.

If there are serious reasons for the termination, it is important to act in good time within two weeks. For example, if there were gross breaches of duty and a warning is not issued until three weeks later, the serious facts may be invalid for the termination procedure.

Once the probationary period is over, trainees can only terminate for good cause and must observe a notice period of four weeks (except for serious reasons).

You can obtain information and advice on career guidance services from the relevant employment agency, the placement and matching teams of the local chambers and the careers information center. The municipal coordination centers in North Rhine-Westphalia also support young people in the transition from school to work.

If you are still in the probationary period, you can terminate the training contract at any time - without observing deadlines and without giving reasons. An informal letter to the training company is the minimum requirement. Nevertheless, anyone making such a decision should seek a discussion beforehand and talk to the training supervisor about their reasons.

If the termination occurs after the contractually stipulated probationary period, the trainee must observe the statutory notice period of four weeks. Important to note: The trainee can terminate the training contract after the probationary period if he or she wishes to give up the vocational training altogether or wants to learn a different profession. If the aim is to continue learning the chosen training occupation, but in a different company, then a termination agreement is recommended

An exception exists if there are important reasons for termination without notice. This could be, for example, if health and safety regulations have not been adhered to or if sexual assault has occurred. Notice of termination must always be given in writing, stating the reason for termination - verbal notice or an email is not sufficient.

If you end your training prematurely, you should consider the consequences carefully.

The Vocational Training Act (§ 22) states: After the probationary period, the trainee can terminate the training relationship with a notice period of four weeks if he or she

• wants to give up the vocational training altogether
• or wants to train in another occupation.

So if it is determined that the training occupation is the right one, but the training company absolutely needs to be changed, then a termination agreement may also be the appropriate way to go. The vocational school can continue to be attended and the training achievements to date can be credited.

When looking for a new training position - regardless of whether it is in the same profession or a different one - it is important to be able to justify the termination of training to others in a comprehensible manner and to properly comply with all requirements. Otherwise, it can be difficult to gain the trust of a new training company.

Apprentices who decide to drop out should be able to clearly explain what they have learned from the experience and develop concrete ideas on how to move forward afterwards.

Depending on how the first apprenticeship was terminated, the following matters must be addressed without delay:

• Inform the chamber: In order for the responsible chamber (e.g. IHK or HWK) to delete the old training contract from the register, it must be informed immediately by the previous training company of the termination of the old training contract. The chamber can then later register a new training contract in another company or occupation.
• Register as unemployed: Inform the relevant employment agency immediately about the termination of your training. You can also seek advice there and discuss further steps. If you have already paid into unemployment insurance for 12 months - i.e. after one year of training - you are entitled to unemployment benefit. However, the employment office will impose a suspension of three months if the training itself has been terminated.
• Inform vocational school: The previous training company must notify the vocational school of the termination of training. If there is already a new training company, it must register the trainee again.
• Inform your health insurance provider: Check with your health insurance provider whether it is possible to switch back to family insurance. If you are entitled to unemployment benefit, you will automatically continue to be insured through the employment office.
• Clarify claims to employers: Remaining vacation, overtime and wages must be paid by the last working day. Apprentices are also entitled to a reference.
• Clear entitlement to child benefit: If you are still looking for a training position after dropping out and are still under 25, you are entitled to continued payment of child benefit. You must notify the Federal Employment Agency of the change. You can do this online on the website of the Federal Employment Agency.
• Clarify any existing compulsory schooling: If the training started after the 9th or 10th grade and is then discontinued, compulsory schooling usually continues for the scheduled duration of the training. Compulsory schooling can be covered either by attending a vocational school as part of another apprenticeship or with a vocational orientation measure at a vocational school. It is also possible to complete the remaining compulsory schooling by attending a technical secondary school.

In principle, parents are obliged to support their child during their education. Even if the child drops out of education, parents cannot simply stop paying maintenance. Parents are obliged to enable their child to complete their education and support them financially. This also applies if the child has already reached the age of majority. However, this usually only applies for a transitional period of 3 to a maximum of 12 months. The legislator assumes that an adult child will pay for themselves in this case. Further information on this can be obtained from the relevant employment agency or youth welfare office.