Preamble
Work-study is a training system based on a practical phase and a theoretical phase. Work-study can take place under two forms of contract, namely the apprenticeship contract or the professionalization contract. So, between the apprenticeship contract and the professionalization contract, what should you choose?
1. A difference in the subject matter of the contract
The apprenticeship contract is part of initial training, which aims to obtain a state diploma or a professional title.
Conversely, the professionalization contract is part of continuing education with the aim of acquiring a recognized professional qualification.
2. An age difference
Apprenticeships are aimed at people aged 16 to 29 years old. However, it is possible to conclude an apprenticeship contract, beyond the age of 30, with the person recognized as a disabled worker, a high-level athlete or if the person has a project to create or take over a business requiring the diploma prepared.
The professionalization contract is aimed at:
- People aged 16 to 25 who wish to complete their initial training.
- Jobseekers aged 26 and over.
- Beneficiaries of the active solidarity income (RSA), the specific solidarity allowance (ASS), the allowance for disabled adults (AAH) and people who have benefited from a single integration contract (CUI).
3. A difference in the duration of the contract
- The apprenticeship contract can be concluded for a fixed period (CDD) or for an indefinite period (CDI).
The duration of the contract is equal to that of the training cycle preparing for the qualification that is the subject of the contract. It can be from 6 months to 3 years maximum. The maximum duration can be increased to 4 years when the apprentice is a disabled worker.
The start date of the apprenticeship may not be more than 3 months before or 3 months after the start of the training cycle followed by the apprentice.
The duration of the theoretical training may not be less than 25% of the overall duration of the contract.
- The professionalization contract can also be concluded for a fixed term (CDD) or for an indefinite period (CDI).
The duration of the contract is between 6 and 12 months. For some beneficiaries and preparing for certain diplomas, the duration can be extended up to 3 years.
The duration of the theoretical training represents between 15 and 25% of the duration of the contract but may not be less than 150 hours, unless there is a derogation from the branch agreement.
4. A difference in remuneration
The minimum remuneration of the apprentice is set according to the age and year of apprenticeship. It is set by the collective agreement, or failing that, by law depending on the minimum wage. The most favourable remuneration between the conventional minimum wage or the legal wage will be applied.
For contracts entered into on or after 1 January 2019:
|
Year of performance of the contract |
Apprentice under 18 years of age |
Apprentice from 18 to 20 years old |
Apprentice from 21 to 25 years old |
Apprentice 26 years and older |
|
1st year |
27% minimum wage |
43% minimum wage |
53% minimum wage |
100% minimum wage |
|
2nd year |
39% minimum wage |
51% minimum wage |
61% minimum wage |
100% minimum wage |
|
3rd year |
55% minimum wage |
67% minimum wage |
78% minimum wage |
100% minimum wage |
For professionalization contracts, the remuneration also varies according to the level of initial training and age.
|
Age |
Qualification below the baccalaureate |
Qualification equal to or higher than the baccalaureate level |
|
Under 21 years old |
55% of the minimum wage |
65% of the minimum wage |
|
21 to 25 years old |
70% of the minimum wage |
80% of the minimum wage |
|
26 years and older |
At least the minimum wage or 85% of the minimum wage under the collective agreement* |
At least the minimum wage or 85% of the minimum wage under the collective agreement* |
* Retain the higher amount.
5. Conclusion :
Currently, and if you have the possibility (in practice in most cases, the employer has no choice either because he does not meet the criteria of the contract, or because the school imposes a type of contract), the apprenticeship contract is to be preferred because overall it is less expensive than the professionalization contract and generally the cost of the training (cost of the school) is better covered by the OPCOs. In addition, the “trial period” is longer (45 days of presence in the company) under the apprenticeship contract than under the professionalization contract.
Please note that since April 30, 2024, professionalization contracts are no longer eligible for hiring aid between 2000 and 6000 euros.
Since April 24, 2025, the maximum amounts of assistance for hiring an apprentice have been modified. Please do not hesitate to contact us for any further information, or failing that, refer to the specific note concerning recruitment aid.
NB: under the apprenticeship contract, the employee benefits from an examination leave of 5 working days (this number of days may vary depending on the collective agreements), which does not exist under a professionalisation contract.
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This fact sheet contains summary information. Please contact us for advice tailored to your situation. We cannot be held responsible for misinterpretation.
Contact
Claire APPELGHEM
Hear of HR/Employment Law
Claire.appelghem@groupe-aplitec.com
01 40 40 38 38