Apprenticeship contract 2026: real employer cost, hiring aid and payroll

The employer cost of an apprentice in 2026 rests on three levers: pay of 27% to 100% of SMIC by age and contract year, a hiring aid of €750 to €5,000 (€6,000 if disabled) paid over the first year, and exemption of employee contributions up to 50% of SMIC. The OPCO funds CFA training.

Updated 18 July 2026: SMIC as of 1 June 2026, decree no. 2026-168 of 6 March 2026.

In brief. In 2026, the apprentice's minimum wage ranges from 27% of SMIC (16-17-year-old apprentice, year 1) to 100% of SMIC or the collective agreement minimum. The hiring aid, reformed by decree no. 2026-168 of 6 March 2026, ranges from €750 to €5,000 depending on company size and qualification level (€6,000 if the apprentice has a disability), paid monthly during the first year. OPCO finances CFA training costs. Since 1 March 2025, the apprentice's employee contributions and CSG-CRDS are exempt up to 50% of SMIC; above that, they apply at standard rates. On the employer side there is no longer a specific exemption: standard contributions eased by the single degressive general reduction (RGDU).

Apprenticeship is gaining traction among SME leaders. Three factors drive this: hiring aid, contribution reductions and contract flexibility over three years. Unlike a standard permanent contract, apprenticeship combines practical and theoretical training, making it a powerful tool for skill transfer and low-risk recruitment.

Representative example: a craft workshop wants to know whether apprenticeship is financially more attractive than standard hiring. The answer depends on several parameters, because the calculation is never the same depending on the apprentice's age, applicable collective agreement and sector. The cost gap comes from combining reduced pay, the general contribution reduction and the hiring aid.

The law sets a legal minimum by age and year of contract. This floor can be raised by the applicable collective agreement, which often sets a higher real wage.

*For ages 21-25, the apprentice receives the more favorable amount between the percentage of SMIC and the applicable collective agreement minimum wage for the role.

Critical note. The SMIC applied is the rate on the date of salary payment. Since 1 June 2026, gross SMIC is €12.31 per hour, equivalent to €1,867.02 gross monthly on 35 hours (compared to €12.02/hour on 1 January 2026). Use this rate for any contract starting after 1 June.

2026 minimum salary examples#

Using June 2026 SMIC at €1,867.02 gross:

• 17-year-old apprentice, year 1: 27% × €1,867.02 = €504.10 gross monthly
• 19-year-old apprentice, year 1: 43% × €1,867.02 = €802.82 gross monthly
• 23-year-old apprentice, year 2: 61% × €1,867.02 = €1,138.88 gross monthly (or collective agreement minimum if higher)
• 28-year-old apprentice: 100% × €1,867.02 = €1,867.02 gross monthly

Decree no. 2026-168 of 6 March 2026 reformed the aid for employers of apprentices. For contracts signed from 8 March 2026 and starting before 1 January 2027, the aid now covers all qualification levels up to master's (level 7), with an amount modulated by company size and the level prepared. It is paid for the first year of the contract.

Payment. The aid is paid automatically each month by the French payment agency (ASP) during the first year of the contract only. It is triggered by filing the apprenticeship contract with the OPCO and declaring the apprentice in the DSN (not the DPAE): the OPCO forwards to the State services, then to the ASP, which pays the aid each month, before the salary is paid. For €5,000 aid, this represents approximately €417 per month over 12 months.

Conditions. Aid continues if the contract remains active and the apprentice meets conditions (CFA attendance, training progress). Early contract termination before year 1 ends proportionally reduces the aid.

The fundamental advantage of apprenticeship lies in massive contribution exemptions that drastically reduce employer cost.

For the employer (employer contributions)#

Since 1 January 2019 (regime harmonised on 1 March 2025), there is no longer an apprentice-specific employer exemption. The employer applies standard employer contributions and benefits from the single degressive general reduction (RGDU, formerly the Fillon reduction), calculated on a degressive basis over total pay. On the low wages of apprentices this reduction neutralises a large share of contributions, but it is not a flat, total exemption.

For the apprentice (employee contributions)#

The regime depends on contract conclusion date.

Contracts concluded from 1 March 2025 onwards (most 2026 cases):

• Exemption of employee contributions and CSG-CRDS up to 50% of SMIC (€933.51 gross monthly as of June 2026)
• For salary above 50% of SMIC, standard employee contributions and CSG-CRDS apply at normal rates

Contracts concluded before 1 March 2025 (end of life gradual):

• Broader exemption; verify your specific effective date

Example: 21-year-old apprentice, year 2 (61% of SMIC = €1,138.88 gross):

• Portion up to €933.51: exempt from employee contributions and CSG-CRDS
• Portion from €933.51 to €1,138.88 (€205.37): subject to employee contributions and CSG-CRDS at standard rates

The table below summarises who bears which contributions, before and after the 1 March 2025 reform (the 50% of SMIC threshold equals €933.51 gross monthly since 1 June 2026).

The OPCO (competencies operator) does not pay the apprentice but finances CFA (training centre) costs via a mechanism called NPEC (funding level).

How it works#

The OPCO sets a funding level (per hour or annual lump sum) based on the occupation branch and diploma. This amount covers trainer salaries, facilities and CFA equipment. The employer typically pays nothing: OPCO pays the CFA directly.

What to verify#

• Filing the contract with the OPCO: the employer sends the contract within 5 business days of the start of the contract's execution (not 20 days after signature); the OPCO then has 20 days from receipt of the complete file to rule on funding, and silence beyond that deadline means implicit refusal
• Funding rate: contact your OPCO for the exact amount applicable to your sector and diploma
• Residual cost: some sectors (hospitality, luxury) may require employer contribution; confirm with OPCO

Over a 3-year contract, OPCO funding often reaches several tens of thousands of euros, depending on the funding level (NPEC) set by France compétences for the branch and the diploma.

Payslips#

The apprentice payslip includes the same mandatory items as a standard employee. Pay special attention to two points:

1. Exemption identification: payroll software must correctly calculate the exempt fraction (≤ 50% SMIC) and the subject-to-contribution fraction
2. Apprenticeship contract mention: mandatory on payslip and DSN to justify exemptions

DSN (nominal social declaration)#

Since 1 March 2025, apprentices are declared in DSN using specific personnel codes (CTP):

• CTP 726 (or 727 in Alsace-Moselle): exempt portion of remuneration (≤ 50% SMIC)
• CTP 518 (or 520 in Alsace-Moselle): portion subject to contributions (> 50% SMIC)

Your payroll software or firm handles this split automatically. Retain calculation records to justify the exemption in case of audit.

The apprentice benefits from income tax exemption on the portion of annual salary not exceeding the annual SMIC in force. For 2026, this threshold is approximately €21,800-€22,400 depending on the exact revaluation.

Only excess income is reportable. An apprentice earning €25,000 annually declares only (€25,000 - €22,400) = ~€2,600.

Contract termination before year 1 ends#

Hiring aid stops proportionally. Early termination at month 3 of 12 reduces the aid accordingly.

Apprentice reaching a higher age during contract#

The wage grid changes the first day of the month following their birthday. Example: 20-year-old becoming 21 on 15 June; the SMIC percentage adjusts on 1 July. Regularize the birth month payslip.

Wage raised by collective agreement#

If your collective agreement mandates 50% SMIC minimum instead of 43%, you pay the contractual amount and apply exemptions on this actual base (not the legal SMIC).

Identify the right OPCO#

The competent OPCO depends on the employer's professional branch, not on the CFA. Before signing, identify your OPCO: it sets the funding level (NPEC) and finances the training. If unsure about your branch, your accountant or the applicable collective agreement will help determine it.

In our work with SMEs in craft and construction sectors, we observe persistent confusion between real cost and minimum wage. Many employers wrongly believe apprentices cost very little because the wage is low; they overlook that total cost includes training fees and CFA absences. Conversely, others apply full rates without requesting hiring aid, forfeiting €5,000.

Our recommendation: calculate the 3-year total cost (gross wage + residual employer contributions + any costs not covered by the OPCO) and deduct the hiring aid. To automate this estimate, use our employer cost calculator. You will see apprenticeship remains attractive even with increased collective agreement wages.

Hayot Expertise advice. Before signing an apprenticeship contract, two essential checks: (1) the OPCO funding rate for your sector and diploma, as it varies greatly and justifies training cost; (2) the exact hiring-aid amount for your case, now modulated by company size and the qualification level prepared (up to master's). Also ask your OPCO whether the contract unlocks additional training credits or supplementary aids by sector. We support you in payroll setup and DSN filing to avoid later audits.