The apprenticeship contract in 2025

An apprenticeship contract is a key work-study training program that allows an apprentice to learn while working. This page reveals the essentials: remuneration, financial aid, legal obligations, and the steps involved in hiring a future professional. The goal? To help you finalize and manage this employment contract effectively, while benefiting from all the advantages associated with professional development and integration into the company.

The basics of the apprenticeship contract

Definition

The apprenticeship contract aims to "provide workers, having fulfilled their compulsory schooling, with general, theoretical and practical training, with a view to obtaining a professional qualification sanctioned by a diploma or title" (article L6211-1 of the labor code).

It combines classroom instruction at an apprenticeship training center (CFA) or other training institution with on-the-job training in a company. The apprentice is always paired with a master craftsman or tutor, an employee of the company. They also have employee status and receive a minimum wage based on a percentage of the national minimum wage (SMIC).

Who can be an apprentice?

The law sets the minimum age for apprentices at 16 and the maximum at 29. However, it is possible to sign an apprenticeship contract from the age of 15 by special arrangement if the candidate has completed their secondary education.

A person aged 35 or over can also become an apprentice if they wish to obtain a higher qualification than the one they already hold. This also applies if their previous contract was terminated due to circumstances beyond their control or due to temporary physical incapacity. In these cases, less than one year must elapse between the two apprenticeship contracts.

Finally, there is no maximum age requirement for an apprentice recognized as a disabled worker or a high-level athlete. The same applies to someone starting or taking over a business and expecting to obtain a diploma. It also applies to an apprentice who did not obtain their diploma and signs a new contract with another employer in order to retake the exam.

What is the duration of the apprenticeship contract?

The duration of an apprenticeship contract generally varies from six months to three years (four for a worker with a recognized disability). Most often, it aligns with the duration of the training leading to a diploma or a targeted professional qualification.

This duration can be adjusted depending on the apprentice's prior qualifications or experience. A reduction to one year is sometimes possible if they already have certain certifications. Conversely, the contract can last up to four years for people with disabilities, or if the training requires more time. Each case is defined by the legal framework and by the training organization, which ensures consistency between the targeted qualification and the agreed duration.

It should be noted that the apprentice's working hours are the same as those of other employees. The legal working time is set at 35 hours per week, with training hours at the CFA (Apprenticeship Training Center) considered as working time.

Objectives of the work-study program

The goal of an apprenticeship contract is to enable the apprentice to acquire concrete professional skills. At the apprenticeship training center, they receive initial theoretical training, while the company provides them with practical, on-the-job experience. This synergy enhances professional development, promotes young people's career advancement, and improves their access to skilled positions. This is known as a vocational pathway, as everything is designed to facilitate learning the trade and meet the needs of the job market.

The work-study program also aims to obtain a state diploma (CAP, BAC, CTS, Licence, Master etc.) or a professional qualification registered in the National Directory of Professional Certifications.

Apprenticeship training also facilitates the transition to permanent employment. The employer directly trains their future employee and helps them develop relevant professional qualifications. At the end of the program, the apprentice can be hired permanently or choose to continue their training. The key is to obtain the professional qualification and acquire the necessary experience to meet the challenges of the sector.

Remuneration and financial assistance

What salary can an apprentice expect?

Apprenticeship salaries generally follow a pay scale based on a percentage of the minimum wage (SMIC). This percentage can vary depending on the apprentice's age and progress in their training. Age brackets are the primary reference for determining gross pay, which increases with each year of the contract.

As a percentage of the gross monthly minimum wage on 01/01/2025, i.e. €1,801.80.

These percentages represent the legal minimum. Depending on the provisions of certain collective bargaining agreements or industry-wide agreements, the compensation may be higher. In all cases, the employer must adhere to the established salary scale and ensure regular monitoring of any increases in the minimum wage (SMIC) during the contract period. Overtime pay is subject to the same conditions as that applicable to the employees of the company in question.

The apprentice is entitled to transport assistance, which means that their expenses for traveling from their home to their workplace will be covered.

Financial assistance for the employer

Several financial aids and incentives support employers in setting up apprenticeship contracts:

• A subsidy for recruiting apprentices: the one-time subsidy of €6,000 is changing in 2025. From now on, this amount will only apply to the recruitment of apprentices with disabilities. The subsidy is capped at €5,000 for companies with fewer than 250 employees, and at €2,000 for those with 250 employees or more. The subsidy is paid only for the first year of the contract
• A one-time apprenticeship grant is available for companies with fewer than 250 employees that hire an apprentice preparing for a qualification at or below the baccalaureate level. The grant amounts to a maximum of €7,325.
• An exemption from social security contributions: total or partial depending on the size of the company or the status of craftsman. It reduces the apprentice's salary cost, while guaranteeing social protection;
• Assistance when hiring a disabled worker;
• Tax deductions for the apprenticeship tax.

Exemption from CSG and CRDS payments and employee social security contributions on the portion of salary not exceeding 79% of the minimum wage (SMIC). Above this threshold, the portion of salary exceeding 79% remains subject to employee social security contributions calculated on the basis of the actual amount of remuneration.

By combining these measures, employers can significantly reduce their recruitment costs and offer apprentices an environment conducive to professional development. However, it is advisable to contact administrative services and skills development organizations (OPCOs) to learn about the specific conditions and any eligibility limitations.

Managing an apprenticeship contract

Establish a contract

The apprenticeship contract is a written contract. It must include the diploma or qualification the apprentice is pursuing, their remuneration, and the name and qualifications of their apprenticeship supervisor. This information must be entered in this form, which is then signed by the employer and the apprentice, each of whom keeps a copy.

The contract must be submitted to the skills operator (OPCO) within 5 working days of the contract's start date. The employer must include the training agreement and the tripartite agreement with this submission if the training duration is reduced or extended.

Role of the apprenticeship supervisor

The apprenticeship supervisor must be a volunteer employee of the company and of legal age. They must hold a diploma or professional qualification in the same field as the apprentice's training and have at least one year of professional experience. If they do not hold a diploma or qualification, they must have at least two years of professional experience related to the qualification the apprentice is training for. While exceptions exist, a company or institution may host a maximum of two apprentices and one repeater per apprenticeship supervisor.

He acts as a tutor, guiding the apprentice through their progress. He provides technical and pedagogical guidance, verifies the learning objectives, and ensures compliance with safety regulations. This mentor plays a vital role in fostering cohesion by demonstrating best practices and monitoring the validation of acquired skills.

Termination of an apprenticeship contract

There are two scenarios for the early termination of a contract:

• Before the first 45 days of practical training in the company: the amicable termination is done in writing at the initiative of the employer or the apprentice.
• After the first 45 days of practical training in the company, in one of the following cases:

• Joint agreement between the employer and the apprentice;
• The apprentice resigns. They must first contact the mediator and then inform their employer after a minimum period of 5 calendar days. The termination of the contract takes effect after a minimum period of 7 calendar days following notification of the employer
• The apprentice obtains their diploma before the initially agreed deadline provided they inform their employer in writing one month in advance. Termination cannot occur before the day after the results are published
• In the event of serious misconduct, incapacity, force majeure or permanent exclusion of the apprentice from the CFA, the employer must follow the dismissal procedure for personal reasons;
• In the event of the death of an employer who is a master craftsman in a sole proprietorship, respecting the procedure for dismissal for personal reasons.

In the event of a serious risk to the apprentice's health or physical or mental well-being, the labor inspector or equivalent supervisory official will propose to the Regional Directorate for Labor, Employment and Vocational Training (DREETS) that the apprenticeship contract be suspended. During this period, the employer will continue to pay the apprentice's salary. Within 15 days, the DREETS will decide whether to resume the contract; otherwise, it will be considered terminated. In this case, the employer will pay the apprentice the amounts they would have owed had the contract continued until its expiry date.

Note for the employer: the termination of the contract must be notified without delay to the skills operator (OPCO) before its expiry.

After the termination of their contract, apprentices can continue their training for six months under the status of vocational training trainees. The labor code specifies that the training center where the apprentice is enrolled "helps find them a new employer who can allow them to complete their training program.".

Recruit your apprentices with Marvin Recruiter

Marvin Recruiter is an innovative solution that simplifies the search for and hiring of apprentices. Thanks to a personalized training program structure and study plan, this platform offers comprehensive educational support. The goal is to quickly identify eligible candidates, publish an attractive apprenticeship offer, and ensure that professional development criteria are met. Marvin Recruiter also facilitates the administrative procedures related to signing and registering the apprenticeship contract.

By integrating Marvin Recruiter into your recruitment strategy, you secure your apprenticeship needs while saving considerable time. You enhance your employer brand by offering an environment conducive to professional development and internal promotion. Candidates benefit from close monitoring and enhanced educational support, fostering their success in their professional journey. Ultimately, it's a platform that makes apprenticeships more effective and more human, working together to build the future of work.

FAQ – Frequently Asked Questions

What is the difference between an apprenticeship contract and a professional training contract?

Apprenticeship contracts focus on preparing for a state-recognized diploma or professional qualification. They are primarily aimed at young people aged 16 to 29, with some exceptions. Professional training contracts, on the other hand, target a specific professional qualification, which may be registered with the RNCP (National Directory of Professional Certifications) or validated by a relevant industry body. They are also open to job seekers over 26 or certain individuals undergoing career transitions, with flexible remuneration and training duration.

What leave is available for an apprentice?

As an employee, an apprentice is entitled to the same number of paid vacation days as other employees, namely 2.5 working days per month of actual work. Furthermore, when preparing for an exam, they are entitled to 5 additional days of leave during the year preceding the exams. These days, intended for revision, are paid as working time and do not count towards their paid vacation entitlement.

What advantage does an employer have in taking on an apprentice?

Beyond financial aid and social security contribution exemptions, hiring an apprentice allows an employer to train a future employee in their methods and company culture. It's also a way to ensure the transfer of skills and anticipate the need for qualified personnel. Furthermore, the presence of an apprentice often energizes the existing team, which is more motivated to integrate and support new talent.