).Demand for apprentices tends to be “pro-cyclical”, or it increases with growth in economic activity (Gunderson, 2001). On the other hand, cyclical economic factors may lead to a lack of work hours and thus interruption or termination of apprenticeships. In the view of some respondents, regions of Canada that experience slow growth give a lower priority to apprentices than regions with higher levels of growth ().
Employment instability can derail apprenticeship success throughout apprenticeship programs.
Many employers establish apprenticeship programs only to find that they must lay off apprentices due to a lack of work. Since technical
training typically is not co-ordinated with these layoffs, apprentices usually become unemployed. Once apprentices are laid off, there is no guarantee that they will return; employers often have to start training all over again with new apprentices. This situation can become most serious in recessions, when large numbers of apprentices may be the first to be laid off but are unavailable to resume their apprenticeships when the economy picks up again. In an effort to counter this, some unions reported experiments in which apprentices were indentured to unions (rather than employers). Unions then ensure continuity of employment
(
).
Some apprentices complained about unsteady or insufficient work hours and a lack of substantive job responsibilities (Industry-Education Council of Hamilton, 2001). Lack of stable work was cited as an important factor in apprentice drop out; in the 1994/95 National Apprenticed Trades Survey, apprentices who discontinued their training reported that the unavailability of work was a significant barrier to completing their apprenticeship (O’Hara and Evers, 1995; Weiermair, 1997).
As a result of this instability, employers and labour representatives in several sectors noted that employers are unwilling to make long-term commitments to apprenticeship programs. For labour respondents in particular, a lack of job opportunities for apprentices was a key concern.
Some employers, especially in construction, manufacturing and automotive service, were uncertain whether they would be able to provide sufficient work to meet the multi-year, on-the-job training commitments required under apprenticeships.
As a result, these employers were unable to attract apprentices seeking such a commitment (Even et al, 2002; Information Development and Training Inc., 2001; CME-NS, 2002; Prism Economics and Analysis, 2000; ).
American data corroborate such occurrences. A pilot project from the U.S. suggests that the most serious limitation to expanding youth apprenticeship was commitment from employers (Hamilton and Hamilton, 1999). Other Canadian data indicate that a lack of employment opportunities for apprentices is a barrier, even in situations of labour shortages (Gordon, 2002).