First, do your local homework. Check your country’s Department of Labor or apprenticeship authority. The rules vary wildly—Australia has complex award rates, while Germany’s system is famously structured with industry-wide collective agreements. Ignorance is not a defense, and underpaying is a quick way to lose your credibility as a mentor.
Second, match the rate to the value of the role, not the age of the person. If the apprentice is taking client calls or fixing your website, they’re not just a trainee—they’re a junior employee. Pay them like one. A good benchmark is 50% to 70% of a junior full-time salary for the same work.
Third, offer bonuses and perks that don’t cost a fortune. Paid certifications, free lunch, flexible hours, and mentorship from senior staff are worth more than a small raise. One California-based design studio I know pays apprentices in “learning currency”—vouchers for online courses. It costs them $200 and builds insane loyalty.
A Fun Little Cultural Reference
Remember the TV show The Apprentice with Donald Trump? The contestants weren’t paid at all—they competed for a single, high-stakes job. That’s a terrible model. A far better cultural touchpoint is Doctor Who, where the Doctor always takes an apprentice (a “companion”) and pays them in travel, wonder, and the occasional near-death experience. Your business can offer the wonder part without the Daleks.
Great apprenticeships - paid right | TUC
Also, consider the cultural shift among Gen Z. They value transparency and fairness. A 2026 survey by the National Society of High School Scholars found that 73% of Gen Z said “fair pay” was a top factor in choosing a job. If you’re paying less than a fast-food worker, they’ll find your competitor’s ad on Instagram before you finish your coffee.
