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View full libraryThis guide looks at the value of mentoring an apprentice, the mentor role and responsibilities, and who might make a suitable mentor.
If you are managing apprentices, the toolkit brings together practical HR templates covering recruitment, induction, training, reviews and completion.
The purpose of mentoring
Mentoring is an important part of an apprenticeship and can provide much needed additional support to an apprentice.
It helps them understand their role in the organisation, develop their career path, and provide a listening ear if they’re facing any problems and challenges.
Mentoring helps people to learn and develop. Mentoring therefore has the potential to make a valuable contribution to apprentices in terms of their personal and professional development and to the overall development of the organisation.
Benefits for the apprentice can include:
Increased confidence/self-esteem.
Increased sense of value within the organisation.
Additional help and support.
Safe learning environment (can be open about vulnerabilities).
Increased understanding of the organisation.
Focus on specific skills through coaching from the mentor.
Ideas about career opportunities.
The benefits are not all one way. Mentors too can gain a sense of value within the organisation as well as satisfaction from passing on their skills and wisdom; also, greater understanding of the organisation and its issues and problems, as well as improving one-to-one communication skills, coaching skills and management skills.
Role of a mentor
Mentoring is particularly important for apprentices as they are often young people entering the workplace for the first time. The mentor relationship provides additional support, guidance and pastoral care, which is outside the more formal line management relationship.
Mentors can help a new apprentice orientate into the workplace, provide information, advice and guidance relating to the learning and training aspects of the apprenticeship, and work with the apprentice to ensure that problems are resolved quickly and do not threaten the apprenticeship.
The mentor is not there to replace the apprentice's line manager, instead they will provide an additional supportive resource.
The role of the mentor can encompass any or all of the following depending on the specific needs of the apprentice:
act as a sounding board.
listen and challenge.
question.
provide professional and personal support.
encourage independent thinking.
keep to boundaries and principles - mentoring is not therapy.
encourage the apprentice to come up with their own solutions to problems.
coach the apprentice to make the most of their talents.
build the apprentices self confidence.
act as a role model.
be someone to talk to outside the line management structure.
offer insights into the culture and values of the organisation.
share their experience and expertise.
give feedback.
provide advice where possible.
Responsibilities of an apprentice
Apprentice responsibilities include:
Driving the relationship; scheduling time to meet with the mentor and maintaining an up-to-date record of their plan and progress.
Working proactively with the mentor to assess their areas of strength, development areas, career goals and personal objectives and expectations of the mentoring relationship.
Taking ownership for their own development and committing to the exchange of information including ideas, development themes, actions, feedback.
Following through on actions discussed with the mentor, gathering feedback, and sharing personal learning.
Respecting the mentor's experience, ideas, guidance, and time.
Interested in skills building and goal setting, and a keen willingness to step out of their own comfort zone.
Committed to the process and willing to learn from all formal development activities.
Who Would Make a Good Mentor?
A mentor should be someone from outside the apprentice's reporting hierarchy at work. It is also essential that issues between mentor and mentee are confidential. A mentor should be an experienced member of staff who has the following mentoring skills:
active listening.
questioning.
building rapport.
offering constructive feedback.
setting targets.
offering support and guidance.
signposting.
acting as a role model.
A guide to apprentice mentoring is a document that provides a structured framework and guidelines for mentors and apprentices to follow during an apprenticeship program. It helps to establish clear expectations, build a strong relationship, create a learning plan, provide feedback, encourage self-reflection, support growth opportunities, and maintain a connection even after the program ends.
The purpose of the guide is to ensure consistency and effectiveness in the apprenticeship program.
Yes. This template has been designed for organisations of all sizes, including small businesses, charities and growing employers. It follows UK employment law best practice and can be adapted to suit your organisation.
Our templates are developed with UK employment legislation, Acas guidance and HR best practice in mind and are reviewed and updated as relevant requirements change. However, every employment situation is different, so the template should be adapted to the circumstances and checked against the employee's contract and your organisation's procedures before use.
Yes, we highlight the areas of the document that you need to update with your own details, and where you need to make decisions to suit your situation. This saves you time and ensures that you meet best practice.
Yes. Once purchased, you'll be able to download it instantly. Templates are provided in editable format (such as .doc or .xls) so you can customise them easily, and in PDF format for easy sharing.
If you're looking for broader support, we also offer toolkits and library bundles that include the Managers guide to apprentice mentoring, along with other HR templates and policies for fully managing your situation. These may be more cost-effective if you need deeper advice.
AI can produce a document quickly, but effective HR documentation needs to be more than well-written words. It needs to reflect relevant UK employment law, HR best practice, practical considerations and the circumstances in which it will be used. These resources have been professionally developed around that wider HR context, drawing on extensive practical experience, rather than simply generating a generic document from a prompt.
The guide was useful for keeping managers aligned on the approach. We only added a few notes to reflect our own procedures. The wording was approachable without losing the important points.
How this content is developed and reviewed
The Managers guide to apprentice mentoring is developed using a practical HR methodology that considers current UK employment legislation, ACAS guidance, CIPD good practice and the real-world HR process it supports. Templates and supporting information are regularly reviewed and updated, with additional reviews triggered by significant changes to legislation, guidance or established HR practice, helping ensure each document remains practical, relevant and suitable for UK employers.
Darryl Horn, Chartered HR Director
Darryl is a Chartered HR professional with over 25 years' experience in senior HR and employee relations roles.
He has extensive practical experience of managing apprenticeships HR processes and founded hrdocbox to provide businesses with practical, professionally developed HR resources grounded in UK employment law and best practice.
HRDocBox has been creating practical UK HR documents since 2009.
"Darryl provides support and advice with excellent judgement, and has a strong understanding of people, policies and UK employment legislation."
"He is someone I trust; consistent, dependable, and committed to doing things properly."
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