In short:
- The apprenticeship contract (contrat d’apprentissage) leads to a diploma or title (initial education). The professionalisation contract (contrat de professionnalisation) aims at a professional qualification (continuing education).
- Apprenticeship is in principle for people aged 16 to 29. Professionalisation is for people aged 16 to 25, jobseekers aged 26 and over and, with no age condition, recipients of RSA, ASS or AAH benefits.
- Training makes up at least 25% of an apprenticeship contract, compared with 15% to 25% (and at least 150 hours) for professionalisation.
- Minimum pay ranges from 27% to 100% of the minimum wage (Smic) for apprentices and from 55% to 100% of the Smic under professionalisation.
Apprenticeship or professionalisation: the comparison table
Both contracts combine practical training in the company with theoretical training. The table draws on the Entreprendre.Service-Public comparison guide checked on 25 February 2026, supplemented by the detailed guide for each contract.
| Criterion | Apprenticeship contract | Professionalisation contract |
|---|---|---|
| Purpose | Initial education: diploma or vocational title | Continuing education: professional qualification |
| Type of contract | Fixed-length contract or permanent contract | Fixed-term or permanent contract |
| Length | 6 months to 3 years, up to 4 years for a disabled worker or a top-level athlete | Professionalisation period of 6 to 12 months, up to 36 months in some cases |
| Age | 16 to 29, 15 after finishing lower secondary school, up to 35 or no limit in some cases | 16 to 25, 26 and over for jobseekers, no limit for some groups |
| Share of training | At least 25% of the contract length | At least 150 hours, between 15% and 25% of the contract length |
| Minimum pay | 27% to 100% of the Smic depending on age and year, or the collective agreement minimum if higher | 55% to 100% of the Smic depending on age and education, or 85% of the collective agreement minimum |
| Supervision | Apprenticeship supervisor (maître d’apprentissage) | Tutor |
| Form | Cerfa no. 10103 | Cerfa no. 12434 |
| Housing aid | Mobili-jeune aid, under conditions, for people under 30 | Mobili-jeune aid, under conditions, for people under 30 |
Apprenticeship or professionalisation contract: a different purpose
The first difference between an apprenticeship or professionalisation contract lies in the purpose of the training.
The apprenticeship contract is part of initial education. The apprentice prepares a diploma or a vocational title registered in the national directory of professional certifications (RNCP).
The professionalisation contract is part of continuing education. It aims at a professional qualification and is aimed in particular at jobseekers aged 26 and over and at some recipients of minimum social benefits.
Who can sign each contract?
The apprenticeship contract
The apprentice is in principle aged 16 to 29 (30 years minus 1 day). A 15-year-old can also sign after finishing the final year of lower secondary school (3e).
The maximum age rises to 35 (36 years minus 1 day) in two cases:
- the apprentice signs a new contract to reach a higher-level diploma than the one already obtained;
- the previous contract was ended for reasons beyond their control or for physical unfitness, provided no more than 1 year has passed between the two contracts.
There is no age limit for a disabled worker, a top-level athlete, a person creating or taking over a business that requires a diploma, or an apprentice who did not obtain their diploma (extension of 1 year at most).
The professionalisation contract
The professionalisation contract is for young people aged 16 to 25 who want to complete their initial education, and for jobseekers aged 26 and over. It is open with no age condition to recipients of the RSA (earned income supplement), the ASS (specific solidarity allowance) or the AAH (disabled adult allowance), and to people leaving a single integration contract (CUI).
Contract length and share of training
| Point | Apprenticeship | Professionalisation |
|---|---|---|
| Fixed-term or fixed-length contract | 6 months to 3 years, equal to the length of the training cycle | Minimum length of 6 to 12 months, up to 36 months in some situations |
| Permanent contract | Starts with an apprenticeship period | The professionalisation period is at the start of the contract |
| Training | At least 25% of the total length | At least 150 hours, between 15% and 25% of the total length |
For apprenticeships, the length can be adapted to the apprentice’s level. The official guide gives the example of an apprentice whose course goes from 1 year to 1 year and 6 months: for the last 6 months, they are paid as in the first year. If the apprentice fails the exam, training and apprenticeship can be extended by 1 year at most.
Under professionalisation, the training is free for the employee. An industry-level agreement can raise the share of training above 25% for certain groups, for example jobseekers aged 26 and over registered for more than 1 year.
How much is a work-study employee paid?
Under an apprenticeship contract
An apprentice’s minimum pay depends on age and year of training. The percentages below come from the guide checked on 8 September 2026.
| Year | 16 to 17 | 18 to 20 | 21 to 25 | 26 and over |
|---|---|---|---|---|
| 1st year | 27% of the Smic | 43% of the Smic | 53% of the Smic or of the agreement minimum | 100% of the Smic or agreement minimum |
| 2nd year | 39% of the Smic | 51% of the Smic | 61% of the Smic or of the agreement minimum | 100% of the Smic or agreement minimum |
| 3rd year | 55% of the Smic | 67% of the Smic | 78% of the Smic or of the agreement minimum | 100% of the Smic or agreement minimum |
From the age of 21, the pay used is the higher of the percentage of the Smic and the same percentage of the collective agreement minimum wage for the job held.
Under a professionalisation contract
Minimum pay depends on age and level of education. The percentages come from the guide checked on 22 July 2026.
| Age | Minimum pay | With a vocational baccalaureate or a diploma of the same level |
|---|---|---|
| Under 21 | 55% of the Smic | 65% of the Smic |
| 21 to 25 | 70% of the Smic | 80% of the Smic |
| 26 and over | Smic, to be compared with 85% of the agreement minimum | Smic, to be compared with 85% of the agreement minimum |
Turning 21 during the contract increases pay from the 1st day of the month after the birthday. Turning 26 does not increase it.
Both scales are expressed as percentages: the amount in euros follows each increase in the Smic. Service-Public offers a simulator of the minimum pay of a work-study employee.
Hiring aid
The comparison guide states that hiring aid exists for both contracts. For apprenticeships, the dedicated guide, checked on 22 July 2026, distinguishes the single aid and the exceptional aid.
- Conditions: amounts depend on the date the contract is signed, the size of the company and the level of the diploma prepared, up to master’s level (level 7).
- Exceptional aid: it applies to apprenticeship contracts signed from 8 March 2026 and starting before 1 January 2027.
- Example for a contract signed since 8 March 2026, in a company with fewer than 250 employees: €5,000 as single aid for a diploma up to baccalaureate level, €4,500 as exceptional aid for a diploma at two-years-after-baccalaureate level.
- Companies with 250 employees or more: the exceptional aid is subject to work-study recruitment targets, checked on 31 December 2027.
- Apprentice with a disability: for these same contracts, the aid reaches €6,000 at most, whatever the size of the company.
Since 1 July 2025, the employer must also contribute to funding the training of some apprentices, according to the guide on the apprenticeship contract. Service-Public offers a simulator that compares the annual salary cost of a work-study employee under each contract.
Supervision and ending the contract
Apprenticeship supervisor and tutor
For apprenticeships, the apprenticeship supervisor is an employee of the company, a volunteer and an adult, or the employer. They need 1 year of professional practice if they hold a diploma in the same field, otherwise 2 years. They can supervise at most 2 apprentices and 1 apprentice repeating a year.
For professionalisation, the employer chooses a tutor from among the company’s qualified employees and gives them the time needed for this role.
What the contract contains
The professionalisation contract names the tutor and states the type of contract (fixed-term or permanent), the job held, working hours, pay and the professionalisation actions planned. A detailed description of the training and of the training body is attached to it.
The apprenticeship contract states in particular the diploma or title prepared, the pay due for each year and the identity of the apprenticeship supervisor. No financial contribution can be asked of the apprentice or their legal representative when the contract is signed, filed or ended.
Trial period and ending the contract
- Apprenticeship: during the first 45 days of practical training in the company, consecutive or not, the employer or the apprentice can end the contract in writing. After that, it can only be ended in specific cases, including mutual agreement.
- Professionalisation: the contract can include a trial period and cannot contain a training repayment clause (dédit-formation). When the fixed-term contract continues as a permanent contract, no trial period can be imposed.
The general rules on trial periods are covered in the article on the trial period for a permanent contract.
Which contract for which situation?
- A young person aged 16 to 25 who wants a diploma: the apprenticeship contract is designed for this, with at least 25% training.
- A jobseeker aged 26 or over: the professionalisation contract is open to them, while apprenticeship is only open up to 29, with exceptions.
- A recipient of RSA, ASS or AAH: professionalisation is open with no age condition.
- A company looking for a short, targeted qualification: professionalisation allows a period of 6 to 12 months.
- A company watching costs: apprenticeship aid and pay scales matter. The official simulator helps compare before choosing.
Work-study fits into the company’s training policy, alongside the personal training account (CPF) and the career path review. Work-study employees also receive the same benefits as other employees: the official guide on meal vouchers expressly lists apprentices among the beneficiaries.
Frequently asked questions
What is the difference between an apprenticeship and a professionalisation contract in France?
The apprenticeship contract (contrat d’apprentissage) is part of initial education and leads to a diploma or a vocational title. The professionalisation contract (contrat de professionnalisation) is part of continuing education and aims at a professional qualification. They also differ in the age of the beneficiary, length, share of training and minimum pay.
Up to what age can you sign an apprenticeship contract in France?
In principle up to the age of 29 (30 years minus 1 day). The maximum age can be raised to 35 in some cases, for example to prepare a higher-level diploma. There is no age limit for a disabled worker, a top-level athlete or a person creating or taking over a business that requires a diploma.
Which contract pays more, apprenticeship or professionalisation?
Minimum pay under a professionalisation contract starts at 55% of the minimum wage (Smic), compared with 27% of the Smic for a 16 to 17-year-old apprentice in the first year. From the age of 26, both contracts provide at least the Smic or a minimum set by collective agreement. Actual pay depends on age, level of education, year of the contract and the collective agreement.
Does hiring aid apply to both contracts?
According to the Service-Public comparison guide, hiring aid exists for both contracts. For apprenticeships, the single aid and the exceptional aid depend on the contract date, the size of the company and the level of the diploma prepared. The exceptional aid applies to contracts signed from 8 March 2026 and starting before 1 January 2027.
Sources
- Entreprendre.Service-Public, Contrat d’apprentissage et de professionnalisation : quelles différences ?, guide checked on 25 February 2026, consulted on 17 October 2026.
- Entreprendre.Service-Public, Contrat d’apprentissage, guide checked on 8 September 2026, consulted on 17 October 2026.
- Entreprendre.Service-Public, Contrat de professionnalisation, guide checked on 22 July 2026, consulted on 17 October 2026.
- Entreprendre.Service-Public, Aides à l’embauche en contrat d’apprentissage, guide checked on 22 July 2026, consulted on 17 October 2026.