Reference year 2026
Version 2026
Drafted by Romain Pigaeud, Expert in Law and Training policies at Center-Inffo - Member of Cedefop Community of apprenticeship experts for France
1Scheme history
The scheme operating under the apprenticeship contract ('contrat d’apprentissage') has a long history as it was introduced in 1919.
In 2018, VET, including apprenticeships was reformed (LOI n° 2018-771 du 5 septembre 2018 pour la liberté de choisir son avenir professionnel): legal rules were simplified, financials incentives for companies were unified, the creation of apprenticeship training providers (centres de formation d’apprentis, CFAs) was liberalized, apprenticeship was opened up to people up to the age of 30, the financing of training was transformed, the termination of the contract was simplified, a new national quality system was set up.
The scheme was originally developed in line with traditional craftsmanship (master- apprentice relation) to prepare apprentices for craft occupations.
The scheme has progressively expanded over the years to be now present in most fields and occupational sectors, ranging from agriculture to industry and services.
Initially centred on the VET sector, the 'contrat d’apprentissage' can be now accessed also through a range of higher education programmes too (ranging from short professional-oriented cycles to longer academic-oriented ones such as Master programmes in engineering or business fields for instance).
In fact, the growth in apprenticeship contracts is being pushed forward mainly by apprentices in higher education.
For contracts started in 2025, 59% concern training programmes at BAC+2 level or higher.
Source: Dares – Séries longues: le contrat d’apprentissage
2Beneficiaries
It is possible to sign an apprenticeship contract when a person is at least 16 years old and maximum 29 years old.
Young people aged at least 15 may start an apprenticeship contract if they have completed lower secondary education.
Certain individuals can sign an apprenticeship contract after the age of 29: disabled people, company founders, apprentices aiming for an additional qualification, etc.
Source: Art. L6222-1 of the Labour Code: https://www.legifrance.gouv.fr/codes/article_lc/LEGIARTI000037385936/
The average starting age is 20.5 years. 57% of contracts started involve apprentices aged 20 or over (almost stable compared to 2024).
Source: Dares – Séries longues: le contrat d’apprentissage
Source: Dares, https://dares.travail-emploi.gouv.fr/donnees/le-contrat-dapprentissage
At the end of December 2025, 1,015,194 individuals were in apprenticeship contracts, a decrease of about 3% compared with the end of December 2024 (−1.1% for secondary-level programmes and −4.2% for higher education programmes).
Dec-23
| Dec-24
| Dec-25
| |
| Higher level | 640,710 | 662,823 | 634,204 |
| Secondary level | 374,850 | 386,548 | 380,990 |
| Total | 1,015,560 | 1,049,371 | 1,015,194 |
As a comparison, in December 2022, 970,847 individuals were in apprenticeship contracts. In 2020, 495,000 contracts were signed, and in 2019, 353,000 contracts were signed.
Source : dares : https://poem.travail-emploi.gouv.fr/synthese/contrats-d-apprentissage
3Qualifications
Competences (in the Répertoire national des certifications professionnelles (RNCP), which is the French NQF.
Qualifications extend at all educational levels, from secondary to higher education, corresponding to EQF levels 4 to level 8.
Further information available at: https://www.cedefop.europa.eu/en/publications-and- resources/publication…
Among the qualifications that are accessible via the scheme three main categories can be outlined:
• VET secondary qualifications (CAP, CAPA, BEP, Bac Pro, BP, BTM)
• Higher education qualifications (Brevet de Maîtrise (BM), Brevet de Technicien Supérieur (BTS), Diplôme (DUT, Bachelor’s and Master’s degrees)
• Professional certifications (titre professionnel inscrit au RNCP) recognised by the State in given occupational sectors such as hotel and catering, tourism, building, trade, etc.
Overall, the qualifications obtained through this scheme are very diverse in scope as well as in regard to the profile of the learners they attract.
Further information available at: https://www.francecompetences.fr/app/uploads/2020/09/Notice_aide-au-d%C…
And https://www.francecompetences.fr
Cedefop's VET in Europe Database offers additional information on the place of the apprenticeship scheme in the national VET system: https://www.cedefop.europa.eu/en/tools/vet-in-europe/systems/france-u2
Cedefop’s NQF online tool presents information on the state of play of the NQF: https://www.cedefop.europa.eu/en/tools/nqfs-online-tool
The apprenticeship contract is offered in programmes that lead to qualifications that are included in ISCED 2011 mapping.
Depending on the ISCED level of the corresponding VET programme, apprenticeships may be offered to ISCED 353/354 (upper secondary VET programmes), 554 (short higher programmes leading to BTS (Brevet de technicien supérieur) qualifications), or Bachelor and Master programmes at levels 645, 655, 747, 756, 757 etc.
Source: Spotlight of VET in France: https://www.cedefop.europa.eu/files/8141_en.pdf
Whatever the pathway, the same certification may be obtained – and always have the same value – through apprenticeship, professionalisation contract, validation of prior learning (VAE) etc.
France compétences, 10 février 2021, Note relative aux principaux effets juridiques d’un enregistrement aux répertoires nationaux : https://www.francecompetences.fr/app/uploads/2021/02/NOTE_ANALYSE_effet…
The 'contrat d’apprentissage' leads to qualifications formally registered by France Repertory of professional qualifications (Répertoire national des certifications professionnelles (RNCP).
Such qualifications do not indicate the pathway.
Access to higher education is possible if the corresponding VET programme leads to higher education (e.g. from EQF 4 upper secondary VET programmes or from higher technical programmes (BTS) at EQF 5 to Bachelor programmes at EQF6).
Moreover, 62.4% of the apprenticeship contracts in place at the end of December 2025 were in higher education programmes.
(Note: total annual workforce, not new contracts).
Source: POEM database, 27 February 2026 / Contrats d’apprentissage
https://poem.travail-emploi.gouv.fr/synthese/contrats-d-apprentissage
It varies between six months and three years. It is always the certificate awarding body (certifier) that decides the minimum duration.
France Compétences oversees these certifications.
Source at the end : Article L6222-7-1 of the French labour code // https://www.legifrance.gouv.fr/codes/article_lc/LEGIARTI000038951821
4Governance
The 2018 Law on ‘the freedom to choose one's professional future’ established an new body, France compétences, which is responsible for regulating apprenticeships.
It ensures financial equalisation, contributes to the monitoring and evaluation of the quality of training activities, and observes the costs and levels of funding for training. It draws up and updates the national directory of professional qualifications (repertoire national des certifications professionnelles, RNCP).
Its strategic orientations are determined by a quadripartite governance made up of the State, the regions, representative trade unions and employers' organisations at national and cross-industry level, and experts.
Employer and employee representatives also take part in national advisory bodies. For example, they are members of the Conseil national de l’orientation et de la formation professionnelle pour le développement des compétences (National Council for Guidance and Vocational Training for Skills Development), whose mission is to foster consultation and coordination at national level regarding guidance and vocational training for workforce upskilling.
To include a new certification or to revise an existing regulation in the RNCP, an advice of the representatives of the labour market (employers, unions and professional branches) is needed.
France compétences, whose managing board includes representatives of the social partners, regulates the national register of qualifications RNCP, ensuring that they meet the needs of the economy and is responsible for registering them (Article L6113-5 of the French Labour Code). https://www.legifrance.gouv.fr/codes/article_lc/LEGIARTI000038951917/2022-01-01
Employer and employee representatives also take part in national advisory bodies. For example, they are members of the Conseil national de l’orientation et de la formation professionnelle pour le développement des compétences (National Council for Guidance and Vocational Training for Skills Development), whose mission is to foster consultation and coordination at national level regarding guidance and vocational training for workforce upskilling.
They are also represented in the Commission nationale de la négociation collective, de l'emploi et de la formation professionnelle (National Commission for Collective Bargaining, Employment and Vocational Training), which is tasked with issuing opinions on draft laws, ordinances and decrees relating to employment, guidance and vocational training policies. This committee, for instance, issued an opinion on the decree concerning the aide unique to employers of apprentices:
https://www.legifrance.gouv.fr/jorf/id/JORFTEXT000051235656
Source : Article L6123-1 of the French labour code
Article L2271-1 of the French labour code
Art. L6123-7 of the French labour code
Social partners manage 11 bodies called ‘skills operators’ (OPCOs - Opérateurs de compétences) organised by professional sector. They are responsible for financing apprenticeships, helping branches to develop professional qualifications and assisting SMEs to define their training needs.
There is a non-profit association, the National Association of Apprentices of France (ANAF), recognized as being of general interest and approved for youth and popular education. Its mission is notably to carry the voice of apprentices at all levels: regional, national. It sits on representative bodies (CESER, (Economic, Social, Environmental and Regional Council) COJ : (Youth Policy Orientation Council). https://www.anaf.fr/a-propos
The ANAF is not elected in the sense of legal representativeness arising from professional elections, unlike representative salaried social partners.
The professional branches are responsible for setting the level of financial coverage of training for each branch, for each certification and the training needs for the sectors they represent.
Social partners manage 11 bodies called ‘skills operators’ (OPCOs - Opérateurs de compétences) organised by professional sector. They are responsible for financing
apprenticeships, helping branches to develop professional qualifications and assisting SMEs to define their training needs. They finance apprenticeships in accordance with the levels of funding set by the professional sectors. They also support the sectors in their certification role.
The social partners are present in the National Joint Employment Commissions, which are also competent for the final certification.
Social partners are in the managing board of France Compétences, which monitors and assesses the apprenticeship system, by monitoring the RNCP, by monitoring and alerting on the financial sustainability of the system, and by acting as a single distributor of funds from the legal contributions.
France Compétences monitors and assesses the apprenticeship system by monitoring the RNCP, by monitoring and alerting on the financial sustainability of the system; and by acting as a single distributor of funds from the legal contributions. France compétences is responsible for contributing to the monitoring and evaluation of the quality of training activities.
The Ministry of Labour, Employment and Integration prepares and implements government policy in the areas of work, employment and professional integration, including apprenticeships. It prepares and implements rules relating to working conditions, collective bargaining and employees' rights. It is responsible for vocational training for young people and adults, and for defending and promoting employment. For several years, the amounts and eligibility criteria for financial support measures have been determined by decree drafted and published by the Ministry.
https://www.legifrance.gouv.fr/jorf/id/JORFTEXT000051235656
The State approves Skills Operators, subject to the existence of an agreement concluded between the employees/trade unions and the representative professional organisations/employers.
The regions contribute to the development of apprenticeships in a balanced way across its territory, including funding for apprentice training centres.
(a) Training institutions providing apprenticeships
Since the 2018 reform, the number of institutions hosting apprentices has quadrupled, rising from around 950 in 2018 to 3,700 in 2024. Eighty two percent of apprenticeship training centres (CFA) operate on a single training site, while 10 % manage more than three sites. Half of all CFAs offer more than five programmes. A total of 73.6 % of programmes are at higher education level, and 52.4 % are in the services sector. Four out of ten CFAs (41 %) deliver both upper secondary and higher education programmes; 33 % focus exclusively on higher education, and 26 % only on secondary level training.
Source: Directorate for Evaluation, Forecasting and Performance (DEPP), “Apprenticeship as of 31 December 2024”, Information Note No 25 44, https://www.education.gouv.fr/sites/default/files/2025-07/depp-ni-2025-…
In total, 853,011 apprentices are enrolled in 3,115 private CFAs operating across 5,470 training sites. Eight out of ten apprentices are therefore enrolled in private institutions (source : RERS, p. 209). https://www.education.gouv.fr/depp/reperes-et-references-statistiques-2…
To date, no recent official classification distinguishes CFAs by governance type (public, private, or chamber based).
Opening a CFA is free and unregulated beyond a simple declaration of activity to the public authorities, provided that the centre complies with a set of legal and quality requirements. Professional branches, companies, and vocational upper secondary schools may all establish and manage CFAs.
Source: https://www.education.gouv.fr/reussir-au-lycee/la-voie-professionnelle-…
Overall, the French apprenticeship landscape is characterised by a highly diversified set of providers, a predominance of private operators, and flexibility in the recruitment of trainers, regulated mainly through the national quality assurance framework.
(b) Profile and requirements of trainers
Each CFA is free to recruit its own trainers and must ensure consistency between their qualifications, experience, and the training activities in which they are involved.
While there is no general legal requirement for pedagogical qualifications, certain certifying authorities may require trainers to hold a specific level of qualification in order to deliver accredited programmes.
Importantly, the National Quality Framework (Qualiopi)—mandatory for all CFAs—includes several indicators relating to personnel qualifications and continuous professional development. These indicators require that training staff maintain and enhance their knowledge and skills to ensure the quality of training provision.
Source: National Quality Reference Framework – Qualiopi Guidance, https://travail-emploi.gouv.fr/referentiel-national-qualite-guide-de-le…
For more detailed information, you can also see Cedefop’s activities on VET teachers and trainers: https://www.cedefop.europa.eu/en/themes/vet-youth-teachers-trainers
A national quality certification scheme (“Qualiopi”) has been established to provide effective guarantees of quality. Since 1 January 2022, all apprenticeship training centres (CFAs) are required to be certified. Qualiopi has become a structuring tool, ensuring a minimum common quality baseline for all training providers.
A national quality framework sets out the indicators used to assess quality criteria, as well as the related audit procedures, in order to ensure consistency in the implementation of the certification across providers. This framework explicitly takes into account the specificities of apprenticeship. This framework explicitly takes into account the specificities of work-based training programmes. For example, the Qualiopi framework requires apprenticeship training centres (CFAs) to assess whether beneficiaries have achieved the objectives of the training provision.
National Quality Reference Framework – “Qualiopi” Guidance.
https://travail-emploi.gouv.fr/referentiel-national-qualite-guide-de-le…
Article L6316 1 of the French Labour Code.
https://www.legifrance.gouv.fr/codes/article_lc/LEGIARTI000037390323/
In addition to this mandatory national framework, other quality reference frameworks may apply to CFAs. For example, the “Charter for responsible and high quality support for apprentices in higher education institutions” issued by the French Ministry of Higher Education aims to foster continuous improvement in the monitoring and support of apprentices in higher education institutions.
https://www.enseignementsup-recherche.gouv.fr/fr/charte-pour-un-accompa…
Orders and circulars from the Ministry of Education (e.g. circular of 19 June 2023) set out the purpose and organisational aspects of pedagogical monitoring of apprenticeship training. The pedagogical oversight of apprenticeship training ensures that the education provided facilitates the acquisition of the expected knowledge and competences outlined in the general education programmes and the respective reference framework. This oversight can cover various aspects, such as the pedagogical organisation of training at both the training center and the employer's location, the methods and tools used, training durations, and the qualifications of trainers and apprenticeship supervisors at the workplace.
Individual follow-up of apprentices was strengthened to ensure training continuity in case of contract termination. The apprenticeship dashboard, launched in 2024, covered over 80% of enrolments and tracked registration in training organisations and the signing of employment contracts
Regarding cost-benefit analyses, in 2024 apprenticeship is subject to tighter oversight aimed at limiting expenditure and ensuring the economic sustainability of the system, while preserving the democratisation drive pursued by the legislature through the 2018 act and by the public authorities. To this end, several analyses are available, including:
• The report on the use of funds by France Compétences;
• The annex to the vocational training budget act.
https://www.francecompetences.fr/fiche/france-competences-publie-lediti…
https://dares.travail-emploi.gouv.fr/donnees/le-jaune-budgetaire-sur-la…
In January 2023, France Compétences published its first ‘Report on the use of funds for vocational training’, which assessed the costs and results achieved by the main vocational training schemes, including those involving apprenticeship.
https://www.cedefop.europa.eu/en/tools/timeline-vet-policies-europe/sea…
5Training at the workplace
Apprenticeship involve:
1) Training in one or more companies, based on the exercise of one or more professional activities directly related to the qualification which is the purpose of the contract.
2) Training given during working hours in an apprentice training centre (CFA) (Article L6211-2 of the French Labour Code). https://www.legifrance.gouv.fr/codes/article_lc/LEGIARTI000037386056
The employer undertakes the responsibility to provide the apprentice with vocational training, partly in the company and partly in an apprentice training centre.
However, this does not prevent the employer from setting its own obligations: L6223-4 of the French Labour Code: "The employer undertakes to ensure that the apprentice follows the training provided by the centre and to take part in the activities designed to coordinate this training with the in-company training. The employer must ensure that the apprentice registers for and takes part in the examinations leading to the vocational qualification that is the aim of the contract.
The form of alternation varies according to the certification chosen. For example, 2 days at the CFA and 3 in the company, or 15 days at the CFA and 15 days in the company.
The distribution of training hours is not defined in the same way for different certifications.
The distribution of training hours or days between the employer and the training centre is the responsibility of each CFA. The CFA has complete freedom in the construction of the training pathway. It must comply with the minimum volume of teaching hours defined by the certifier.
Alternation of training can be based on the timetables laid down for school students, but these are not designed for and applicable to apprentices, so the apprentice training centre will need to adapt them to the specific work-study method used in apprenticeships.
Source : VADEMECUM Mission de controle pédagogique des formations par apprentissage, ministère de l’éducation nationale, octobre 2023 https://eduscol.education.fr/document/39572/download?attachment
The apprenticeship training programme is implemented in accordance with pre-defined ‘certification frameworks’. Such frameworks of professional activities and skills are included in the final qualification and describe the work situations and activities carried out, the trades or jobs targeted, the skills and knowledge, including cross-cutting skills, which should be learnt.
An ‘assessment reference framework’ is also associated to the qualifications, which defines the criteria and procedures for assessing what has to be acquired. Article L6113- 1 code of labour code
In practice, apprenticeships include training and professional activities directly related to the final qualification (and related certification), registered in the national register of professional qualifications, that is the object of the apprenticeship contract (Article L6211-2 of the French Labour Code):
https://www.legifrance.gouv.fr/codes/article_lc/LEGIARTI000037386056
Apprenticeship training actions must contribute to the development of skills and enable the obtaining of a certification that corresponds to a profession. Apprenticeship aims to provide general, theoretical and practical training with a view to obtaining a professional qualification sanctioned by a diploma or professional title registered in the national register of professional certifications. The results to be achieved are determined by the certifier: the authority that holds a certification registered in the Répertoire National des Certifications Professionnelles (National Register of Professional Certifications).
Each qualification targets one or more professions and contains:
• a reference framework of activities, which describes the work situations and activities carried out, the targeted professions or jobs,
• a reference framework of skills, which identifies the skills and knowledge, including transversal ones, that derive from them
• a reference framework of evaluation, which defines the criteria and evaluation methods of the acquired skills
sources : Article L6211-1 of the french labour code https://www.legifrance.gouv.fr/codes/article_lc/LEGIARTI000047926230
vadémécum RNCP / https://www.francecompetences.fr/app/uploads/2026/01/20260121_FC_Vademe…
The apprenticeship training programme is implemented in accordance with pre-defined ‘certification frameworks’. Such frameworks of professional activities and skills are included in the final qualification and describe the work situations and activities carried out, the trades or jobs targeted, the skills and knowledge, including cross-cutting skills, which should be learnt.
An ‘assessment reference framework’ is also associated to the qualifications, which defines the criteria and procedures for assessing what has to be acquired. Article L6113- 1 code of labour code.
The legislation sets that the training plan is agreed at the level of the training center and the company. In agreement with the company, the training center (CFA) must agree in advance with the apprentice and the company the training objectives in the short, medium and long term.
The purpose of the apprentice contract is a qualification-certification set at national level. Hence, the individual training plans have to reflect the content of the relevant qualification-certification. The training centre must guarantee that the training programme covers all professional skills.
The training programme must be in accordance with the expectations defined by the certifier of this qualification-certification.
A CFA is entitled to propose an adapted, specific training programme, but in compliance with the requirements of the certifier, for example in terms of training hours.
Any employer (private or public) can hire an apprentice if the employer commits to effectively organising and supporting the apprenticeship. The employer undertakes the responsibility to provide the apprentice with vocational training, partly in the company and partly in an apprentice training centre.
For this purpose, the employer must notably ensure adequate conditions (appropriate infrastructure, equipment and techniques used, working conditions, sanitation and security, etc.) to allow the apprenticeship to be carried out in a satisfactory manner. Article L6221-1 of the Labour Code
The employer gives the apprentices tasks or occupations enabling them to carry out operations or work in accordance with an annual progression defined by agreement between the CFA and company representatives. Art. L6223-3 of the Labour Code
Recruiting an apprentice requires the employer to choose a volunteer apprentice master among skilled workforce to accompany him/her during his/her training at the company.
Recruiting an apprentice requires the employer to choose a volunteer apprentice master among skilled workforce to accompany him/her during his/her training at the company. The conditions of professional competence required of an apprenticeship master are determined by collective sector agreement.
In the absence of such an agreement, the conditions of professional competence required of an apprenticeship master are determined by regulation (Article L6223-8-1 code of labour):
• Persons who hold a diploma or title in the professional field corresponding to the purpose of the diploma or title being prepared by the apprentice and of at least an equivalent level, and who can prove that they have been working for one year in a professional activity related to the qualification being prepared by the apprentice;
• Persons who can prove that they have been working for two years in a professional activity related to the qualification prepared by the apprentice. Article R6223-22 code of labour
The employer guarantees that the company's equipment, the techniques used, the working, health and safety conditions, the professional and pedagogical skills and the morality of the persons responsible for the training are such as to allow satisfactory training.
Article L6223-1 of the Labour Code
The apprenticeship supervisor's role is to help the apprentice acquire the skills needed to obtain the professional qualification or diploma being prepared, in conjunction with the apprentice training centre. The apprenticeship master is the apprentice's fundamental link with the employer throughout the contract and with the apprentice training centre.
There is no recent report on apprenticeship masters. This one is fairly comprehensive but quite old: https://shs.hal.science/halshs-00867025/document
Sanctions exist in case employers do not fulfil their commitment to train the apprentice. For instance, in the event the employer or the working conditions/environment offered are considered to endanger the apprentice (e.g. representing a risk for his or her health, physical or moral integrity) a monitoring visit can be carried out by a work Inspector.
If this results in a negative evaluation, sanctions can take the form of a suspension or termination of the apprenticeship contract.
If this leads to a termination of the contract, the CFA has the responsibility to look for another employer where the apprentice can effectively pursue the apprenticeship.
Article L6225-4 of the French Labour Code
https://www.legifrance.gouv.fr/codes/article_lc/LEGIARTI000033025260
6Contract and compensation
During an apprenticeship contract, the learner has the status of an apprentice, i.e. is both an employee of a company and a student at the CFA.
Sources:
Article R6222-4 of the French labour code: https://www.legifrance.gouv.fr/codes/article_lc/LEGIARTI000041771265 Article D6222-26 of the French labour code: https://www.legifrance.gouv.fr/codes/article_lc/LEGIARTI000038033238
The contractual arrangement is one of the core principles of the scheme Apprenticeships are the object of individual labour contracts signed between an apprentice and an employer. Through this, employers commit themselves to remunerate the apprentices and deliver effective training and tutoring to them during the duration of the contract.
Apprentices commit themselves to effectively work for the signatory employer for the full duration of the contract.
The endorsement (signature) given by the training centre does not make it a party to the contract, in the legal sense of the term. Its sole purpose is to certify that the apprentice is enrolled in a training course as part of the preparation for obtaining a specific vocational qualification or diploma.
Source: précis de l’apprentissage page 7: https://travail-emploi.gouv.fr/IMG/pdf/precis-apprentissage.pdf
Sources:
Article R6222-2 of the French labour code: https://www.legifrance.gouv.fr/codes/article_lc/LEGIARTI000041771275 Article L6222-4 of the French labour
code: https://www.legifrance.gouv.fr/codes/article_lc/LEGIARTI000041771265&nb…;
The apprenticeship contract is a contract of employment of a particular type concluded between an apprentice and an employer (Article L6221-1 Of the Labour Code - https://www.legifrance.gouv.fr/codes/article_lc/LEGIARTI000006903996 ) which contains mandatory clauses and references (Article L6222-4 Of the Labour Code: https://www.legifrance.gouv.fr/codes/article_lc/LEGIARTI000041771265)
It is an atypical employment contract. It must be in writing and signed by both parties: the company and the apprentice. It must contain at least the minimum information required to be valid.
The contract is drawn up using a standard model: articles R. 6222-2 of the French labour code - https://www.legifrance.gouv.fr/codes/article_lc/LEGIARTI000041771275
An apprentice benefit from the same social security coverage as all other employees of the company.
When attending the CFA, apprentices continue to be covered by the social security legislation on occupational accidents and diseases applicable to them as employees.
Article L6222-32 of the French Labour Code https://www.legifrance.gouv.fr/codes/article_lc/LEGIARTI000006904028/&n…;
The contract is to be registered by the employer to its Skills operator (Article D6224-1of the Labour Code).
The Skills operator decides on the financing of the contract. To this end, it ensures that the contract meets certain conditions. Article D6224-1 of the French labour code https://www.legifrance.gouv.fr/codes/article_lc/LEGIARTI000039789635
The salary paid to apprentices is determined by their age and the level of progression into the apprenticeship, i.e. there is a yearly increase until the end of the apprenticeship contract.
Article R6222-4 of the Frence labour code: https://www.legifrance.gouv.fr/codes/article_lc/LEGIARTI000041771265 Article D6222-26 of the French labour code: https://www.legifrance.gouv.fr/codes/article_lc/LEGIARTI000038033238
The salary paid to apprentices is determined by their age and the level of progression into the apprenticeship (Article L6222-27of the Labour Code: https://www.legifrance.gouv.fr/codes/article_lc/LEGIARTI000037385939 ).
It is calculated based on a pre-determined percentage of the minimum salary (salaire minimum conventionnel de l’emploi occupé (SMIC[1])) as follows:
- 16-17 year-old apprentices: 1st year of the contract, wage set at 27% of the minimum salary (SMIC), 2nd year of the contract wage set at 39% of SMIC, 3rd year of the contract wage set at 55% of SMIC
- 18-20 year-old apprentices: 1st year of the contract, wage set at 43% of the minimum salary (SMIC), 2nd year of the contract wage set at 51% of SMIC, 3rd year of the contract wage set at 67% of SMIC
- 21-25 year-old apprentices: 1st year of the contract, wage set at 53% of the minimum salary (SMIC), 2nd year of the contract wage set at 61% of SMIC, 3rd year of the contract wage set at 78% of SMIC
- 26 year-old apprentices or more: 100% of the minimum salary (SMIC) in each year of the apprenticeship contract
Organisations covered by a branch agreement or by professional agreements negotiate about salaries. These negotiations may lead to an increase in apprentices' salaries.
Article L2241-1 of the Labour Code https://www.legifrance.gouv.fr/codes/section_lc/LEGITEXT000006072050/LE…;
See an example in the collective agreement for the wholesale trade sector:
https://code.travail.gouv.fr/contribution/573-quel-est-le-salaire-minim…
Companies may also decide to offer remuneration exceeding the minimum regulatory level.
[1] In 2021 SMIC corresponded to € 11.65 per hour. Further details available at: https://www.service-public.fr/particuliers/vosdroits/F2300
7Financing and incentives
The employer pays a salary (Article L6221-1 of the Labour Code)
The State provides subsidies and exemptions from social security contributions
Funding for apprenticeship comes mainly from:
• Companies: in addition to the apprentice salary, they contribute by paying a lifelong learning tax;
• The Skills operators (OPCO) pay for apprentice training, according to the level of coverage determined by the professional branches and regulated by France compétences;
• The State e.g. partial or full coverage of apprentices’ social security fees, financial incentives.
• The Regions, which provide funding for the training providers CFAs.
These funds are used to finance apprenticeships.
There are various government subsidies to support the take-up of apprenticeship contracts. The amount and eligibility criteria of these subsidies are partly revised on an annual basis.
For further information: https://entreprendre.service-public.gouv.fr/vosdroits/F23556
For reference, the draft Finance Act included EUR 2,158 million in commitment authorisations and EUR 2,368 million in payment appropriations to support the development of apprenticeships.
In addition to this subsidy, apprenticeship contracts are fully or partially exempted from social security contributions, and specific subsidies are available for the recruitment of apprentices with disabilities. Exemption from social security contributions for apprenticeship contracts is financed by the State.
A budget allocation of EUR 1,042.63 million is foreseen in the 2026 draft Finance Act, under both commitment authorisations and payment appropriations, to compensate for employers’ and apprentices’ exemption from social security contributions in the public sector.
Article L6243-1 of the French Labour Code:
https://www.legifrance.gouv.fr/codes/article_lc/LEGIARTI000037386341
Source: Annexe Formation professionnelle au PLF 2026
https://dares.travail-emploi.gouv.fr/donnees/le-jaune-budgetaire-sur-la…
To support employers in their efforts, a dedicated portal has been created: 1jeune1solution. (https://www.1jeune1solution.gouv.fr/apprentissage-entreprises). Employers can:
• Post one or more apprenticeship contract offers;
• Access information on available financial aids and, if needed, use an aid simulator;
• Organise online or in-person recruitment events through a few guided steps;
• View a map of CFAs (apprenticeship training centres) where young people who have started apprenticeship training are waiting for an employer.
This portal ensures ongoing promotion of apprenticeships, beyond one-off campaigns.
The Alternance Portal and France Travail's La Bonne Alternance website facilitate connections between companies, candidates, and training organizations.
As an example of non-financial support, the involvement of Operators of Skills (OPCOs) can be highlighted. For instance, Opco 2i (for the industry sector) offers employers a range of services:
• Assistance in choosing between a professionalisation contract and an apprenticeship contract;
• Information on CFAs and the training they provide;
• Support in finding alternants (apprentices);
• A financial cost calculator for hiring in alternance, factoring in mobilisable aids;
• Verification of training eligibility for apprentices;
• Training for your master trainers and tutors nearby.
https://www.opco2i.fr/vos-projets/recruter-en-alternance/alternance-tou…
The Ministry of Labour has published an apprenticeship summary, a guide for stakeholders that summarises all the new rules applicable to the apprenticeship contract and the apprentice training centres (CFAs).
https://www.cedefop.europa.eu/en/tools/timeline-vet-policies-europe/sea…
The time spent by the apprentice both in the company and at the training centres is included in the work hours
(Article L6222-24 of the Labour Code: https://www.legifrance.gouv.fr/codes/article_lc/LEGIARTI000006904020#%3… ).
Salaries paid to apprentices are exempt from income tax up to the annual amount of the minimum growth wage.
Article 81 of tax code - https://www.legifrance.gouv.fr/codes/article_lc/LEGIARTI000047770107
Apprentices receive financial assistance for driving licences and grants for transportation.
Décret n° 2019-1 of 3 January 2019
Regions can also provide additional support to apprentices.
Apprentices also benefit from preferential rates on rail transport services.
A range of housing support measures are available to apprentices, with varying eligibility criteria.
Apprentices may also receive financial support from local or regional authorities
At national level, campaigns to promote apprenticeship — via radio, social media and digital platforms — targeting young people and their parents are regularly carried out.
In 2025, the Ministry in charge of Labour called on employers to actively support apprenticeship through concrete actions to help recruit future alternants. Managed centrally by the Ministry for all ministries, the online platform 1jeune1solution.gouv.fr provided young people with a personalised option, among those in offer (job offers, training programmes, guidance support, civic-engagement opportunities and other support services).
https://www.cedefop.europa.eu/en/tools/timeline-vet-policies-europe/sea…
The Prépa apprentissage programmes offered a support programme allowing the young person to identify his/her skills and knowledge, to develop his/her relational prerequisites and to secure his/her entry into an apprenticeship contract, as well as administrative support for recruiting apprentices for the company hosting the young person.
Comprehensive career guidance services are provided at school with the aim to provide support for all students, tackle those at risk and diminish school dropout. Many actors in the educational community are involved in student guidance; namely, parents, the pedagogical and educational team, the school principal or head, guidance counsellors-psychologists, social workers, medical doctors, and educators. Some of these roles include psychologists-guidance counsellors and directors of Information and Guidance Centres (CIOs). Psychologists- guidance counsellors- and directors of information and guidance centres help learners develop a (re) project and provide technical advice to the educational team.
Recognition of prior learning
It is possible to set a contract duration that takes account of the apprentice’s skills acquired prior to training. Consequently, apprenticeship contracts leading to the same qualification may have different durations depending on apprentices’ profiles.
Circular of 25 April 2022 from the Ministry of National Education and Youth: https://www.education.gouv.fr/bo/22/Hebdo19/MENE2212608C.htm
The duration of the apprenticeship contract may be reduced following an assessment by the CFA of the apprentice’s initial skill level or skills acquired, for example, during a period of mobility abroad.
Article L6222-7-1 of the French Labour Code https://www.legifrance.gouv.fr/codes/article_lc/LEGIARTI000038951821#:~….
For more information on guidance and validation arrangements in the country, you may visit Cedefop’ inventory of lifelong guidance systems and practices and Cedefop’s information hub on validation of non-formal and informal learning.