Rules 11-13 explained: this guide covers what it means, who it applies to, the step-by-step process, documents required, fees, due dates and penalties in India — so you can stay compliant with confidence and avoid costly mistakes.
Rule 11 of the Apprenticeship Rules, 1992 is the rule on the minimum stipend: percentages of the minimum wage of semi-skilled workers for trade apprentices, and rupee amounts for graduate, technician and technician (vocational) apprentices. It also deals with the payment date, leave, deferred payment and stopping of the stipend. Rule 12 deals with weekly hours of work, and rule 13 (leave) is omitted.
This article is based on the consolidated copy of the Rules consulted (latest amendment marked: 20 January 2017). The Rules are amended often, so check the current Rules before relying on it. Every figure below is given as printed in that copy; none is stated as the stipend or limit in force today.
As printed in the copy of the Rules consulted (latest amendment marked: 20 January 2017), the minimum monthly stipend for trade apprentices is seventy, eighty and ninety per cent. of the minimum wage of semi-skilled workers notified by the State or Union territory, for the first, second, and third and fourth year, and rupee amounts are printed for the other classes. The stipend for a month is paid by the tenth day of the following month through the bank account. The stipend may be stopped only after reporting to the Apprenticeship Adviser, with his consent, which is deemed if he does not refuse within thirty days.
Rule 11: what the Act asks and what the rule gives (section 13)
Section 13 of the Act requires a stipend not less than the "prescribed minimum rate" or the rate paid on 1 January 1970, whichever is higher, with intervals and conditions as prescribed. Rule 11 is where the minimum rate is printed; see our article on section 13. Rule 11 is headed "Payment of stipend to apprentices". Sub-rule (1) is marked in the copy as substituted by G.S.R. 680(E) of 22 September 2014, and sub-rule (2) as substituted by G.S.R. 910(E) of 23 December 2014. If you are building a stipend schedule, our payroll compliance audit team can help you check it against the current Rules.
Sub-rule (1): trade apprentices
As printed in the copy of the Rules consulted (latest amendment marked: 20 January 2017), the minimum rate of stipend per month payable to trade apprentices is:
| Period of training | Minimum stipend per month, as printed |
|---|---|
| First year | Seventy per cent. of minimum wage of semi-skilled workers notified by the respective State or Union territory |
| Second year | Eighty per cent. of the same |
| Third and fourth year | Ninety per cent. of the same |
Two provisos follow. First, where the minimum rate of wage for a trade is not notified by the State Government or Union territory, the maximum of the minimum wages of the Scheduled Employment notified by that Government for semi-skilled workers is taken into account. Second, for trade apprentices in section 6(a) of the Act, the period of training already undergone in a school or institution recognised by the National Council is taken into account in determining the rate. The copy prints "shall be follows" and a stray closing quotation mark at the end of the second proviso. This article does not work out a rupee stipend from any minimum wage. For how minimum wages are fixed in general, see our post on the Minimum Wages Act, 1948 (fixation, revision and enforcement).
Sub-rule (2): graduate, technician and technician (vocational) apprentices
As printed in the copy of the Rules consulted (latest amendment marked: 20 January 2017), the minimum rates of stipend are:
| Class | Per month, as printed |
|---|---|
| Graduate apprentices | Rs. 4984 |
| Sandwich course (students from degree institutions) | Rs. 3542 |
| Technician apprentices | Rs. 3542 |
| Sandwich course (students from diploma institutions) | Rs. 2890 |
| Technician (vocational) apprentices | Rs. 2758 |
These are rupee figures from a dated copy. We do not say whether they have or have not been revised since, and they must not be used as the current stipend without checking the current Rules.
Payment, leave and deferred payment
The copy prints the next sub-rule as "3." without brackets. As printed:
- Payment date (sub-rule 3). The stipend for a particular month shall be paid by the tenth day of the following month, and through the bank account of the apprentice.
- Leave (sub-rule 4). No deduction is made from the stipend for the period during which an apprentice remains on casual leave or medical leave. Stipend is not paid for the period of extraordinary leave.
- Deferred payment (sub-rule 5). Where an establishment has a system of deferred payment, under which only a portion of the stipend is paid every month and the balance on completion of training, the establishment may continue that system provided that the minimum amount paid every month is not less than the monthly stipend prescribed and no deduction is made from the accumulated amount on any account. Establishments that do not already have such a system may start one on the same conditions.
Stopping the stipend (sub-rules 6 to 8)
| Sub-rule | What it says |
|---|---|
| (6) | Continuance of payment of stipend is subject to the work and conduct of the apprentice being satisfactory |
| (7) | Where work and conduct are not satisfactory, the employer reports to the Apprenticeship Adviser and with his consent may stop the stipend; the stipend shall not be stopped without intimating the grounds to the apprentice and giving an opportunity of representing |
| (8) | The Adviser gives his decision within thirty days of receipt of the report; if he does not communicate refusal of consent within thirty days, he is deemed to have consented |
The practical order is therefore: report to the Adviser, intimate the grounds to the apprentice with an opportunity to represent, and wait for the Adviser's decision or the lapse of thirty days. The rule does not say whether the proviso opportunity must come before or after the report, only that the stipend cannot be stopped without it.
Rule 12: hours of work (section 15)
Section 15(1) leaves hours to the employer, subject to compliance with the training duration, if prescribed; see our article on sections 14 and 15. As printed in the copy of the Rules consulted (latest amendment marked: 20 January 2017), rule 12 provides:
- (1)(a) The total number of hours per week of a trade apprentice undergoing practical training shall be 42 to 48 hours, including the time spent on related instruction.
- (1)(b) Trade apprentices undergoing basic training shall ordinarily work for 42 hours per week including related instruction.
- (1)(c) In the second year, 42 to 45 hours per week including related instruction.
- (1)(d) In the third and subsequent years, the same number of hours per week as the workers in the trade in the establishment.
- (2) No trade apprentice shall be engaged on such training between 10.00 p.m. and 6.00 a.m. except with the prior approval of the Apprenticeship Adviser, who gives it if satisfied that it is in the interest of the training or in the public interest.
- (3) Graduate, technician and technician (vocational) apprentices work according to the normal hours of work of the department to which they are attached for training.
Clause (a) prints "42 to 48 hours" and is followed by clauses (b) to (d) that deal with basic training, the second year and later years; we quote them as printed and do not reconcile them.
Rule 13: omitted
Rule 13 (Grant of leave to apprentices) is printed as a heading only. The footnote marks it as omitted vide G.S.R. 502(E) dated 18 June 2015. Section 15(3) of the Act itself says an apprentice is entitled to such leave and holidays as are observed in the establishment. Rule 11(4) above deals with the stipend on leave.
For the tax treatment of a stipend, see our income-tax guides. The four Labour Codes are in force from 21 November 2025; check the current position before relying on any other labour law.
An example
Metro Foods Ltd employs a trade apprentice, Kavya, in the second year of her training. Using the copy of the Rules consulted, the payroll officer sees that the printed percentage for the second year is eighty per cent. of the notified minimum wage for semi-skilled workers; he then looks up the current notified wage and the current Rules before fixing the stipend. He pays it by the tenth day of the following month into Kavya's bank account. When Kavya takes three days of medical leave, no deduction is made, as sub-rule (4) says. Later, when her work becomes unsatisfactory, Metro reports to the Adviser, tells Kavya the grounds, hears her representation and waits for the Adviser's consent, which is deemed if there is no refusal within thirty days.
Need help with apprentice stipend payroll?
Rates, dates, leave treatment and stopping procedure all need to match the current Rules. Our payroll compliance audit service can review your apprentice payroll and stipend letters.
Key takeaways
- Rule 11(1), as printed in the copy consulted, ties the trade apprentice stipend to seventy, eighty and ninety per cent. of the notified minimum wage of semi-skilled workers by year of training.
- Rule 11(2), as printed, gives rupee amounts for graduate, sandwich, technician and technician (vocational) apprentices; they are dated figures.
- The stipend is paid by the tenth day of the following month through the bank account.
- Stopping a stipend needs a report to the Adviser, notice of grounds and the Adviser's consent, deemed after thirty days of no refusal.
- Rule 12 prints weekly hours and the 10.00 p.m. to 6.00 a.m. restriction; rule 13 is omitted.
Read next
- Section 13: payment of stipend to apprentices
- Sections 14 and 15: health, safety, hours of work, overtime and leave
- Rules 7 and 8: period of training, extension and compensation
- Payroll compliance checklist for employers
Disclaimer: Based on a consolidated text of the Apprentices Act, 1961 amended up to Act 29 of 2014, on the Gazette of India copy of the Apprentices (Amendment) Act, 2014, and on a consolidated copy of the Apprenticeship Rules, 1992 in which the latest amendment marked is dated 20 January 2017, as consulted on 2 October 2026. Stipend rates and other figures are as printed in those texts and may have been revised; later amendments and the position under the Labour Codes in force from 21 November 2025 should be checked. This article is general information, not legal advice; check the official text before acting.