A first young apprentice contract is not just a sheet of paper to sign: it must connect formal employment to a professional apprenticeship program, with theoretical and practical training. Before signing, check whether the document identifies the employer, the course you will take, when the contract starts and ends, your working schedule, how much you will be paid, and how the job fits around school.
Brazil's Ministry of Labor and Employment (MTE) updated its apprenticeship page, Professional Apprenticeship Manual, and contract templates in July 2026. The checklist below uses those official references as its starting point. It is informational and does not replace legal advice or a qualified human review of the document when there is a specific concern.
1. Check the company, apprentice, course and training provider
The contract should clearly identify the employer and the apprentice. In the MTE's direct-hiring contract template, there are fields for the company's legal name, CNPJ tax ID, address and responsible person, as well as the apprentice's name, date of birth, address, contact details and schooling.
The same template also asks for identification of the apprenticeship program: course name and CNAP number, program/occupation, CBO code and details of the training provider. This matters because an apprenticeship contract is not a regular job plus an unrelated course; the training must be linked to the program that supports the hiring.
- Ask: what is the exact name of the course and training provider?
- Check: whether the practical role described matches the occupation in the program.
- Be cautious: if the contract leaves the course, provider or role blank to be “filled in later.”
2. Check the start and end dates — and whether they match the program
An apprenticeship contract is a special employment contract and is generally for a fixed term. The MTE template provides start and end dates and states that the period must match the apprenticeship program. Decree No. 9,579/2018 sets, as a general rule, a maximum duration of two years. Specific rules apply to persons with disabilities, including age limits and duration, and should be assessed in the particular case.
Do not treat the end date as a minor detail. It affects the course calendar, vacation planning, completion of training and the normal end of the employment relationship.
- Ask: are these dates exactly the same as the program dates?
- Check: that there are no blanks or conflicting dates between the contract, calendar and the training provider's documentation.
3. Separate theoretical training from practical work
The document should make it possible to understand where the theoretical and practical parts will take place. The official template has fields for both locations, for the program's total workload and for the split between theoretical and practical hours. It also provides for a description of practical activities and monitoring by a designated workplace supervisor.
This helps answer a simple question: does what you will do at the company actually belong to the apprenticeship? Practical tasks should be related to the occupation and course, and the training provider should monitor the program's development.
- Ask: on which days will I be at the training provider and on which days at the company?
- Ask: who will be the supervisor responsible for the practical part?
- Check: that the listed activities are not just a generic set of duties unrelated to the course.
4. Check daily and weekly hours and the schedule — including course hours
The apprentice's hours must be stated objectively. Decree No. 9,579/2018 provides that the working day may not exceed six hours; for apprentices who have completed elementary education, it may reach eight hours a day, provided theoretical apprenticeship hours are included within that workload. The decree also prohibits extending or compensating the working day.
In practice, training hours are not “outside” the contract: theory and practice are both part of the program. Compare what the contract says with the training provider's calendar and your school schedule. The MTE template itself requires that working hours do not interfere with school attendance.
- Ask: what is my schedule on theoretical-training days and practical-work days?
- Check: daily and weekly totals, breaks and rest days.
- Warning sign: a routine plan for overtime, time banking or compensation that pushes hours beyond apprenticeship limits.
5. Confirm the pay and how it was calculated
An apprentice is entitled to at least the minimum hourly wage, unless a more favorable condition applies under the contract, a regional floor or an applicable collective agreement. The MTE guidance published on July 23, 2026 reinforces that pay is proportional to hours and cannot be below the statutory minimum hourly wage.
The contract should state compensation in a way that lets you understand how much you will receive. Theoretical hours in the program are also part of the employment relationship; they should not be treated as unpaid course time.
- Ask: which hourly wage was used and what is the estimated monthly amount?
- Ask: is there a more favorable wage floor in a collective bargaining agreement?
- Check: that the contract amount matches the offer and admission records.
6. Know what to expect for FGTS and other rights
An apprentice is an employee. The MTE's July 2026 page lists rights including a 13th-month salary, vacation, public-transport benefit and FGTS. For apprenticeship contracts, the FGTS contribution rate is 2% of remuneration, according to the FGTS website and Decree No. 9,579/2018. This deposit is the employer's obligation; FGTS is not deducted from the apprentice's salary.
The MTE template also states that the employer must guarantee the labor and social-security rights due during both theoretical training and practical work. Vacation follows program-specific rules and, under the decree, should preferably coincide with school vacations, while the employer may not choose a period different from the one defined in the apprenticeship program.
- Ask: how will I receive the transport benefit and which additional benefits apply?
- After admission, check: payslips, Digital Work Card records and your FGTS statement.
- Warning sign: a document that presents FGTS as an amount to be deducted from your pay.
7. Check how the contract relates to school and your education
Apprenticeship is designed to combine work, professional training and schooling. The MTE states that a young person who has not completed basic education must be regularly enrolled in and attending school, and the updated contract template provides for regular school attendance when the apprentice has not completed high school.
This means the work schedule cannot be created as if your classes did not exist. If you are under 18, special protections also apply: the MTE guidance highlights prohibitions on dangerous or unhealthy work and nighttime work between 10 p.m. and 5 a.m. for adolescents.
- Ask: have the company and training provider received my school schedule?
- Check: that the contract and calendar leave realistic time for commuting and class attendance.
- Warning sign: the company asks you to miss school because of work.
8. Sign only when the document is complete and you have a copy
Before signing, reread the main fields: employer, apprentice, course, training provider, occupation, dates, locations, hours, pay, practical activities, vacation and termination rules. The MTE template includes signature fields for the company and apprentice, a field for a legal guardian when the apprentice is under 18, and a field for the training provider.
Beyond the paper document, the employment relationship should appear in labor records, including the Digital Work Card/eSocial. Keeping a copy of the contract and the program calendar makes it easier to check pay, hours, vacation and the contract end date later.
- Do not sign with essential fields left blank.
- Ask for a complete copy of the contract and any attachments it mentions, such as the program calendar.
- If something differs from what was promised, request a written correction before signing.
Quick checklist before signing
| Item | What should be clear |
|---|---|
| 1. Course and provider | Program name, course/CNAP, occupation and training provider. |
| 2. Term | Start and end dates consistent with the program. |
| 3. Theory and practice | Locations, workload and activities related to the training. |
| 4. Hours | Daily and weekly hours, theoretical/practical days and compatibility with school. |
| 5. Pay | Amount or calculation method, respecting at least the minimum hourly wage or a more favorable condition. |
| 6. Rights | 2% FGTS, labor/social-security rights, vacation and transport benefit. |
| 7. School | School attendance preserved and no schedule conflict. |
| 8. Formalization | Complete document, applicable signatures, Digital Work Card/eSocial registration and a copy for the apprentice. |
When to ask for help before signing
Contact the training provider, HR department or a professional adviser if there is a mismatch in pay, hours, dates, role or course; if you are asked to work outside the program; if the schedule prevents school attendance; or if the contract contains a clause you do not understand. For a specific employment dispute or possible irregularity, a qualified human review is the safest way to assess the document and the circumstances.
