The apprenticeship contract in 2025

The apprenticeship contract is a key work -study system allowing an apprentice to train while working. This page reveals the essentials to you: remuneration, aid, legal obligations and procedures to hire a professional future. The objective? Help you conclude and manage this employment contract optimally, benefiting from all the advantages related to professionalization and integration into the company.

The basics of the apprenticeship contract

Definition

The apprenticeship contract intends to "give workers, having satisfied the school obligation, general, theoretical and practical training, with a view to obtaining a professional qualification sanctioned by a diploma or a title" (article L6211-1 of the Labor Code).

He combines courses at the apprentice training center (CFA) or in training institution, and teaching a business in business. The apprentice is necessarily accompanied by a master of apprenticeship, or a tutor, employee of the company. He also has the status of employee, and receives a minimum wage based on a percentage of the minimum wage.

Who can be an apprentice?

The law fixes the minimum age of the apprentice at 16 and maximum at 29 years old. However, it is possible to sign an apprenticeship contract from 15 years on derogation if the candidate has completed his college cycle.

A 35 -year -old people can also become an apprentice if they want to access a level of diploma higher than that already obtained. But also, if his previous contract was broken for reasons independent of his will or for physical and temporary incapacity. In these cases, he must flow less than a year between the two learning contracts.

Finally, there is no maximum age required for an apprentice recognized as a disabled or high -level sports worker. The same goes for a person in the creation or resumption of a company and supposing the obtaining of a diploma. As well as for an apprentice who did not graduate and concluding a new contract with another employer to go to the exam again.

How long is the apprenticeship contract?

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

This duration can be modulated according to the level of diploma already obtained or the acquired acquired. A reduction to one year is sometimes possible if it already has certain validations. Conversely, the contract can go up to four years for people with disabilities, or if training requires more time. Each case is defined by the legal framework and by the training organization, which ensures the consistency between the targeted qualification and the duration granted.

Note that the apprentice working time is identical to that of other employees. The legal duration of actual work is set at 35 hours per week, knowing that training hours in CFA are actual working time.

Alternating training objectives

The objective of an apprenticeship contract is to allow the apprentice to acquire concrete professional skills. Within the apprenticeship training center, he benefits from an initial theoretical training, while the company offers him a professional immersion. This synergy improves professionalization, promoting young people and their access to qualified positions. We are talking about a professional path, because everything is set up to facilitate the learning of the profession and meet the needs of the labor market.

The work -study program also aims to obtain a state diploma (CAP, BAC, CTS, license, master, etc.) or a professional title registered in the national directory of professional certifications.

Alternating vocational training also makes it possible to streamline the transition to definitive hiring. The employer directly trains his future employee and helps develop an adapted professional qualification. At the end of the course, the apprentice can be hired in a lasting way or choose to continue his training. The main thing is to validate the professional diploma and acquire the experience necessary to deal with the challenges of the sector.

Remuneration and financial aid

What salary for an apprentice?

The salary of an apprenticeship contract generally follows a remuneration grid based on a percentage of the minimum wage. This rate can vary depending on the age of the apprentice and its level of progression in training. The age groups constitute the main reference to fix the gross remuneration, which evolves with the advance in the year of contract.

In % of the gross monthly minimum wage on 01/01/2025, or € 1,801.80.

These percentages constitute the legal minimum. Depending on the provisions of certain collective agreements or branch agreements, remuneration may be superior. In all cases, the employer must respect the fixed salary grid and ensure regular monitoring of any revaluations of the minimum wage during the contract. The conditions for remuneration for overtime are those applicable to the staff of the company concerned.

The apprentice is entitled to transport aid, either to take charge of his costs to get from his home to work.

Financial aid for the employer

Several financial aid and incentives support the implementation of an apprenticeship contract for the employer:

• Help for recruiting apprentices: the single aid of € 6,000 evolves in 2025. Now, this amount is only applied for recruiting an apprentice with disabilities. The aid is capped at € 5,000 for companies with less than 250 employees, and € 2,000 for those with 250 or more employees. Aid is paid for the first year of contract execution only;
• Unique aid for apprenticeship for companies with less than 250 employees who recruit an apprentice preparing a diploma at a level less than or equal to the baccalaureate. It amounts to € 7,325 maximum.
• An exemption from social charges: total or partial depending on the size of the company or the status of craftsman. It lightens the apprentice’s wage cost, while guaranteeing social protection;
• Aid in the event of hiring of a disabled worker;
• Tax deductions from the apprenticeship tax.

Exemption from the payment of the CSG and the CDRS and employee contributions on the share of the salary not exceeding 79% of the minimum wage. Beyond that, the upper part of the salary remains subject to employee contributions calculated on the basis of the actual amount of remuneration.

By combining these devices, the employer can significantly reduce its recruitment costs and offer the apprentice a framework conducive to professionalization. However, it is necessary to get closer to administrative services and skills operators (OPCO) to find out precise conditions and possible eligibility limits.

Manage an apprenticeship contract

Establish a contract

The apprenticeship contract is a written contract. Must be the diploma or title prepared by the apprentice, his remuneration, the name and the skills of his apprenticeship master. This information is to be mentioned in this form, then signed by the employer and the apprentice, which each retains a copy.

The filing of the contract with the skills operator (OPCO) must take place within 5 working days the start of the contract. The employer must support this sending of the training agreement and the tripartite agreement when the duration of the training is reduced or extended.

Role of the learning master

The apprenticeship master must be an employee of the company, voluntary and major. He must have a diploma or professional title of the same field as that prepared by the apprentice and justify one year of professional practice. In the absence of a diploma or title, he must justify two years of professional practice in relation to the qualification prepared by the apprentice. If there are derogations, a company or an establishment can accommodate two apprentices maximum and one redoubling per apprenticeship master.

He has the role of tutor and accompanies the apprentice in his progress. He ensures technical and educational supervision, checks the educational objective and ensures compliance with safety instructions. This referent plays an essential role of cohesion, by showing good practices and following the validation of achievements.

The termination of an apprenticeship contract

There are two cases of early breakdown of a contract:

• Before the first 45 days of practical training in business: the amicable rupture is made in writing on the initiative of the employer or the apprentice.
• After the first 45 days of practical training in business, in one of the following cases:

• Common agreement between the employer and the apprentice;
• The apprentice resigns. He must first enter the mediator and then inform his employer after a minimum period of 5 calendar days. The breach of the contract takes place after a minimum period of 7 calendar days after information from the employer;
• The apprentice obtains his diploma before the term initially set on condition that he informs his employer 1 month in advance in writing. The rupture cannot take place before the day after the date of publication of the results;
• In case of serious fault, incapacity, force majeure or final exclusion of the apprentice of the CFA. The employer must respect the dismissal procedure for personal reasons;
• In the event of the death of an employer master apprenticeship of a single company respecting the dismissal procedure for personal reasons.

In the event of serious risk of damage to health or physical or legal integrity of the apprentice, the labor inspector or the assimilated control civil servant offers the Dreets the suspension of the apprenticeship contract. The employer continues during this period to pay his salary to the apprentice. Within 15 days, Dreets decides to take over the contract; Otherwise, this is a break. In this case, the employer pays to the apprentice the sums of which he would have been liable if the contract had continued until his term.

Note for the employer: It is necessary to notify without delay the termination of the contract before his term to his skills operator (OPCO).

After the termination of his contract, the apprentice can continue his training for six months under the status of trainee in vocational training. The Labor Code specifies that the training center in which the apprentice is registered "contributes to finding a new employer likely to allow him to complete his training cycle".

Recruit your apprentices with Marvin recruit

Marvin Recruiter is an innovative solution that simplifies research and hiring of candidates on an apprenticeship contract. Thanks to a personalized training organization chart and study plan, this platform offers complete educational support. The idea is to quickly target the eligible public, to publish an attractive work -study offer and to ensure that the professionalization criteria are met. Marvin Recruiter also facilitates the monitoring of administrative procedures related to the signing and registration of the apprenticeship contract.

By integrating Marvin to recruit your recruitment strategy, you secure your apprenticeship contract needs while enjoying considerable time. You value your employer brand by offering a framework conducive to professionalization and internal promotion. The candidates, they benefit from precise monitoring and reinforced educational support, promoting their success in the professional path. Finally, it is a platform that makes the alternation more efficient and more human, to build together the world of work of tomorrow.

FAQ - Frequent questions

What is the difference between apprenticeship contract and professionalization contract?

The apprenticeship contract focuses on the preparation of a diploma or a professional title recognized by the State. It is mainly intended for young people aged 16 to 29, with some derogations. The professionalization contract aims at a specific professional qualification, which can be entered in the RNCP or validated by a branch organization. It also welcomes job seekers over 26 years of age or certain conversion audiences, with remuneration and modular training period.

What leave for an apprentice?

As an employee, an apprentice is entitled to the same number of days of paid vacation as other employees, namely 2.5 working days per month of actual work. In addition, when he prepares an exam, he benefits from 5 days of additional leave during the year preceding the tests. These days, intended for revision, are remunerated as working time and do not end up the quota of paid leave.

What advantage for a boss to take an apprentice?

Beyond financial assistance and exemption from social contributions, hiring an apprentice allows an employer to train a future employee in his methods and his corporate culture. It is also a way to ensure the transmission of skills and to anticipate the needs for skilled labor. In addition, the presence of an apprentice often energizes the team in place, which mobilizes to integrate and support a new talent.