In a context where talent retention, skill development, and employer attractiveness are top priorities, apprentices represent a valuable asset. Overlooking their structured support means missing out on an effective HR lever. On the contrary, offering them a dedicated review highlights their journey while preparing their professional future—and yours.
More than just a review: a strategic opportunity for dialogue
No legal obligation, but a smart choice
The labor code does not impose annual reviews for apprentices. Only a mid-term review may be mandatory depending on the contract duration. However, many companies voluntarily include apprentices in their review processes, just as they do for regular employees.
Why make that choice? Because excluding apprentices from the review cycle can:
- create a perceived inequality in managerial practices,
- slow down their skill development,
- and weaken their sense of belonging within the team.
Promoting fair, inclusive management
Seeing an apprentice as “just passing through” your organization risks diminishing both their involvement and future potential. Instead, including them fairly in your HR processes allows you to:
- affirm an inclusive company culture,
- strengthen team cohesion,
- and offer managerial recognition to individuals still shaping their professional identities.
How to conduct an effective review with an apprentice
The key role of the apprenticeship mentor
This meeting shouldn’t be reduced to a brief HR check-in or a one-sided talk from the manager. The apprenticeship mentor plays a central role and should ideally co-lead the discussion. Together, they help ensure:
- alignment between company tasks and the training program,
- practical feedback on both technical and behavioral aspects,
- and clear guidance for what comes after the apprenticeship (employment, further studies, moving to another team, etc.).
This is a great opportunity to combine perspectives and build a shared view of the apprentice’s path forward.
Effective tools for meaningful conversations
A well-structured review relies on a solid framework. This helps avoid vague or top-down discussions. A format tailored to the apprentice’s pace and level allows you to highlight:
- the technical skills already acquired,
- the soft skills in progress: time management, communication, autonomy…
- ways to better bridge theoretical training with day-to-day responsibilities,
- expectations, ambitions, or ideas for short- and mid-term development.
Documenting the meeting is also recommended: it ensures proper follow-up, enriches the apprentice’s HR file, and even helps assess their future hiring potential.
The HR benefits of a structured approach for apprentices
Boosting engagement and ownership among young talent
Offering an annual review to an apprentice sends a strong message: “you matter to us.” It’s essential to:
- keep them motivated through clearly set goals,
- recognize their progress,
- and create a safe space where they can freely express themselves and plan ahead.
This approach supports retention strategies. Keep in mind that nearly 45% of apprentices are hired at the end of their contract (source: French Ministry of Labor – 2023). You have every reason to see them as future team members from day one.
Encouraging lifelong learning and modernizing your HR practices
A well-conducted review is also a source of innovation. It can help you:
- identify emerging skill gaps,
- spot early warning signs (dip in motivation, isolation…)
- restructure roles and tasks in line with the apprentice’s strengths.
FAQ: how to organize an annual review for an apprentice
Why organize a structured review if it’s not mandatory for apprentices?
Because it’s an opportunity to recognize their contributions, realign their trajectory, and explore their future within the company. It’s a great motivator and helps them envision ongoing collaboration.
What are the concrete HR benefits?
Increased engagement, better hiring forecasts, a fair management culture, and a stronger employer brand for both schools and junior talent.
How can I prepare the review efficiently?
Set up a dedicated time slot with both the manager and the mentor, use review templates tailored to apprentices, and make sure to formalize the outcomes. You’ll find a practical kit here.
When is the best time to schedule the review?
Ideally 3 to 4 months before the end of the contract or in line with your company’s broader HR cycle, so hiring or training decisions can be made with good foresight.
