"Anyway, when you're an apprentice, you can't go abroad." Thousands of apprentices hear this sentence every year — from a classmate, sometimes from a poorly informed trainer. It has been false since 2018.
In short: an apprentice can carry out part of their contract abroad, either in a company or in a training centre, for a period ranging from a few days to a full year. The French law of 5 September 2018 on the freedom to choose one's professional future created a simple mechanism: beyond 4 weeks, the French apprenticeship contract is "put on hold" (articles L. 6222-42 and L. 6222-44 of the French Labour Code). The host company abroad then becomes solely responsible for working conditions, health and safety; the French employer suspends salary payments and the corresponding social contributions. Below 4 weeks, the contract continues as normal: the apprentice is still paid by their French employer. Funding comes mainly from Erasmus+ (grants managed by the Erasmus+ France / Éducation Formation agency), topped up by regional grants, the OPCO (skills operator) and sometimes the company itself. A standard agreement (decree of 22 January 2020) must be signed by the apprentice, the employer, the training centre and the host organisations. Allow 4 to 6 months of preparation: for a departure in April 2027, the paperwork starts now.
Does an apprentice really have the right to go abroad?
Yes, and the law is explicit. Articles L. 6222-42 to L. 6222-44 of the French Labour Code set out the framework for international apprentice mobility, both within Europe and beyond. The text states that "the mobility period may be extended to one year" — meaning that, in certain longer programmes, an entire year can be spent in Germany, Spain, Ireland or Quebec.
Two regimes coexist, and the dividing line is the four-week threshold.
| Length of mobility | Status of the French contract | Who pays the salary? | Who covers the risks? |
|---|---|---|---|
| Up to 4 weeks | Fully maintained | The French employer | The French employer (workplace accident/occupational illness cover maintained) |
| More than 4 weeks | Put on hold | French salary suspended | The host organisation abroad |
Being "put on hold" is neither a termination nor a plain suspension: the contract continues to exist, the period counts towards the total length of the contract, and the apprentice returns to their position afterwards. What is suspended are the mutual obligations of the French employer (pay, management authority, liability) while the apprentice is working elsewhere.
"The mobility period completed abroad is taken into account in the duration of the apprenticeship contract." — article L. 6222-42 of the French Labour Code
Watch out for one practical consequence that is often overlooked: while the contract is on hold, the apprentice no longer receives their French salary. The Erasmus+ grant and, possibly, an allowance from the host company take over. The budget calculation must be done before signing the agreement, not on arrival in Dublin.
What schemes are available to fund apprenticeship mobility?
Erasmus+, the main gateway
Erasmus+ is not just for university students. Its "Vocational Education and Training" (VET) strand explicitly funds apprentices. Short mobilities (10 to 89 days) and long ones (90 days to 12 months, under the ErasmusPro scheme) are open to any apprentice enrolled at a training centre that runs a project or holds an accredited Erasmus+ charter.
In practical terms, the grant covers:
- a travel allowance calculated by distance (kilometre bands);
- a daily individual support payment covering accommodation and living costs, adjusted by country;
- an enhanced inclusion support payment for apprentices with disabilities or facing socio-economic difficulties;
- language preparation online via the dedicated platform.
The key point: it is the institution that applies, not the apprentice. So your first question to your training centre should be: "Are you Erasmus+ accredited or part of a consortium?" If the answer is no, there are regional consortia and groupings of training centres (notably through the chambers of trades and chambers of commerce) that run projects on behalf of smaller institutions.
Other funding sources
- The Regions: most offer international mobility grants for apprentices (amounts and conditions vary widely — check with the regional council where you train).
- The OPCOs: some skills operators cover ancillary costs (insurance, visa, accommodation) as part of mobility-related expenses.
- The Franco-German Youth Office (OFAJ) and the Franco-Quebec Youth Office (OFQJ), essential for those two destinations.
- The French company, which may choose to maintain all or part of the salary even while the contract is on hold — nothing prevents it, and it is worth negotiating.
For practical arrangements, plan generously: a universal travel plug adapter spares you a nasty surprise on your first evening in Ireland or Poland, and a hard-shell cabin suitcase within approved dimensions saves you the last-minute fees charged by low-cost airlines.
What administrative steps ensure a smooth departure?
The mobility agreement, the central document
The decree of 22 January 2020 set out the applicable agreement templates. Two versions exist: one for mobilities shorter than 4 weeks (contract maintained), the other for mobilities longer than 4 weeks (contract on hold). The agreement is signed by:
- the apprentice (and their legal guardian if they are a minor);
- the French employer;
- the French training centre;
- the host company and/or training organisation abroad.
It specifies the dates, the learning objectives, the assessment arrangements, health and safety responsibilities, the social protection regime and the accommodation arrangements. Never leave without a signed agreement: it is what secures the validation of your qualification and your return to the company.
Social protection: the point not to miss
For mobility within the European Union, the EEA, Switzerland or the United Kingdom, apply for the European Health Insurance Card (EHIC) through your Ameli account. It is free, but allow roughly two weeks' processing time: plan ahead. It gives access to medically necessary care in the host country on the same terms as local insured persons.
Be aware: the EHIC covers neither repatriation, nor civil liability, nor private healthcare. Additional travel insurance is strongly recommended, and host organisations often require it. For destinations outside Europe (Canada, United States, etc.), the French system no longer applies: taking out international health insurance becomes essential, and the France-Quebec bilateral agreement is worth checking with CLEISS (the centre for European and international social security liaison).
As for workplace accident cover: while the contract is on hold, the legislation of the host country applies. The agreement must state explicitly who insures what. If in doubt, your training centre and the OPCO are the people to ask.
Visas and residence permits
No formalities for French nationals within Europe. Outside the EU, an internship or temporary work visa is almost always required: processing times (often 6 to 12 weeks) drive the whole timetable. For foreign apprentices living in France, mobility calls for extra vigilance regarding the validity of the residence permit on return — something to check with the prefecture well in advance.
How do you persuade your employer to let you go?
This is often the trickiest step. The employer cannot be compelled: mobility requires their agreement. Here are the arguments that genuinely work.
- The cost is zero, or even favourable. While the contract is on hold, the company no longer pays the salary for that period. In most cases, mobility costs it nothing but administrative time.
- Language skills come back into the company. An apprentice who has spent three months in a German or Spanish SME becomes the natural point of contact for foreign clients and suppliers.
- The HR argument. A company that supports a mobility strengthens its employer brand — a real advantage in sectors facing recruitment shortages.
- A negotiated timetable. Suggest a quiet period in the company's activity rather than a peak workload.
Prepare a one-page written proposal: objectives, dates, host company, funding, what you will bring back. The same structuring effort as for acing your apprenticeship interview. And if your search for a company isn't finalised yet, mentioning a mobility project can actually become a distinguishing asset: browse our apprenticeship openings with an international angle in mind.
An A5 notebook for recording learning objectives and weekly progress makes a better impression on your return than a pile of holiday photos: most training centres require a written report.
Reverse planning: what to do and when
A mobility project takes four to six months minimum to build. Here is a realistic timetable for a departure in spring 2027.
| Deadline | Action |
|---|---|
| 6 months out (September 2026) | Check the training centre's Erasmus+ accreditation, identify the mobility coordinator |
| 5 months out | Agree the period with the employer, obtain written approval in principle |
| 4 months out | Look for a host company (training centre network, consortium, consular chambers) |
| 3 months out | Compile the grant application, language tests, provisional budget |
| 2 months out | Draft the mobility agreement and have all four parties sign it |
| 6 weeks out | Apply for the EHIC on Ameli, take out additional insurance, book accommodation |
| 3 weeks out | Tickets, open a fee-free payment method for use abroad, language preparation |
| On return | Report back to the training centre, update your CV and portfolio, complete the Europass |
The budget, item by item
The Erasmus+ grant covers the essentials but rarely everything. Plan for:
- Accommodation: the biggest expense. Flatshares, young workers' residences, or accommodation offered by the host company.
- Deposit: often one to two months' rent, payable up front.
- Local transport: a monthly pass, to arrange as soon as you arrive.
- Banking fees: a card with no commission on foreign-currency payments becomes essential outside the eurozone.
If accommodation remains a sticking point, our guide to financial support for apprentices lists the schemes you can draw on — some remain available during your mobility.
What do you actually bring back from a mobility?
Recognition of your achievements
The reference document is the Europass Mobility, issued through the Erasmus+ France agency. It lists the skills acquired, the tasks carried out and the learning outcomes validated by the host organisation. It goes on your CV and is recognised across all 27 member states.
For French vocational qualifications, the mobility period can be counted towards the compulsory training: the training centre then converts the hours completed abroad into training hours or company placement periods. This must be settled before departure, in the agreement: that is what guarantees no hours are lost for the examination.
The effect on employability
Follow-up studies conducted by the European Commission on vocational training graduates show a clear hiring advantage for profiles with mobility experience — greater autonomy, adaptability and language skills. In export-oriented sectors (industry, logistics, hospitality, winemaking, luxury goods), it is a direct differentiator.
To capitalise on it, two simple habits: take a recognised language certification (such as TOEIC or the Goethe-Zertifikat) on your return — a TOEIC preparation guide bought before you leave quickly pays for itself — and document every assignment in a portfolio. Noise-cancelling headphones also help when practising speaking in an open-plan office or shared accommodation.
And if things go wrong?
The agreement sets out the conditions for early termination. In the event of a serious problem (non-compliant working conditions, accommodation difficulties, personal circumstances), an early return is possible: the French contract resumes normally on the date agreed with the employer. Contact your training centre's mobility coordinator immediately — they remain your point of contact throughout the period — as well as the French consulate if the situation requires it.
The mistakes that cost you dearly
- Leaving without a signed agreement: the period may not be validated academically, and insurance cover becomes uncertain.
- Forgetting to notify the OPCO: some forms of funding must be requested in advance, never retroactively.
- Underestimating the loss of salary while the contract is on hold, and ending up overdrawn after three weeks.
- Choosing the destination before the learning project: mobility must serve the qualification, not the other way round. Training centres regularly turn down purely tourist-driven projects.
- Neglecting language preparation: the Erasmus+ online linguistic support platform is free and can be worked on from the autumn onwards. A business English conversation handbook is a useful complement to the online modules.
Apprenticeship doesn't confine anyone to a 30-kilometre radius. The legal framework has existed since 2018, the funding is there, and more and more training centres are structuring their offer. That leaves only one real condition: start early, and ask. The question to put to your training centre coordinator as soon as term begins fits in a single sentence — "What do I need to do to leave in the spring?"