On May 10, 2025, former President Donald Trump signed a new executive order aimed at significantly expanding apprenticeship programs in the United States. The stated goal is to add 1 million new apprentices in high-demand industries. The industries to be targeted include manufacturing, packaging, logistics, and advanced technology. The goal of the order is to reduce regulatory burdens and encouraging private-sector participation.
This announcement has captured attention across industrial sectors, especially for leaders in contract packaging, contract manufacturing, and third-party logistics (3PLs). With a workforce crisis looming due to aging talent, skills gaps, and persistent labor shortages, the idea of government-supported, industry-driven apprenticeships sounds promising.
But this isn’t the first time Trump has made such a move. In 2017, during his first term, Trump issued Executive Order 13801: Expanding Apprenticeships in America. That initiative introduced a new type of training system known as Industry-Recognized Apprenticeship Programs (IRAPs), meant to bypass bureaucratic red tape and allow industries more freedom to develop their own models. Yet by the time the IRAP program was rescinded in 2021, fewer than 500 apprentices had been enrolled.
So where does that leave us today? Could this latest attempt succeed where the last one fell short? And how should industry leaders position themselves to benefit, or at the very least prepare?
In this article, we’ll explore:
- The implications of Trump’s 2025 executive order
- A history and context of federal apprenticeship programs
- Lessons learned from previous efforts (what enabled success or caused failure)
- What manufacturers, co-packers, and logistics companies should do now to prepare for the impacts of this order
1. What the 2025 Executive Order Says
Trump’s 2025 executive order proposes a dramatic expansion of apprenticeship programs, with a focus on:
- Cutting regulatory barriers that slow down program approval
- Delegating more authority to industry groups and employers to develop training models
- Encouraging partnerships between companies and educational institutions
- Creating pathways for high school and college students to enter the workforce via apprenticeships
Unlike his previous IRAP effort, this time there is some language about integrating Registered Apprenticeships, which is a more structured, federally approved model, with new, faster pathways for industry participation. The overall tone remains focused on flexibility, speed, and employer control.
2. What This Means for Manufacturing, Packaging & Logistics
This executive order comes at a time when manufacturing and supply chain employers are facing an acute workforce challenge:
- Labor Shortages: Many companies report difficulty filling roles, especially skilled positions like machine operators, maintenance technicians, and warehouse supervisors.
- Aging Workforce: In some manufacturing sectors, according to the National Association of Manufacturers, over 25% of workers are over 55. As they retire, they take with them critical operational knowledge that isn’t easy to replace.
- Skills Mismatch: New technologies like automation, robotics, and AI require workers with updated skills and most job seekers haven’t had exposure to these tools.
This is where a well-structured apprenticeship program can help. Done right, apprenticeships offer:
- Hands-on training tied directly to your company’s workflows
- A long-term talent pipeline that starts before college debt kicks in
- Improved retention — apprentices tend to stay longer and perform better
- Cost-effective onboarding, especially compared to traditional hiring
In theory, Trump’s plan could help jumpstart a new wave of skilled industrial labor, just in time to replace those that are aging out.
3. The Catch: Apprenticeships Are Only as Good as Their Implementation
Apprenticeships are not a silver bullet, and the last time a similar program was launched, results fell short.
a. The 2017 IRAP Initiative: What Happened?
Trump’s 2017 executive order aimed to remove government bottlenecks by allowing industry associations and employers to self-certify apprenticeship programs under a new framework: IRAPs.
But it didn’t work.
- Only ~500 IRAP apprentices were ever registered
- Many employers didn’t trust the quality control of unregulated programs
- The Department of Labor was slow to finalize rules, delaying rollout
- The initiative was ultimately rescinded in 2021 by the Biden administration, which criticized it for diluting standards
In contrast, Biden reinvested in Registered Apprenticeships, which offer clearer standards and stronger funding. Between 2021 and 2023, over 500,000 new apprentices were added. This was possible largely through state partnerships, community colleges, and union-supported training hubs.
4. Lessons from History: What Makes Apprenticeships Succeed or Fail?
Whether you’re a plant manager, HR leader, or supply chain executive, it’s worth understanding the core factors that make apprenticeship policies work or fall apart.
a. What Enables Success
1. Funding with Local Partnerships
When federal money is paired with community colleges or workforce development boards, apprenticeship programs are executed more effectively. These partnerships bring structure, accountability, and local knowledge.
2. Clear Quality Standards
Employers are more likely to participate when programs have trusted, consistent standards. Workers benefit too because they graduate with skills that are actually valuable in the marketplace.
3. Industry-Driven Content
Apprenticeship programs must reflect the tools, machines, and workflows used in today’s facilities. Content developed by industry experts ensures that training is relevant and actionable.
4. Technical Support for Employers
Especially for small and mid-sized manufacturers, setting up an apprenticeship program can be overwhelming. Support in areas like registration, training design, and compliance helps more companies participate successfully.
b. What Prevents Success
1. Slow Implementation
Executive orders often take months or years to move from idea to real-world execution. Without a fast and clear rollout plan, momentum is lost and companies move on.
2. Low Employer Participation
If businesses don’t see a return on investment or have no financial incentive, they are unlikely to commit time and resources. Engagement depends on clear benefits.
3. Program Mismatch
When training programs are outdated or misaligned with current technology, such as automation, robotics, or ERP systems, graduates are not equipped for the jobs that need filling.
4. Inconsistent Oversight
Programs with weak quality control or unclear expectations lose credibility. This not only limits adoption but also makes it hard to scale successful models nationally.
5. The Bigger Picture: Building Institutional Knowledge Before It’s Lost
Even if Trump’s executive order gains traction, it takes time for the positive impact og apprenticeships to become evident. Most programs last 1–4 years, and workforce participation typically ramps up slowly.
That creates a dangerous gap**,** especially in manufacturing environments that rely on tribal knowledge. If senior technicians, operators, or logistics managers retire before their skills are transferred, companies may find themselves reinventing processes from scratch, just as they’re trying to scale.
This is why apprenticeships must be paired with internal systems that:
- Document best practices, SOPs, and machine setups
- Capture institutional knowledge in training manuals, videos, or mentoring
- Encourage cross-generational coaching, where senior employees train junior staff
Without this infrastructure, even the best apprenticeship program won’t be able to backfill what’s being lost.
6. How Your Company Can Prepare for the 2025 Apprenticeship Wave
While Trump’s executive order is still in early stages, here’s what your organization can do now to prepare and position itself as a leader in workforce development:
a. Evaluate Your Workforce Gaps
- What skills are you missing today?
- Where are retirements likely to happen in the next 3–5 years?
- Are there entry-level roles that could be filled by apprentices?
b. Explore Existing Apprenticeship Infrastructure
- Check if your state’s Department of Labor or community college system offers registered programs
- Talk to local workforce boards or trade associations about partnership opportunities
- Review apprenticeship templates already developed for manufacturing and logistics roles
c. Prepare Your Team for Mentorship
- Identify current employees who could serve as mentors
- Start documenting critical job knowledge
- Build an internal playbook for onboarding new hires
d. Watch for Funding Opportunities
If Trump’s plan is implemented similarly to past efforts, there may be federal grants or tax incentives available for employers who participate. Monitor updates from:
- The U.S. Department of Labor
- Local workforce development agencies
- National industry associations like PMMI, NAM, or the National Skills Coalition
7. The Strategic Upside: Future-Proofing Through Workforce Investment
Regardless of political alignment, one thing is clear: Apprenticeships are back in the spotlight, and the manufacturing sector stands to benefit.
But benefits don’t happen automatically. The companies that will win in the years ahead are the ones that:
- Take ownership of talent development
- Invest in training infrastructure
- Get ahead of policy shifts instead of waiting for mandates
In an industry as competitive and labor-sensitive as contract manufacturing, packaging, and logistics, the ability to build your own skilled workforce isn’t just an HR win , it’s a strategic advantage.
Final Thoughts
Donald Trump’s 2025 executive order revives a conversation that’s been evolving over the past decade: how to close the industrial skills gap through apprenticeships.
While past efforts have had mixed success, this renewed focus offers a real opportunity, if it’s paired with the right execution, industry collaboration, and institutional readiness.
For companies across the manufacturing and supply chain landscape, now is the time to:
- Evaluate workforce needs
- Build partnerships
- Document critical knowledge
- And invest in training systems that will last
The future of manufacturing may not be written in a single executive order, but it will be built by the companies ready to train the next generation of skilled industrial talent.