Unbrushing Apprenticeship Myths

The beauty industry thrives on hands-on learning, continuous skill development, and mentorship. Yet, despite the long tradition of skilled trades training, some salon owners and aspiring stylists still misunderstand what it truly means to apprentice in a salon.

These misconceptions can lead to missed opportunities for growth, legal issues, or strained employer–employee relationships. This article clarifies common myths about salon apprenticeships and pairs them with current Alberta and Canada statistics to help you make informed decisions. 

Misconception 1: “Apprentices are the same as entry-level employees.” 

Reality: An apprentice is not just a junior employee. Apprenticeship is a structured learning pathway that combines on-the-job training with formal technical education. Apprentices are registered learners working toward a recognized credential or trade certification. Their role includes specific training requirements, documentation, and progression milestones. 

Misconception 2: “Apprentices cost too much time to train.” 

Reality: While training takes effort, apprenticeships are designed so that learning happens while the apprentice contributes to the salon’s workflow. Over time, apprentices increase productivity, reduce the burden on senior staff, and support the salon’s service capacity. In many jurisdictions, financial incentives, grants, or tax credits support employers who hire and train apprentices. 

Misconception 3: “Apprenticeship limits creativity.” 

Reality: Apprenticeship enhances creativity by building a strong technical foundation. When apprentices understand correct techniques, sanitation, chemical processes, and design fundamentals, they can innovate with confidence and deliver advanced services safely. 

Misconception 4: “Apprentices slow down business operations.” 

Reality: Good apprenticeship programs integrate seamlessly into daily salon operations. Apprentices assist with prepping clients, supporting chemical services, maintaining station cleanliness, and gradually taking on supervised service work. Managed well, apprentices increase overall efficiency rather than slow it down. 

Misconception 5: “Only large salons can support apprentices.” 

Reality: Small and independent salons are often ideal for apprenticeships because they offer close mentorship and strong trainer–apprentice relationships. With clear expectations and a structured training plan, even a small studio can successfully apprentice a future stylist. 

Misconception 6: “Apprentices don’t need to understand the business side.” 

Reality: Apprenticeship is not just about technique—it prepares future professionals for long-term success. Understanding retailing, client retention, booking systems, timing, and professional communication is essential. Apprentices who learn both business and technical skills become more valuable contributors. 

Misconception 7: “Apprenticeship only benefits the apprentice—not the salon.” 

Reality: A strong apprenticeship program benefits everyone. Salons gain loyal, well-trained staff who understand the salon’s techniques, culture, and client expectations. Apprentices become skilled professionals who can take on full books, advanced services, and leadership roles. Apprenticeship builds a stable, sustainable workforce. 

Snipping Salon Myths Away

Clearing up these misconceptions is essential because it helps salons attract motivated new professionals and build a stronger talent pipeline, while also improving service quality and client satisfaction through more consistent, standardized training. It supports healthier industry practices by strengthening standards and compliance, and ultimately creates meaningful long‑term career paths and leadership opportunities for those entering the beauty profession.

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EXECUTIVE SPA GROUP

In today’s beauty world, trends shift overnight and clients expect flawless everything. This is why smart salon owners are upgrading the way they build their dream teams. Enter: apprenticeships – the ultimate power move. 

Bringing on an apprentice isn’t just getting extra help; it’s curating future talent that fits your brand’s vibe, standards, and signature aesthetic. You shape them from day one—skills, professionalism, client experience—tailored exactly to the luxury level your business is known for.  

Apprenticeships blend fresh energy with strategic, cost-effective training, giving your salon a rising star crafted to your expectations, while the apprentice gets hands-on growth inside a real beauty powerhouse. It’s the definition of a win-win era for leaders building empires, not just teams. 

1. Apprentices Help Employers Build a Highly Skilled Workforce 

In the beauty industry, skill is everything—and the apprenticeship program gives salon owners the power to shape that skill from the ground up. Instead of searching for the “perfect hire,” you get to create them: training apprentices in your unique techniques, your service standards, and the exact client experience your brand is known for. It’s a chance to build talent that fits your salon’s vibe effortlessly. 

From precision work to hygiene standards to product knowledge, apprentices learn best right on the floor, immersed in your environment. This means they don’t just develop strong technical skills—they naturally absorb your businesses energy, becoming polished professionals who elevate things in the right way. 

 2. Cost Effective Workforce Development

Bringing in an apprentice is often far more cost-effective than hiring fully certified staff, and it allows employers to invest their budget where it truly matters. Apprentices start at a lower wage while they learn, which means you can train them your way without the financial pressure of onboarding a senior artist. Plus depending on your region – there may be grants, incentives, or supports that help offset training costs, making the whole process even more affordable.   

3. Increased Productivity and Fresh Ideas

Apprentices bring something money can’t buy – fresh energy. They come in curious, motivated, and ready to learn, and that spark can completely elevate the vibe of a salon. Because they’re constantly plugged into social media and the latest trends, they naturally introduce new techniques, modern ideas, and creative approaches that seasoned teams may not have tried yet. In an industry that thrives on what’s new, what’s trending, and what’s next, that fresh perspective is priceless.  

4. Improved Retention and Loyalty 

Research shows that apprentices who receive hands-on training and mentorship tend to stay longer with their employer. When employers invest in a student’s development, it builds trust, loyalty, and a sense of belonging—key factors in reducing turnover in the beauty industry. Apprentices who grow within a salon understand its culture deeply and transition smoothly into permanent roles.  

This helps business owners maintain consistency, strengthen their team dynamic, and reduce ongoing hiring challenges.  

5. Strengthening the Future of the Beauty Industry 

Apprenticeships don’t just benefit individual salons—they strengthen the overall beauty workforce. By offering structured training, employers help produce qualified professionals who understand safety, sanitation, and proper technique—skills essential for client care. Apprenticeships encourage professional growth and support industry standards, helping maintain a strong, skilled talent pipeline for years to come.  

Conclusion 

For beauty industry employers, hiring apprentices is more than filling an entry-level role—it’s an investment in long-term business success. Apprentices bring enthusiasm, creativity, and potential, while employers gain loyal talent, reduced hiring costs, and the opportunity to shape future beauty professionals who reflect their brand and values. In an industry built on skills, trends, and client relationships, apprenticeships are one of the most effective ways to grow a thriving, future ready beauty business. 

AUTHOR: Shayla Cassidy

EXECUTIVE SPA GROUP

What is it?

The Temporary Foreign Worker Program (TFWP) started back in 1973. Its original purpose was to allow Canadian employers to hire high-skilled foreign workers to address specific labour shortages when qualified Canadians or permanent residents were not available. More specifically, the program was designed to address shortages in agriculture, hospitality, and the care sectors.

How do employers participate in the TFWP?

Employers must complete a Labour Market Impact Assessment (LMIA). They must be a legitimate business and be able to prove difficulty in filling employment vacancies. In other words, they must advertise the job for at least 4 consecutive weeks in the 3 months prior to applying. Plus, their job advertisements must appear on three platforms, including the Government of Canada Job Bank.

In addition, there is a non-refundable application fee that employers have to pay for an LMIA of $1,000 CAD per position. If approved, the LMIA is valid for 6 months, during which the foreign worker must apply for a work permit. The LMIA is employer- and job-specific, meaning the worker cannot switch jobs without a new LMIA.

Benefits of the TFWP

The Government of Canada does not provide direct financial support, however, there are indirect supports. For example, the Settlement Program helps employers integrate skilled immigrants into the workforce through training and awareness programs. Another example is the Foreign Credential Recognition offers wage subsidies (up to $10,000) for onboarding skilled newcomers in specific sectors.

What’s all the fuss about?

Canada’s TFWP has faced growing criticism over the years. It has been trending recently being viewed by some as problematic for both workers and the broader Canadian labour market. Some of you may be wandering, what is this all about?

Amongst the most popular reasons are serious claims of worker exploitation and abuse. Another reason is fraud and misuse, where employers falsely claim no Canadians are available for jobs in order to hire TFWs at lower wages.

The most recent reason is youth unemployment and wage suppression. People argue the program contributes to higher youth unemployment and suppresses wages by allowing employers to hire cheaper foreign labor instead of investing in the local workforce. In other words, the program is being misused.

Is there a TFWP Impact on Alberta’s Beauty Industry?

In Alberta, the beauty and personal care sector often face staffing challenges due to a shortage of skilled estheticians and technicians. The TFWP has historically helped fill these gaps, particularly in rural or high-demand urban areas.

The beauty industry is part of the low-wage stream, which has seen a significant rise in LMIA applications due to labour shortages and high turnover. Also, employers in rural and smaller urban centers are more likely to use the TFWP to staff salons and spas where local recruitment is difficult.

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References

(https://www150.statcan.gc.ca/n1/pub/36-28-0001/2023012/article/00005-eng.htm)

(https://www.cbc.ca/news/canada/calgary/temporary-foreign-workers-business-alberta-1.7243593)

(https://amnesty.ca/temporary-foreign-workers-report/)

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EXECUTIVE SPA GROUP

Do you have any questions regarding work-related concerns?

The Government of Canada and the Government of Alberta have set regulations for all Canadian employers and employees to abide by. This resource list includes contacts for regulations surrounding work-related concerns, specifically, employment standards, human rights, and workplace health and safety.

See our contact list below or contact us directly for more information.

Visit Employment Standards if you have questions surrounding:

• Earning deductions
• Holiday pay
• Maternity/Paternity leave
• Termination
• Pay records
• Minimum wage
• Vacation pay
• Complaints

Visit Human Rights if you have questions surrounding:  

• Dress codes and appearance
• Duty to accommodate
• Fairness in hiring
• Leave for pregnancy and childbirth
• Personal and sexual harassment
• Respect in the workplace
• Workplace discrimination

Visit Workplace Health and Safety if you have questions surrounding:

• Safety training
• Working alone
• Worksite hazards and controls
• Reporting an injury
• Emergency response and preparedness plans

Finding the right information can be cumbersome at times. We hope this online resource helps! Executive Spa Group is a career and employment consultants that specializes in beauty industry work related concerns.

How to Pay Employees

Congratulations on being ready to employ staff! This is a big step for your company. While it can be scary to put your company’s reputation in the hands of others, knowing your responsibilities as an employer can help ease your transition.

The first step to paying employees is to register for a CRA payroll account. This account will be linked to your Business Number (BN). To open your CRA account, you will need to complete a
RC1B form.

As an employer, you will need to submit the following forms to the Canada Revenue Agency (CRA):

• TD1AB
• TD1

These forms are Personal Tax Credits Return forms that you have to give all new employees to complete. These forms help you determine what deductions you need to make from their paycheque.

What if employee is being paid hourly + commission?

It is common to pay beauty industry employees by commission, unless your employee is claiming expenses, the forms above will suffice.

Additionally, Alberta Employment Standards Code requires you to keep the following records for every employee:

**NOTE: Payroll records must be kept for at least 3 years from creation date.

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PAY SCHEDULE

At the end of each pay period, you must provide each employee with a statement of earnings that includes:

• regular and overtime hours of work;
• wage rate and overtime rate;
• earnings paid that show each component separately;
• deductions from earnings and the reason for each deduction;
• time off in lieu of payment of overtime; and
• statement period.

FYI- cash shortages can only be deducted from an employee IF:
1. the employee is the ONLY ONE with sole access to the cash
2. the employee authorizes the deduction in writing with the amount and date of shortage being deducted

If you plan to reduce any employee’s wage rate, overtime rate, general holiday pay, vacation pay or termination pay, the employee must be notified before the start of the pay period in which the reduction is to take effect.
Keep in mind, these rates must always be at least the minimum required by the legislated standards.

REMITTING TO THE CRA

You must remit to the CRA all deductions you made from an employee’s paycheque (federal and provincial income tax deductions, E.I. premiums, and CPP) before the 15TH of the month AFTER the month in which you made the deductions.

All remittances must be made in bulk for all of your employees.

ISSUING T4s

You must provide a T4 form to your employees ON or BEFORE the last day of February for the previous calendar year. This T4 contains information on the total CPP, E.I. premiums, and income tax deductions you made on your employees behalf for the previous calendar year.

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‘Cultivating the Beauty Industry’

Executive Spa Group
(780) 604 2772
info@executivespagroup