The effectiveness of apprentice training market has intimate connection to the boom or droop of the labor market. The willingness of young people to attend training program and the upgrade of human resources depend on working conditions during training period. In Taiwan, the statutes on apprentice are separated regulated in the Vocational Training Act and the Labor Standards Law, although the two laws complement each other, but they also increasingly bother people to understand and to apply both laws. As a whole, because apprentice may be subject to a vocational school education, there is also colored by German Dual System training. But the apprentice training market is somewhat conservative in Taiwan. In this article, the author discusses several legal issues and come to conclusion as followed: the apprentice training contract cannot defined as a labor contract, it should be a educational contract with bilateral contractual obligations; the parties of apprentice training contract have considerable freedom of contract to regulate their own rights and obligations; the young people statutes in Labor Standards Act can also in principle apply to the apprentice who are between 15 and 16 years old; the living allowance (remuneration) cannot deemed as wage; apprentice are not allowed to participate in labor disputes; establishments may not negotiate and make agreements with apprentice over repayment of the training costs or articles for restraint on competitive practice after training; establishments have a certain competence to ask apprentice to stay (clause of stay) after training, apprentice has not a automatically right of stay in establishment, she/he but not an obligation to stay in establishment permanently; At last, apprentice can join the social insurance purely based on his/her apprentice status.