The law of December 23, 2025 (Official Journal of January 5, 2026) reformed the conditions for early termination of apprenticeship contracts. The goal: secure young people’s career paths while allowing employers to terminate in case of gross misconduct or certified incapacity. Now, a regional apprenticeship mediator must be consulted before any employer‑initiated termination, except for force majeure or gross misconduct.

In Morocco, the 2025 labor code reform introduced similar provisions for work‑study training contracts (Law 12‑24), with a 7% apprentice quota for companies with more than 50 employees and a mandatory conciliation procedure via ANAPEC.

Early termination can only occur for the following reasons:

• Gross misconduct by the apprentice or employer (expanded definition in 2026: repeated absences, serious breaches, harassment).
• Physical incapacity certified by occupational medicine.
• Mutual agreement formalised in writing after a prior interview.
• Force majeure (definitive closure of the company, liquidation).

The procedure now includes: a 15‑calendar‑day notice period (up from 8 days), compensation in lieu of notice equal to the gross remuneration the apprentice would have received, and a termination indemnity equal to 20% of the remaining salary until the end of the contract (capped at 3 months).

The apprentice also receives a France Travail certificate and may be eligible for unemployment benefits subject to prior work duration. In case of abusive termination, the apprentice can take the case to the labour court (conseil de prud’hommes) within 12 months.

• Apprentices: keep all written exchanges, request a preliminary interview, and be assisted by a staff representative or legal advisor.
• Employers: strictly follow the mediation procedure; any irregular termination may result in damages of up to 6 months’ salary.
• Plan ahead: use Huntzen Jobs services to identify new opportunities as soon as termination is notified.

Conclusion: a well‑managed termination with the right tools