A study explored behavioral factors to explain why non-completions were higher among trainees than apprentices. A survey of 797 apprentices and trainees who did not complete training and 462 of their employers was followed by focus groups with new apprentices, employers, and training providers. Findings indicated most new apprentices commenced their apprenticeship or traineeship because they wanted the work; a significant minority said they were obliged to commence as a condition of taking the work or as a suggestion from their employer; most felt well-informed about what their apprenticeship would entail; trainees felt less well informed; 3 in 4 liked their work colleagues; 3 in 5 agreed their workplace was a good place to work; 27 percent took part in on- and off-the-job training; 54 percent took part in one or the other; 19 percent claimed they did not take part in any training; in 86 percent of the cases, the contract of training was severed at the same time as the employment relationship; and most did so because of something to do with the employment relationship, not the training. Contributory factors to leaving were being treated as cheap labor, not learning anything, and being bullied at work. These three ways to reduce non-completion were suggested: improving the fit between new apprentices and employers, improving the in-work experience, and better assistance for older new apprentices. (Appendixes include 10 references and the study design.) (YLB)