The apprenticeship contract represents an exceptional opportunity for young people to train while gaining concrete professional experience. This work-study formula, which combines theoretical training in a training center and practical training in a company, attracts thousands of apprentices and employers every year. But how do you actually go about establishing this contract? What are the procedures to follow and the obligations to be respected?

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💡 What is an apprenticeship contract?

Definition and fundamental principles

The apprenticeship contract constitutes a special type of employment contract which unites three parties: the apprentice, the employer and the apprenticeship training center (CFA). It is a training system in alternation which allows a young person to acquire a recognized professional qualification while working in a company.

This diploma course generally extends over a period of 6 months to 3 years, depending on the level of qualification targeted. The apprentice divides his time between the company, where he puts his knowledge into practice, and the training center, where he takes the theoretical courses necessary to obtain his diploma.

The actors involved

The employer undertakes to provide the apprentice with practical and comprehensive training corresponding to the chosen profession. It must designate a Apprenticeship teacher, an experienced professional who will support the young person in their career. For his part, the apprentice undertakes to assiduously follow the courses given in CFA and to comply with the company's internal regulations.

The training center, for its part, provides general, technological and practical education. He maintains a close relationship with the company to adapt the training to changes in the profession and to the specific needs of the apprentice.

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😇 Who can sign an apprenticeship contract?

Age and status requirements for the apprentice

Apprenticeship is mainly aimed at young people aged 16 to 29. However, some derogations exist. A 15-year-old can enter into an apprenticeship contract if he has completed the third grade. Conversely, the age limit can be extended to 34 for people preparing a higher degree than the one already obtained, or no age limit for disabled workers and entrepreneurs.

Foreign nationals can also access apprenticeships, subject to obtaining the necessary work permits. For foreign minors, a specific work permit must be requested from the departmental labor department.

Eligibility criteria for the employer

Practically All businesses can hire an apprentice : artisans, traders, industrialists, farmers, farmers, liberal professions, associations, and even the public sector under certain conditions. The employer simply has to ensure that it can offer comprehensive training corresponding to the diploma prepared and designate a competent apprenticeship teacher.

The apprentice teacher must have at least a diploma equivalent to that prepared by the apprentice, with two years of professional experience, or justify three years of professional experience in the profession. An employee can supervise a maximum of two apprentices simultaneously.

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✔ The essential steps to establish an apprenticeship contract

Step One: Research and Choice

First of all, the apprentice must identify the training that interests him and find an apprenticeship training center that provides it. At the same time, he must look for a host company in the corresponding sector of activity. This double search can be tricky because it requires a synchronization between the training offer and the job opportunities.

Consular chambers (CCI, chambers of trades, chambers of agriculture) are excellent points of information. They keep records of businesses likely to welcome apprentices and know the local specificities of the apprenticeship market.

Second step: Preparing the file

Once an agreement has been reached between the parties, it is necessary to bring together all the required documents. The apprenticeship contract uses an official form (CERFA No. 10103*09) which must be completed accurately. This standardized document guarantees that all mandatory information is present.

The employer must provide several items: his identifying information (SIRET, applicable collective agreement), the description of the position and the missions assigned to the apprentice, as well as the contact details of the apprenticeship supervisor. The apprentice, for his part, must present his identity documents, diplomas and possibly a medical certificate of aptitude.

Step 3: Signing and registering

The contract must be signed by the employer and the apprentice (or his legal representative if he is a minor) before the start of the apprenticeship or at the latest within 5 days following it. The CFA also affords its signature to attest to the apprentice's registration.

Registration is now done directly with the skills operator (OPCO) to which the company falls, within 5 working days after the start of the execution of the contract. This process, which is free, can often be carried out online via the dedicated platforms of OPCOs.

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🤔 How to fill out the apprenticeship contract correctly

Employer section: Essential information

The employer part of the form requires special attention. It is necessary to indicate the full company name, the address of the head office, the SIRET number, the APE code and the number of employees of the company. This information determines in particular the competent OPCO and the grants to which the company is eligible.

The applicable collective agreement must be mentioned precisely because it affects the working conditions and remuneration of the apprentice. If the company applies several agreements according to its activities, the one corresponding to the apprentice's position should be indicated.

👉 Practical example : A bakery and pastry shop located in Lyon employs 8 employees. It must indicate “Boulangerie-Pâtisserie Dupont”, its full address, its SIRET number, the APE code 1071C (Boulangerie et Boulangerie-Pâtisserie), and the collective agreement of the bakery and pastry shop.

Apprentice section: Personal data and project

The apprentice must provide his complete marital status information, his address of residence, and specify whether he is recognized as a disabled worker. The initial level of training and the diplomas already obtained are also required because they influence the duration of the contract and the level of remuneration.

The mention of the diploma prepared must be accurate and correspond to the CFA training offer. An error at this level can cause complications during registration or compromise the financing of the training.

Training section: Technical details

This part details the methods of the training: name and address of the CFA, diploma prepared, duration of the training, distribution of time between company and training center. It is also necessary to indicate the start and end dates of the contract, which may differ slightly from the training dates depending on the school calendars.

The name of the apprenticeship teacher is of paramount importance.. His name, first name, title, qualification and professional experience must be mentioned. This person assumes pedagogical responsibility and must be in a position to provide support for the apprenticeship.

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🗂️ Mandatory documents to be provided

Employer supporting documents

The employer must prepare a file including the Kbis extract for commercial companies or the D1 extract for artisans, attesting to the legal existence of the company. The professional liability insurance certificate guarantees coverage of risks related to the activity.

If the company employs apprentices for the first time, it may be required to provide additional supporting documents concerning its reception and training capacities. Some sectors of activity require specific approvals, such as in the field of safety or health.

Documents required for the apprentice

The apprentice must present a copy of his identity document (national identity card, passport or valid residence permit for foreigners). Copies of the diplomas obtained make it possible to determine the level of entry into training and possible exemptions from subjects.

A medical certificate of aptitude may be required, especially for jobs presenting specific risks or requiring particular skills. In some cases, a prior medical visit to the occupational health authority is required, especially for apprentice minors working on dangerous machines.

Concrete example: Thomas, 17, wants to become a car mechanic. He must provide his identity card, his high school diploma, and pass a medical examination because he will be required to handle chemical products and equipment presenting risks.

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💻 The OPCO registration procedure

Identification of the competent OPCO

Each company reports to a skilled operator determined according to its sector of activity. This identification is generally based on the company's NAF/APE code. OPCOs have replaced the former approved joint collecting organizations (OPCAs) and now centralize the registration of apprenticeship contracts.

The main OPCOs include AFDAS for culture and media, AKTO for services, AKTO for services, ATLAS for financial and consulting services, CONSTRUCTYS for construction, OCAPIAT for agriculture and food, OPCO 2i for industry, or even OPCO Mobilities for transport.

Filing process and deadlines

The deposit is made within 5 working days following the start of contract execution. This process can often be carried out by dematerialized via the online portals of OPCOs. The complete file includes the contract signed by all parties and the required supporting documents.

The OPCO then has 20 days to review the file. In the absence of a response within this period, the contract is deemed to be registered. If documents are missing or if corrections are necessary, the OPCO notifies the points to be corrected and suspends the investigation until the additional elements are received.

Cases of refusal and possible remedies

The OPCO can refuse registration for several reasons : non-conformity of the contract, missing supporting documents, ineligibility of one of the parties, or inadequacy between the training and the activity of the company. In this case, the employer and the apprentice have recourse.

It is possible to regularize the file by making the requested corrections, or to contest the decision with the OPCO and then, in the event of failure, before the administrative court. Fortunately, these situations remain exceptional when the file has been properly prepared.

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🔗 Read also: The cost of an apprentice for the employer in 2025: All you need to know

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Stakeholders' obligations

Employer commitments

The employer has several essential responsibilities. It must provide the apprentice with comprehensive practical training corresponding to the chosen profession and the diploma prepared. This obligation implies entrusting the apprentice with progressive and varied tasks, allowing the acquisition of all the skills in the training framework.

La Appointment of an apprenticeship teacher Competent is a key part of the system. This person must support the apprentice on a daily basis, assess his progress and maintain the link with the training center. The employer must also allow the apprentice to take courses at the CFA and respect the distribution of working time provided for in the contract.

La Apprentice remuneration, calculated as a percentage of the SMIC according to age and level of training, must be paid regularly. Working conditions must comply with the regulations applicable to young workers, with specific arrangements for minor apprentices.

Apprentice duties

The apprentice undertakes to follow up with assiduity the training provided in companies and at the CFA. He must respect the company's internal regulations and comply with the instructions of his apprenticeship teacher. Attendance in theoretical courses determines the validation of the diploma and the smooth running of the course.

The apprentice must keep a liaison notebook or a apprenticeship booklet, a communication tool between the company and the training center. This document outlines the activities carried out, the skills acquired and the difficulties that may have been encountered.

Respecting the confidentiality and security rules of the company is a matter of course. The apprentice, although in training, remains a fully-fledged employee with the rights and obligations that this implies.

Role of the training center

The CFA provides general education, technological and practical skills required to obtain the degree. It adapts its teaching methods to the specificities of learning and maintains a close link with partner companies.

The individualized follow-up of each apprentice is a fundamental mission. Trainers regularly assess progress, identify difficulties and offer support solutions. They also participate in the assessment of skills acquired in business.

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🤭 Practical advice for a successful apprenticeship contract

Prepare the signature effectively

Before signing, take the time to fully understand all aspects of the contract. Verify that the duration of the training corresponds to the diploma in question and that the missions given in a company will allow you to acquire all the required skills. Do not hesitate to ask questions about the organization of work, the prospects for development and the methods of evaluation.

One company visit before signing allows you to better understand the work environment and to meet the team. This approach facilitates integration and avoids unpleasant surprises. Likewise, detailed information on the methods of training at the CFA helps to better organize one's career path.

Avoid common mistakes

Several pitfalls can compromise the success of an apprenticeship contract. The most common error concerns the mismatch between the expectations of the apprentice and the reality of the position. It is essential to clearly define the missions and to ensure that they correspond to the level of training and the objectives of the degree.

Neglect in choosing the apprenticeship teacher can also be a problem. This person plays a decisive role in the success of the course. She must not only have the required technical skills, but also have the desire and the availability to support a young person in training.

Attention should also be paid to questions of transport and accommodation, especially for apprentice minors. The distance between home, business and training center can generate logistical and financial difficulties that should be anticipated.

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🌟 Conclusion

The apprenticeship contract represents an excellent way to acquire a professional qualification while discovering the world of work in practice. Its implementation requires careful preparation and coordination between all the actors involved.

The success of this approach is based on the quality of the preparation, the accuracy of the filling of the documents and the respect of the registration procedures. By following the steps described and avoiding common mistakes, apprentices and employers maximize their chances of having a rewarding and formative experience.

Apprenticeship continues to evolve to adapt to the needs of the labour market and the aspirations of young people. Recent reforms have simplified administrative procedures and expanded access opportunities. This positive dynamic confirms the attractiveness of this training formula, which benefits everyone: apprentices acquire a recognized qualification and professional experience, companies train their future employees according to their specific needs, and the economy as a whole benefits from the injection of new skills adapted to the realities of the field.

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