New national report identifies what keeps apprentices in training and what puts them at risk

Most Australian apprentices and trainees are committed to completing their qualification, but mental health challenges, financial pressures and inconsistent workplace support continue to influence whether they remain in training, according to new national research released by Apprenticeship Support Australia (ASA).

Launched in Sydney by Minister for Skills and Training Andrew Giles, the National First Year Experience Report draws on the experiences of more than 12,000 current and former apprentices and trainees, providing one of the most comprehensive insights into the factors shaping retention during the critical first year of training.

The findings come as apprenticeship and traineeship commencements continue to decline nationally, highlighting the importance of improving completion rates to strengthen Australia's future workforce.

Contrary to perceptions that apprentices leave because they lack motivation, the report found that around three in four apprentices (76 per cent) had not considered leaving their apprenticeship or traineeship.

The findings suggest most apprentices enter training with a strong commitment to building a career, with the quality of their early workplace experience playing a significant role in whether they complete.

Apprenticeship Support Australia Chief Executive Lee Xavier said the research challenges long-held assumptions about apprentice attrition.

"The message from apprentices and trainees is clear: most want to succeed, but the quality of their early experience matters."

"This report challenges the idea that apprentices drop out because they lack commitment. Most apprentices and trainees want to stay, learn and build a career. The challenge is making sure the right support is wrapped around them in that critical first year, so that intention turns into completion."

The report identifies wellbeing as one of the strongest predictors of whether apprentices consider leaving their training.

Apprentices experiencing sadness, anxiety or worry were found to be 65 per cent more likely to consider leaving than those who did not report those experiences.

Financial pressures are also having a significant impact, with 55 per cent of respondents reporting they were "quite" or "extremely" affected by the rising cost of living.

The impact was greater for some groups, rising to 58 per cent among apprentices living with disability and 60 per cent among First Nations apprentices.

The research found that workplace culture can significantly influence retention.

Apprentices who felt supported and cared for in their workplace were 28 per cent less likely to consider leaving, reinforcing the importance of positive workplace relationships, regular communication and structured supervision during the first year.

The report also found that organisation size shapes the apprentice experience. While smaller businesses often provide closer supervision and stronger personal relationships, they can face challenges if they lack the systems, time or mentoring capacity to identify issues before they escalate.

Mr Xavier said employers play a critical role in helping apprentices succeed.

"Most employers are doing a good job, but there is an opportunity to improve consistency. The report shows that small, practical actions, such as regular check-ins, clear expectations, structured mentoring and a workplace where apprentices feel comfortable raising concerns, can make a real difference."

The report highlights opportunities to improve career guidance before young people commence an apprenticeship or traineeship.

Less than half of respondents (49 per cent) said they had received good information about all available career pathway options while at school.

Those who reported receiving balanced career advice also experienced better mental health outcomes once they entered training, suggesting informed career decisions may contribute to stronger long-term engagement.

Based on the findings, the report identifies several areas where additional support could improve apprentice retention, including stronger first-year mentoring, better alignment between workplace learning and formal training, earlier wellbeing support and improved career advice before apprentices begin their training.

Mr Xavier said the research provides a clear evidence base for future investment.

"This research provides a clear evidence base for where support should be targeted. Strengthening first-year mentoring, improving the alignment between work and formal training, ensuring apprentices can access early wellbeing support, and giving young people better career advice before they start are practical steps that can improve retention."

While the report examines apprenticeships and traineeships across all industries, its findings are likely to resonate across the early childhood education and care sector, where traineeships remain an important pathway into the profession.

With workforce attraction and retention continuing to challenge many services, the research reinforces the value of structured supervision, mentoring and supportive workplace cultures in helping trainees successfully complete their qualifications.

As governments and employers continue to invest in building the future workforce, the report suggests that improving the first-year experience may be one of the most effective ways to strengthen long-term retention and support a sustainable skills pipeline.