Work-study
At BESIGN, the program follows a rhythm adapted to the needs of company projects: one week in training followed by three weeks in the company. This provisional annual calendar is shared with the employer in advance to help teams organize.
In accordance with the legal framework, time spent at the training center counts as effective working time and is paid at the same rate as periods in the company. Finally, to adapt to recruitment schedules, the apprenticeship contract may begin no earlier than three months before the start of the academic year and no later than two months after.
The apprenticeship terms
The apprenticeship contract is an employment contract concluded between an employer and an apprentice (or their legal representative for a minor). It combines general, professional, and technological teaching at a CFA with hands-on professional practice in a company.
Eligibility conditions
- Legal age: from 16 to 29 years old at the start of the contract.
- Age-limit exemptions: people recognized as disabled workers (RQTH), business creators or buyers whose project depends on obtaining the diploma, and high-level athletes.
- Diplomas prepared: any professional certification registered with the RNCP, from level 3 (CAP) to level 7 (Master’s degree, engineering diploma).
Contract terms and execution
- Duration: from six months to three years depending on the targeted certification (extendable to four years for people with disabilities).
- Trial period: limited to the first 45 days of actual presence in the company (days spent at the CFA are excluded from the count). During this period, the employer or apprentice may terminate the contract without reason or notice (Article L6222-18 of the French Labour Code).
- Termination after 45 days: possible only by written mutual agreement, by decision of the labour court (serious misconduct, unfitness confirmed by occupational medicine), or by resignation of the apprentice after mandatory referral to an apprenticeship mediator.
Working time and paid leave
- Weekly duration: 35 hours (training time included, counted as effective working time).
- Specific rules for minors: it is forbidden to exceed 8 hours per day and 35 hours per week, with two consecutive weekly rest days and a ban on night work (except for strict regulatory exemptions in certain sectors).
- Paid leave: five weeks per year, under the same conditions as all employees.
- Exam leave: five paid working days granted in the month preceding the exams for revision (Article L6222-35).
Compensation and financial framework
Basic pay is set according to age and progression through the training cycle as a percentage of the French minimum wage (or the applicable collective minimum wage if more favorable).
To consult the up-to-date official salary scale and use the legal simulator, see the official page on Service-Public.fr — Apprenticeship contract compensation.
Social security and tax framework
- For the apprentice: exemption from employee social contributions up to 79% of the French minimum wage (the portion above this remains subject to contributions, CSG and CRDS). Income tax exemption up to the annual minimum wage amount.
- For the company: application of the general reduction in employer contributions.
Training fees and coverage
Educational fees are covered according to the funding level validated by your assigned OPCO. However, depending on the applicable scales, a possible remaining balance may be borne by the host company (the training remains strictly free for the student).
In accordance with regulations applicable to level 6 and 7 certifications (Bac+3 to Bac+5), a flat-rate contribution of €750 per contract is due by the host company. Billed directly by the training center, this mandatory contribution applies even when the OPCO covers 100% of the costs, to reflect the joint commitment of the employer and training organization to the apprentice’s success.
Financial hiring support for companies
To support the recruitment of work-study students, companies may receive financial hiring support for the first year of the apprenticeship contract.
- Awarding and payment: the support is managed and paid monthly by the French Services and Payment Agency (ASP) once the contract has been validated by the OPCO and the nominative social declaration (DSN) has been submitted.
- Conditions and amounts: the amount and eligibility depend on the size of the company (fewer than 250 employees or 250 employees and above) and the level of diploma prepared, according to the regulatory scale set by decree.
- Support for disabled workers: additional specific support may be requested from Agefiph for hiring an apprentice recognized as a disabled worker (RQTH).
To check the current scales and the precise eligibility conditions for your organization, consult the official page on Service-Public.fr — Support for hiring an apprentice.
Supervision: the apprenticeship mentor
The employer is required to appoint an apprenticeship mentor (employee or manager).
- Mandatory skills criteria:
- Hold a diploma equivalent to the one being prepared and have at least one year of professional experience in the field.
- OR have at least two years of professional experience related to the targeted qualification.
- Supervision limit: maximum two apprentices per mentor (+ one repeating apprentice).
Step-by-step contracting process
Educational validation and calendar
The CFA, the company, and the student validate the educational program, assigned missions, and work-study schedule. The CFA issues the training agreement for signature by the company and the CFA.
Signing the
apprenticeship contract
The employer and the apprentice (or their representatives) sign the official Cerfa No. 10103 contract detailing the status, apprenticeship mentor, salary, and dates.
Pre-employment declaration (DPAE)
The company submits the DPAE to URSSAF no earlier than 8 days before and no later than before the apprentice actually starts work.
File submission to the OPCO
The employer submits the signed contract and training agreement to its assigned OPCO no later than 5 working days after the contract start date. The company may authorize the CFA to manage the process.
Ministerial review and registration
The OPCO checks legal compliance, validates financial coverage of tuition fees, and sends the contract to the French Ministry of Labour (DGEFP). Once funding approval is received, hiring support is automatically triggered for eligible companies.
Ministerial review and registration
The employer schedules the medical examination within 2 months of hiring (before the start of work for a minor or a high-risk position).
Apprentice monitoring and educational coordination
Setting up the apprenticeship logbook
Opening of the follow-up logbook (paper or digital), shared between the apprenticeship mentor, academic tutor and apprentice to record acquired skills and completed activities (Article L6223-4).
Follow-up visits and three-party reviews
Meetings (in the company or by videoconference) between the CFA tutor, apprenticeship mentor and apprentice to adjust objectives, measure progress and verify compliance with the diploma reference framework.
Formal evaluations and company grades
The assessment of the apprentice’s professional skills is organized around three key moments entrusted to the apprenticeship mentor:
- November & February – Tutor follow-up sheets (not graded): two progress reviews focused mainly on professional posture, integration into the team, and the apprentice’s behavioral development.
- June – Final tutor assessment (graded): a complete year-end review assessing all completed missions. The final grade is calculated based on a weighting between technical skills, behavioral skills, and skills related to the RNCP 34473 framework.
Final review and cycle closure
Preparation of presentations and professional theses, completion of diploma exams and formalization of a possible job offer (fixed-term or permanent contract) or delivery of the end-of-contract certificate.
Funding, aid and benefits for apprentices
Choosing work-study means benefiting from paid professional immersion while having tuition fees fully covered. As an apprentice, you combine employee status with student benefits, as well as a range of dedicated financial support to help with daily life.
- 100% coverage of tuition fees: the program is fully funded by the company’s OPCO or the CNFPT (public sector). No financial contribution may be requested from the apprentice (Art. L. 6211-1 of the French Labour Code).
- Regulated and progressive salary: monthly compensation set by law as a percentage of the French minimum wage (or the sector’s collective minimum wage), according to age and year of contract. The legal pay scale is available on Apprenticeship contract | Service Public
- Activity bonus (CAF / MSA): monthly income supplement for apprentices aged 18 and over whose net pay exceeds 78% of the French minimum wage (at least €1,144.21 net/month).
- Mobili-Jeune support (Action Logement): monthly grant from €10 to €100 (up to €1,100/year) covering part of rent or residence fees, available to work-study students under 30.
- CFA accommodation allowance (OPCO coverage): flat-rate reimbursement by the OPCO (generally €6 per night) to cover boarding or hotel costs during course weeks at a distant CFA.
- Employer coverage (minimum 50%): mandatory reimbursement by the company of at least half the cost of public transport or self-service bicycle subscriptions for home-work travel (Art. L. 3261-2 of the French Labour Code).
- First professional equipment support (OPCO): financial coverage (up to €500 depending on professional sectors) paid through the CFA for the purchase of educational materials, technical tools, or computer equipment needed for training.
- Additional exam leave: 5 paid working days granted to prepare final exams, which must be taken in the month preceding the exams (Art. L. 6222-35 of the French Labour Code).
- Paid leave: 5 weeks of paid leave per year (2.5 working days per month worked), under the same conditions as permanent employees.
Adapted apprenticeship and disability
- Removal of the age limit: the possibility to sign an apprenticeship contract beyond age 29 for anyone recognized as a disabled worker (RQTH).
- Agefiph hiring and integration support (private sector): direct financial support of up to €3,000 for an apprentice with a disability, for technical aids or adapted travel.
- FIPHFP support (public sector): tailored funding for workstation adaptations, prostheses, and adapted transport for apprentices in the public service.
- CFA supplement (France Compétences): coverage of up to €4,000/year paid to the training center to adapt the educational pathway to disability-related constraints.