National Apprenticeship Promotion Scheme (NAPS)




Overview:
· The Government of India launched the National Apprenticeship Promotion Scheme (NAPS) in August 2016, aiming to enhance skill development and increase employment opportunities. This initiative provides financial support to establishments that implement apprenticeship programs, fostering a skilled and employable workforce.
· Apprentice hiring under NAPS is a mandatory compliance requirement.
Key Highlights:
· Quota of Apprentices: Employers can engage apprentices within following band width 2.5% to 15% of total manpower strength. Quota of additional 10% allowed for Maharashtra region.
· Age: Age should be more than 14 years. 
· Period: The period of apprenticeship training is 6 Months to 3 Years. 
· Contract: Employers have to enter in to an Apprenticeship Contract with the apprentice. 
· Labour Laws: No labour laws are applicable to the apprentices. Employers may opt to pay PF for apprentices, if desired. the apprentices can not be covered for benefits under the ESIC Act. Therefore, an establishment needs to explore other available govt/non govt. health insurance and pension schemes to ensure the health cover for apprentices
· Reimbursement of Stipend: Central Government through National Apprenticeship Promotion Scheme (NAPS) reimburses 25 % (limited to Rs. 1500 pm and basis apprentice attendance) of min prescribed stipend through Direct Benefit Transfer (DBT).
· Examination: To qualify for government certification, apprentices must undergo a mandatory assessment after completing their apprenticeship program. Successful completion of this evaluation is essential for receiving official certification.

· Apprentices are abiding by the all-other terms & conditions by the employer as per the company policy.
· Leaves & Holidays: Apprentices are entitled to all leaves and holidays as applicable to other employees. 
· Liability in case of Accident: In case an apprentice meets with an accident during apprenticeship training, an employer is liable to pay compensation according to workmen's compensation act.
· Employment after Training: It is not obligatory to employer to provide any employment to apprentice after completion of apprenticeship training.
Process: The following processes are involved in implementing apprenticeship 
· Establishment Registration: Register your organisation on the government portal (one-time process).
· Candidate Registration: Register apprentices upon joining the organisation (ongoing process). A contract can be generated within one month of the date of joining.
· Termination Process: Terminate the contract in case an employee leaves the organisation (ongoing process). Timely termination is crucial to ensure that the available quota is not exceeded.
· Monthly Training: Provide monthly training sessions to apprentices as part of their skill development program.
Journey of an Apprentice Candidate:
Apprenticeship Contract:
· For new employees joining the apprenticeship program, the apprenticeship contract starts from the date of joining.
· The apprenticeship contract between the apprentice employee and the company is valid for 1 year.
· Upon successful completion of the initial 1-year term, the NAPS contract can be extended for an additional 2 years. While the extension benefits from labor law exemptions, Government financial support (DBT) will not be applicable during the extended period. 
· If an employee drops out anytime within the contract period, a termination process is initiated by the agency.


Joining and Completion:
Upon successful completion of the 1-year apprenticeship program, the company has three options to continue with the apprentice.
Options for Apprentices upon Completion:
1. Absorption: The company can absorb the apprentice into a company role.
2. Contract Transfer: The company can transfer the apprentice to a contract role.
3. Relieve: The company can relieve the apprentice from their job.
Other Details:
· Candidate of any education (Uneducated to Graduate) can be enrolled under NAPS.
· Certification Process after Apprenticeship Completion: After successfully completing 1 year under apprenticeship, employees must undergo an assessment conducted by the Ministry of Skill Development and Entrepreneurship (MSDE) to receive a certification.
· Assessment Fee: The assessment fee, ranging from ₹800 to ₹1000, can be borne by either the employee or the employer.
· Conduct & Discipline: The conduct and behaviour of apprentices can be governed by applying rules and regulations used for regular employees. Stipend of an apprentice can be stopped for unsatisfactory performance. Apprenticeship training can be terminated in serious cases of misbehaviour, habitual absenteeism etc. For effective control over behaviour and performance of apprentices it is possible to amend contract of apprenticeship.
· Apprentices are abiding by the all-other terms & conditions by the employer as per the company policy.
· Leaves & Holidays: Apprentices are entitled to all leaves and holidays as applicable to other employees or as per company’s policy.
· For apprentice candidate Workman Compensation (WC) or Group Mediclaim (GMC) policy is mandatory. In case an apprentice meets with an accident during apprenticeship training, an employer is liable to pay compensation according to workmen's compensation act or as per mediclaim/ accidental policy.
Stipend Transfer and DBT Process:
· Stipend Payment through Portal: Stipend of apprentices must be process through the Virtual Account (VAN Account) on apprenticeship portal.
· Company has to transfer total monthly stipend to VAN by NEFT mode.
· From VAN, stipend is transferred to each apprentice. The moment employer shared is transferred through VAN, the DBT is triggered automatically.
Employers have two options for releasing stipend amounts to employees:
Option 1: Full Stipend Release
· Employer releases the full stipend amount to the employee.
· The government's share is received by the employee as an additional amount.
· The additional amount is deducted from the employee's salary in the next payroll cycle.
· Agency maintains all stipend details on monthly basis and will be shared to company on time-to-time basis.
This option ensures higher employee satisfaction, as they receive the full payment upfront.
Option 2: Partial Stipend Release
· Employer releases a partial stipend amount, deducting the government's share.
· The government's share is received by the employee within 7-10 days of completing the DBT process.
Apprenticeship Training Program Details:
Basic Training (BT):
· Basic Training: The trainings conducted by our agency are referred to as Basic Training.
· Training Topics: Basic trainings focus on soft skills topics, which are chosen based on industry requirements (across various sectors). A detailed list of training topics is attached as an annexure.
· Training Frequency and Duration: Our agency will conduct one training session per week, lasting two hours. These sessions are typically held online during off-hours to minimize work disruptions. However, if preferred by the employer, trainings can be conducted during work hours. Government has not specified any topics/ duration/ frequency of basic training.
· Customized Training: We also offer customized training tailored to the employer's specific needs. In such cases, the employer is required to provide the training content. If a domain expert is necessary to conduct the customized training, additional costs (at actuals) will apply.
· Training Records and Attendance: Post-training, our agency will share:
· Training records (date and time-stamped video clips and images)
· Training attendance reports
· Training Attendance Policy: While conducting training is mandatory, employee attendance is not. Any actions to be taken against employees who do not attend training will be at the sole discretion of the employer.
· The primary objective of our Basic Training program is to foster the development of employees who exhibit good conduct and possess strong moral character. By focusing on essential life skills, our training aims to empower individuals to become well-rounded and responsible members of workplace and society.
On Job Training (OJT): 
· Also known as Related Instructions (RI), these are instructions/training imparted on a day-to-day basis to candidates about their core job by respective department heads/team leads.
· The primary objective of OJT is to impart the necessary skills and knowledge required for a candidate to effectively execute their job role. This hands-on training enables candidates to develop the competencies and expertise needed to perform their duties efficiently and effectively.
· Time-stamped and location-stamped photographs of RI sessions are required to be recorded. 
Record-Keeping Requirements for Apprenticeship Training:
To ensure compliance and transparency, it is mandatory to maintain records of training imparted to apprentices. The records should be in the form of:
· Videos/ Clips
· Images
These records must be date and time-stamped and to be retained for future reference. Although not typically required for submission, these training records (either Basic Training (BT) or On-the-Job Training (OJT)) may be requested by the government as proof of training imparted.
Supporting Organizations through Apprenticeship Implementation:
At Geega Corpsol, we aim to support companies in growing through employee development. Our solution focuses on resolving issues related to productivity, attrition, wellbeing and skilling through apprenticeship training, ultimately contributing to overall company growth.
We take full responsibility for handling all aspects of apprenticeship management, including:
· Compliance
· Training
· End-to-end administration
Our streamlined process minimizes the employer's workload, limiting their involvement to sharing monthly attendance records only. We take care of the rest, ensuring a hassle-free experience for our employer partners.



support@geegacorpsol.com
9820793948/ 9408764363
www.geegacorpsol.com