New NCVER Data Reveals High Employment Rates and Satisfaction Among Apprentices and Trainees
The latest data from the National Centre for Vocational Education Research (NCVER) paints a comprehensive picture of Australia's apprenticeship and traineeship system, highlighting both its strengths and areas for improvement. The Apprentice and Trainee Outcomes 2024 report, based on responses from 20,877 participants collected between June and August 2024, shows remarkably high employment outcomes alongside interesting insights into why some apprentices and trainees don't complete their training.
The findings demonstrate that Australia's vocational education system continues to provide strong pathways to employment, with over 95% of trade completers and nearly 90% of non-trade completers securing employment after finishing their training. These figures have remained stable compared to the previous year, suggesting the system's resilience despite changing economic conditions.
One of the most notable strengths of the apprenticeship and traineeship system is its ability to place completers into relevant employment. Among those who finished their trade qualifications, nearly three-quarters (74.4%) found employment in the same occupation as their training, while a further 14.6% worked in different occupations but still found their training relevant to their new roles. This indicates that the skills acquired during trade apprenticeships have significant transferability across the labour market.
The employment outcomes for trade completers show particularly high rates of occupation-specific employment in the electrotechnology and telecommunications trades (86.0%), construction trades (84.6%), and automotive and engineering trades (81.0%). These figures suggest that these traditional trade areas continue to offer strong pathways into stable, relevant employment for those who complete their training.
For non-trade completers, while direct occupational alignment was lower at 32.7%, a substantial 41.5% reported working in different occupations but still found their training relevant. This higher rate of occupational mobility among non-trade completers may reflect the more generalised, transferable nature of skills developed in many non-trade qualifications. The occupations with the highest rates of employment in the same field for non-trade completers were community and personal services workers (43.8%), machinery operators and drivers (42.1%), and sales workers (41.9%).
Satisfaction levels among those who completed their training were remarkably high across both trade and non-trade areas. For trade completers, 91.7% expressed satisfaction with the skills learned on the job, and 86.4% were satisfied with their off-the-job training. Similarly, high satisfaction rates were observed among non-trade completers, with 88.6% satisfied with on-the-job skills acquisition and 88.0% satisfied with off-the-job training. These consistently high satisfaction rates indicate that the quality of training delivery remains strong across the vocational education system.
Interestingly, a significant proportion of completers changed employers after finishing their training. Among trade completers who were employed after training, 28.9% were working for a different employer than during their apprenticeship or traineeship. For non-trade completers, this figure was slightly lower at 24.5%. The primary reason cited for changing employers among both groups was being offered a better job, suggesting that completing an apprenticeship or traineeship enhances employment prospects and bargaining power in the labour market.
The data also reveals concerning patterns related to those who don't complete their training. In 2024, while 83.3% of trade non-completers found employment after leaving their apprenticeship or traineeship (similar to 2023 levels), employment outcomes for non-trade non-completers fell to 76.1%, representing a 5.0 percentage point decline from the previous year. This suggests increasing challenges for those who exit non-trade training pathways without completion.
For trade non-completers, dissatisfaction with pay, working conditions, or the workplace emerged as the dominant reason for discontinuing training, cited by 29.7% of respondents. This represents a notable 5.9 percentage point increase from 2023, potentially signalling growing concerns about workplace conditions in trade environments. Personal reasons ranked as the second most common explanation for non-completion at 16.5%.
Among non-trade non-completers, personal reasons topped the list at 23.5%, followed closely by dissatisfaction with pay, working conditions, or the workplace at 20.3%. Other common reasons included transferring to another apprenticeship/traineeship, changing career or pursuing other study (15.3%), and being offered a better job (14.3%).
It's particularly noteworthy that non-completers were much more likely to change employers after leaving their training. Among employed non-completers, 66.8% of those from trade areas and 67.1% from non-trade areas were working for different employers. Like completers, the most commonly cited reason was being offered a better job, suggesting that even without completing their qualifications, many apprentices and trainees found alternative employment opportunities that they perceived as superior.
Despite not finishing their training, satisfaction levels among non-completers remained reasonably high. For trade non-completers, 77.1% expressed satisfaction with the skills they learned on-the-job, and 70.4% were satisfied with their off-the-job training. Among non-trade non-completers, 68.4% were satisfied with on-the-job skills acquisition, and 64.4% with off-the-job training (an increase of 4.6 percentage points from 2023). These relatively high satisfaction rates among non-completers suggest that even abbreviated training experiences deliver valuable skills and knowledge.
The data also provides interesting insights into the motivations behind undertaking apprenticeships and traineeships in the first place. For trade apprentices and trainees, the predominant motivation was wanting to work in that specific type of job, cited by 40.1% of completers and 39.2% of non-completers. For non-trade completers, gaining a recognised qualification or certificate (21.8%) edged slightly ahead of wanting to work in that type of job (21.7%) as the primary motivation.
The significant number of apprentices and trainees actively seeking different employment after completing their training warrants particular attention. Among employed trade completers, 20.9% were actively looking for another job in 2024, up 3.3 percentage points from 2023. Of these, 35.1% cited low pay as their main reason, while 15.4% wanted to broaden their knowledge and skills. For non-trade completers, 25.7% were looking for another job (up 2.9 percentage points), with 29.4% citing low pay and 18.0% wanting to try a different career. These figures suggest that despite high employment rates, issues of compensation and career advancement remain significant concerns for many who complete vocational training.
Further education pathways also emerged as an important post-training route for many apprentices and trainees. Among trade completers, 20.1% commenced further study after training (down 2.0 percentage points from 2023), while 24.5% of trade non-completers pursued additional education. In the non-trade sector, further study was even more common among completers, with 30.1% continuing their education after finishing their initial training. For non-trade non-completers, 20.9% went on to further study, representing a decrease of 4.1 percentage points from the previous year.
The findings from the NCVER report highlight several strengths of Australia's apprenticeship and traineeship system while also identifying areas that may require attention from policymakers, training providers, and employers. The consistently high employment outcomes and satisfaction rates among completers demonstrate the system's effectiveness in preparing individuals for the workforce. The strong correlation between training and eventual employment fields, particularly in trade areas, indicates that the system is well-aligned with labour market needs in many sectors.
However, the rising proportion of trade non-completers citing dissatisfaction with pay and working conditions suggests that some employers may need to reconsider their approaches to supporting apprentices. The high rates of employer changes among both completers and non-completers, primarily motivated by better job offers, may indicate opportunities for retention strategies focused on career progression and competitive compensation.
For training providers, the generally high satisfaction with both on-the-job and off-the-job training components is encouraging. However, the somewhat lower satisfaction rates among non-completers, particularly with off-the-job training, may suggest opportunities to better tailor the educational components to meet diverse learner needs and prevent disengagement.
For prospective apprentices and trainees, the data offers valuable insights. The high employment rates among completers underscore the value of persevering through to qualification. However, the reasonably good employment outcomes even for non-completers indicate that the skills acquired during training have labour market value regardless of formal completion.
The significant proportion of completers seeking further employment or education after training highlights the reality that an apprenticeship or traineeship often represents just one stage in a longer career journey. This suggests the importance of viewing these pathways not as terminal qualifications but as foundations for ongoing professional development.
The differences between trade and non-trade outcomes are also instructive. Trade qualifications appear to offer more direct pathways into occupation-specific employment, while non-trade qualifications, though still leading to strong employment outcomes, often translate into more diverse occupational destinations. This reflects the different nature of these training streams and suggests that prospective students should consider their career aspirations when choosing between trade and non-trade options.
Australia's apprenticeship and traineeship system continues to demonstrate its value as a vital component of the national skills development ecosystem. The strong employment outcomes and high satisfaction rates affirm the system's fundamental strengths. However, the data also points to opportunities for enhancement, particularly around addressing workplace conditions that contribute to non-completion, ensuring training quality remains high across both on-the-job and off-the-job components, and developing clearer career progression pathways for those who complete their qualifications.
For policymakers, the challenge lies in building on these strengths while addressing the identified weaknesses. This might include incentives for employers who demonstrate excellence in apprentice retention and development, enhanced support services for apprentices experiencing workplace difficulties, and continued investment in the quality of training delivery. The declining employment rates among non-trade non-completers may also warrant specific attention, potentially through targeted interventions to better support those at risk of leaving their training prematurely.
For employers, the data underscores both the value of the apprenticeship and traineeship system as a source of skilled workers and the importance of creating workplace environments that support training completion. The high rates of job-seeking among recent completers, often driven by dissatisfaction with pay, suggest that employers who wish to retain their newly qualified staff may need to ensure competitive compensation and clear advancement opportunities.
For training providers, the generally positive satisfaction ratings indicate a system that is largely meeting learner expectations. However, the somewhat lower satisfaction among non-completers suggests opportunities to identify and address factors that lead to disengagement, potentially through more personalised support services or adaptive learning approaches.
The Apprentice and Trainee Outcomes 2024 report provides a valuable snapshot of Australia's vocational education system in action. The data reveals a system that continues to deliver strong employment outcomes and high levels of participant satisfaction, while also highlighting areas where enhancements could further strengthen these important pathways into skilled employment. As Australia navigates evolving workforce demands and economic conditions, the apprenticeship and traineeship system remains a critical component of the national skills development infrastructure, deserving of continued attention and investment to ensure it meets the needs of learners, employers, and the broader economy.
The Australian apprenticeship system stands as a testament to the value of combining practical, workplace-based learning with formal educational components. As the data demonstrates, this dual approach continues to prepare individuals effectively for employment across a wide range of occupations, contributing significantly to the nation's skilled workforce and economic prosperity. With appropriate attention to the areas of concern identified in the report, this system can continue to evolve and strengthen, providing even more effective pathways into skilled employment for future generations of Australian workers.
This article is based on data from the National Centre for Vocational Education Research's "Apprentice and trainee outcomes 2024" report, published by NCVER, Adelaide, 2025. The report was produced by NCVER on behalf of the Australian Government and state and territory governments, with funding provided through the Australian Government Department of Employment and Workplace Relations.
Read more information at Apprentice and trainee outcomes 2024
