Hi OP. It's probably a bit late now, but her indoors works in HR. So I posed your post to her.
Not unsurprisingly she didn't want me to quote her, but here's a few points;
An employer should have some form of offer and acceptance, which constitutes an employment contract, even if it's verbal.
Apprentices should be treated the same way as any other employee. Which includes a fair dismal process.
It is usually the employees responsibility to get themselves to their place to work, not withstanding any agreement you may have had, when you employed the apprentice. But in any event if this is having a detrimental effect on the business then the employer needs to meet or write to the employee and explain why they can’t continue. Give a reasonable amount time for the apprentice to make alternative arrangements (use his car)– usually equivalent to his notice period. Any dismissal is subject to an appeal process.
To claim unfair dismal, the employee must have 24 mths continuous service (if employed after April 2012) – as long the dismissal wasn’t based on discrimination under Equality Act.
The best advice, is to gone on-line to the Acas Code Of Conduct, which will advise on employment & process matters.