How can we preserve the finely woven fabric of apprenticeship in bakery and pastry-making?
By Rémi Héluin
The advantageous system that supported apprenticeships may soon come to an end. Financial aid granted to companies hosting young trainees has already been reduced — and further budget cuts are looming, potentially through a revision of contract funding and allocations to Apprenticeship Training Centers (CFAs). In a context where artisans are increasingly forced to become meticulous managers, the challenge lies in preserving the transmission of know-how, of which apprenticeship remains a cornerstone.
“Apprenticeship is an investment in the future,” asserts the network of Chambers of Trades and Crafts (CMA). Through its 147 CMA Formation centers, which claim to train 112,500 young people each year, the organization is committed to supporting food-related trades in preserving artisans’ most precious assets: their techniques, recipes, and expertise.
The “Law for the Freedom to Choose One’s Professional Future”, known as the “Professional Future Law”, enacted in 2018, helped revalorize a sector that had long been undervalued in France. The liberalization of the training market, salary increases, financial support for driving licenses, and the extension of eligibility up to the age of 29 — all of these measures have led to a 36% increase in the number of apprentices since the 2018–2019 school year (source: ISM-MAAF Barometer of Apprenticeship in Craftsmanship, 2024).
In total, nearly 203,570 apprentices were welcomed into craft businesses with fewer than 20 employees in 2022–2023 — with a particularly strong job placement rate, as 67% of young graduates found employment within six months of completing their training.
Apprenticeship: A Polished Image but Sectors with Varying Attractiveness
The objective of the reform appears to have been met: those entering the apprenticeship pathway now come from more diverse backgrounds, including career changers, returning students, and a noticeable increase in the number of women in craft professions. According to a survey conducted by CMA France, 50% of young respondents said they would consider switching to a craft-related profession one day — twice as many as in 2021.
But this positive picture may soon darken. While apprenticeship numbers in service trades continue to rise, this is not the case in the food sector: the bakery-pastry field accounted for 28,450 apprentices, a 3% decrease compared to the 2022–2023 school year. Whether it’s a temporary dip or a more serious downturn, this figure reflects the fragile appeal of baking and pastry careers, whose struggles have been widely covered by the media over the past two years.
Between the energy crisis and inflation, the idea of working in a profession with limited prospects has likely discouraged some from pursuing these vocations. Improving the sector’s appeal is now a key priority for trade organizations, which are launching multiple initiatives to raise awareness of the “grain-to-bread” professions.
One such initiative is the platform ChasseursDeGraines.fr, developed by the French National Association of Millers (ANMF) in partnership with the National Confederation of French Bakery and Pastry (CNBPF) and the Federation of Bakery Entrepreneurs (FEB). It features testimonial videos, job descriptions, and training guides — all promoted through baguette packaging and social media campaigns.
New expectations regarding work, reduction in financial aid… real challenges for companies and training centers.
Young people's expectations regarding work have also been evolving significantly since the Covid period. A change that has not gone unnoticed by business owners, who have been forced to multiply initiatives to enhance the attractiveness of their companies: flexible hours, weekends off, four-day work weeks, employee benefit programs… a variety of measures that are reshaping team organization, in which apprentices play an important role. Will these investments in better quality of work life be able to continue? Last February, a decree changed the financial aid allocated to apprentice employers. The amount granted dropped from €6,000 to €5,000, while the second year of a two-year contract is no longer subsidized at all. Business owners are not the only ones affected, as apprentices now benefit from a social security contribution exemption limited to 50% of the minimum wage, compared to 79% previously.
The cuts are widespread enough to affect the quality of training itself. In 2023, the funding levels (NPEC) were reduced by an average of 5% (and nearly 8% for CAPs) for about half of the certifications (47%) completed through apprenticeship contracts. At the time, France Compétences aimed for €500 million in savings. To avoid putting their financial stability at risk, training centers had to adjust their operations, with some reducing the number of training hours. Another decrease in what is commonly referred to as the “contract cost” may occur in the coming months, leading training centers (CFAs) to require companies to contribute to the remaining balance. This could discourage artisans from taking on apprentices, even though the will to train younger generations remains strong.
Exploring new formats for effective and sustainable training
It is this same commitment that drives some to explore the opportunities offered by the 2018 law. The drive to liberalize the training sector, as outlined in the legislation, has made it possible for company-based CFAs (apprenticeship training centers) to emerge — such as the one developed by Franck Debieu within L’Étoile du Berger. Inaugurated at the end of 2024, the initiative designed by the artisan continues a long-standing dedication to training, rooted in his own journey with the Compagnons du Devoir. His production and training facility in Palaiseau (Essonne) welcomes learners in both production and sales, while building strong synergies with the company’s six other locations.
“This project has shaken up the company,” Franck Debieu said at the inauguration, noting that the center welcomes individuals from very diverse backgrounds (young people, mothers, etc.). The project illustrates the relevance of this training model, including beyond large companies — which were the first to adopt it. In addition to meeting the labor needs of a sector under pressure, it allows future professionals to benefit from hands-on training that is fully aligned with the realities of the job. A clear demonstration that apprenticeship has a viable future in the craft trades, as long as it embraces innovation and diversity.
