Entry into the Workforce The Apprenticeship Market Put to the Test: Five Theses on the Start of the 2026 Apprenticeship Cycle

Those who complain about a shortage of skilled workers must not cut back on apprenticeship positions and must not accept that millions of young people lack a vocational qualification. Yet both are happening: Although demand for apprenticeship positions rose last year, the number of available positions fell, according to the BIBB’s apprenticeship analysis.

At the same time, an enormous pool of skilled workers remains untapped: Around 2.9 million young adults in Germany do not have a vocational qualification. While companies complain about a shortage of skilled workers, the apprenticeship system still fails to open the door to qualified vocational training for all young people. Those without a vocational qualification face a higher risk of unemployment, have poorer career prospects, and often receive a lower pension in old age.

Vocational training opens up opportunities for a skilled career and an independent life. For many trainees, however, the financial reality is different: 62.8 percent say they cannot live independently on their training stipend. According to the DGB Apprenticeship Report 2025, nearly one-third rely on support from their parents, and one in eight also holds down a part-time job alongside their apprenticeship. On average, young workers are 20 years old when they begin their apprenticeship—making it all the more important to no longer be dependent on living with their parents. Yet this is often precisely the case.

A recent analysis of the WSI Collective Bargaining Archive shows just how large the difference can be between apprenticeships covered by collective bargaining agreements and those that are not. While apprentices in the metal and electrical industries in Baden-Württemberg receive 1,304 euros per month under collective bargaining agreements as early as their first year of training, the statutory minimum apprenticeship stipend is only 724 euros. About 45 percent of apprentices complete their training at companies without a collective bargaining agreement (WSI Collective Bargaining Archive 2026). Collective bargaining agreements thus not only ensure better pay but also enhance the overall appeal of vocational training.

There is great interest in vocational training, but many young people face obstacles when it comes to finding the right path, applying for programs, and financing their training.

Dual vocational training remains a popular educational path for young people after high school. According to the Bertelsmann Foundation’s youth survey “Vocational Training Prospects 2025,” 43 percent of high school students want to pursue vocational training. Another 45 percent are still undecided.

At the same time, many young people feel they do not receive sufficient support on their path to vocational training. Only one-third of those surveyed say they are well-informed about career options. More than half, however, say that while there is enough information available, it is difficult to navigate.

Shortcomings are also evident when it comes to finding an apprenticeship position. According to the DGB Apprenticeship Report, family and friends were the most important source of support for just under half of the apprentices. In contrast, services offered by employment agencies and career guidance at school played a significantly smaller role.

Added to this are financial hurdles: For many young people, pursuing an apprenticeship is linked to concerns about whether the pay will be enough to live on. According to the Bertelsmann study, an insufficient apprentice salary is one of the main reasons people cite for not pursuing an apprenticeship.

According to the DGB Apprenticeship Report 2025, industrial mechanics and mechatronics technicians are once again among the occupations with the highest quality of training. Both occupations belong to the traditional sectors represented by IG Metall, and that is no coincidence: high-quality training thrives where collective bargaining agreements, co-determination, and dedicated youth and apprentice representatives ensure reliable standards.

Large companies, which often have works councils as well as youth and apprentice representatives, consistently perform better in the DGB Apprenticeship Report. They ensure that training plans are followed and legal requirements are met.

Good training conditions also include good compensation. While the statutory minimum training allowance for the first year of training is 724 euros, apprentices in the metal and electrical industries already receive 1,304 euros in Baden-Württemberg and 1,272 euros in Saxony under collective bargaining agreements. Collective bargaining agreements thus create better financial conditions and make apprenticeships more attractive.

Whether it’s new drive technologies, digitalization, or climate-friendly production: the skilled workers who will tackle these challenges in the future are being trained today. The BIBB Data Report 2025 underscores the central importance of vocational education and training for securing a skilled workforce and ensuring the competitiveness of the German economy.

This makes the trend in key industrial occupations all the more alarming. In the occupations of industrial mechanic, construction mechanic, toolmaker, machining mechanic, and mechatronics technician, the number of available apprenticeship positions in 2025 fell by 8.6 percent compared to the previous year, to 28,758. (Source: IG Metall, own calculations based on BIBB data)

Apprenticeships are therefore far more than just a means of nurturing the next generation. They are an investment in the future of companies and Germany as an industrial hub. Cutting back on apprenticeships today will exacerbate tomorrow’s skilled-labor shortages. With approximately 2.9 million young adults between the ages of 20 and 34 lacking vocational qualifications, Germany simply cannot afford this.