If you hold a Reconnaissance de la Qualité de Travailleur Handicapé (RQTH) — a French disability recognition certificate — and are preparing for a 2026 back-to-school in alternance, you benefit in 2026 from a combined employer advantage of up to €9,000 per apprenticeship contract, paid by the State (up to €6,000) and Agefiph (up to €3,000). This scheme, strengthened by Decree no. 2026-168 of 6 March 2026 and the new Agefiph aid grid applicable since 1 January 2026, makes alternance under RQTH one of the cheapest recruitment formulas for a company, and one of the most effective levers to land a contract. Here are all amounts, conditions, stacking rules and procedures to know to turn your RQTH into a resumé asset rather than a source of apprehension, with SuperAlternant.
What you need to remember about alternance and disability in 2026
- What is the RQTH? The Reconnaissance de la Qualité de Travailleur Handicapé is an official title delivered by the Maison Départementale des Personnes Handicapées (MDPH), the French departmental house for disabled people. It gives access to the mandatory employment of disabled workers (OETH) and to a set of aids, including the boosted apprenticeship aid and the Agefiph alternance hiring aid.
- State boosted aid: up to €6,000 paid to the employer in the 1st year of the contract, for any apprentice holding a valid RQTH, regardless of company size and regardless of diploma level (up to Master's degree, and beyond in some regions).
- Agefiph hiring aid in apprenticeship contract: up to €3,000 per contract, prorated by duration (6 months → €500; 12 months → €900; 24 months → €1,700; 36 months → €2,500; apprenticeship CDI → €3,000), stackable with the State aid.
- Maximum employer stacking: €6,000 + €3,000 = €9,000 in the 1st year of an apprenticeship CDI, with no company size cap and up to Master's degree.
- Authorised stacking cap: all public aids received by the employer must not exceed the total cost of the contract (wage + charges + training). Beyond that, there is overcompensation, and the aid must be returned. At €9,000 + RGDU + exemptions, the cap is almost always respected for an alternant.
- Why this matters for you: your RQTH, far from being a hiring barrier, increases the financial attractiveness of your application. An employer who recruits an RQTH alternant receives on average 3 times more aid than when recruiting an alternant without RQTH. This is the killer argument to put in your cover letter.
In concrete terms: an employer who recruits you under an apprenticeship CDI at Bac+2 receives €6,000 (State) + €3,000 (Agefiph) = €9,000 in direct aid in the 1st year, plus the Réduction Générale Dégressive Unique (RGDU) — a single degressive flat reduction — on employer contributions (up to 3 SMIC) and the contribution exemption specific to the apprenticeship contract. Your RQTH strengthens the profitability of your recruitment: this is an argument to own from the very first interview.
The State boosted aid: €6,000 for every RQTH alternant
The principle of the boosted aid
The apprentice hiring aid paid by the State was overhauled by Decree no. 2026-168 of 6 March 2026 (published in the Official Journal on 7 March 2026). The new scheme provides for a boosted aid of €6,000 for hiring an apprentice holding a valid RQTH on the date the contract is concluded.
This aid differs from the standard single aid (€5,000) and the exceptional aid (€750 to €6,000 depending on company size and diploma level) on three key points:
- No company size condition: companies with 250+ employees are eligible (whereas they are excluded from the single aid).
- No diploma level cap: the aid applies up to Master's degree, and beyond in some regions (Île-de-France, PACA, Hauts-de-France) via regional top-ups.
- Stacking authorised with the Agefiph aid: the boosted aid is explicitly stackable with the Agefiph hiring aid, subject to the no-overcompensation limit.
Eligibility conditions
The boosted aid is open to any employer meeting the following five cumulative conditions:
- Conclude an apprenticeship contract (CDI or fixed-term contract of 6 to 36 months) with an alternant holding a valid RQTH on the date of conclusion.
- Send the contract to the OPCO (skills operator) within 6 months of its conclusion.
- Declare the hiring via the DSN (the French social declaration): the aid is then paid automatically and monthly by the Agence de Services et de Paiement (ASP), before the wage is paid by the employer.
- Not have already received State aid for the same apprentice and the same certification.
- Comply with the legal minimum wage applicable to the apprentice (percentage of the SMIC based on age and contract year — see our 2026 salary grid).
Note: the RQTH must be valid on the date the contract is concluded. An RQTH application currently being processed by the MDPH is not sufficient to trigger the boosted aid. Anticipate: submit your MDPH file 3 to 6 months before the planned signing date.
Payment terms
The boosted aid is paid by the ASP under the following rules:
- Automatic and monthly payment, by direct bank transfer to the employer.
- Before the wage is paid by the employer (the calculation is integrated into the DSN).
- Maximum duration: 12 months in the 1st year of contract execution.
- Automatic proration of the 1st and last month if incomplete.
- No specific procedure: the employer simply needs to correctly fill in the RQTH mention in the DSN, and the ASP automatically pays the boosted aid of €6,000.
To remember: if the employer omits the RQTH mention in the DSN, they will receive the single aid (€5,000) or the exceptional aid (variable), but not the boosted aid. The reflex: confirm with the employer, the CFA and the OPCO that the RQTH mention appears in the contract and in the DSN from the 1st month of execution.
The Agefiph aid: up to €3,000 per apprenticeship contract
The role of Agefiph
Agefiph (Association de gestion du fonds pour l'insertion professionnelle des personnes handicapées) manages the contributions of companies subject to the OETH (companies with 20+ employees not reaching the legal employment rate of disabled workers). It funds direct aids for hiring, workstation adaptation, training and job retention.
For alternance, Agefiph pays a specific hiring aid for apprenticeship contracts, open to any company (no size condition) recruiting a person with a disability under an apprenticeship contract of at least 6 months and with a weekly duration ≥ 24 hours (or 10 hours minimum by way of derogation).
The 2026 apprenticeship aid grid
The Agefiph aid is prorated by contract duration. Here is the official grid applicable since 1 January 2026:
| Contract type |
Duration |
Amount |
| Apprenticeship CDD |
6 months |
€500 |
| Apprenticeship CDD |
12 months |
€900 |
| Apprenticeship CDD |
18 months |
€1,300 |
| Apprenticeship CDD |
24 months |
€1,700 |
| Apprenticeship CDD |
30 months |
€2,100 |
| Apprenticeship CDD |
36 months |
€2,500 |
| Apprenticeship CDI |
36 months |
€3,000 |
Note: the aid is paid in two instalments — 50% on the contract start date, 50% at the end of the first 6 months of effective execution. The payment is conditional on the transmission of the apprentice's attendance certificate to Agefiph.
Stacking with other Agefiph aids
The apprenticeship aid is stackable with the following other Agefiph aids:
- Workstation adaptation aid: up to €10,000 over 3 years to adapt the workstation, purchase specific equipment (screen-reading software, ergonomic chairs, adapted screens, etc.) or train the mentor.
- Training aid: up to €5,000 to fund additional training (e.g. a professional certification specific to the disability).
- Job retention aid: in case of difficulty during the contract, Agefiph can co-finance an adaptation or internal redeployment.
- Reception, integration and career development aid: up to €3,150 for the mentor and the team, in case of a need for reinforced support.
To remember: in addition to the €9,000 in direct aids, an employer can receive up to €18,150 in complementary Agefiph aids over 3 years to adapt the workstation, train the mentor and secure the integration. This is one of the most generous hiring support schemes in the French labour market — provided you know it exists.
Stacking aids: €9,000 in the 1st year, with no company size cap
Calculating the maximum stacking
For an apprenticeship CDI of 36 months signed on 1 September 2026 with an RQTH alternant in a company with fewer than 250 employees:
- State boosted aid: €6,000 paid by the ASP over the first 12 months.
- Agefiph apprenticeship aid: €3,000 paid by Agefiph (50% on the start date, 50% at 6 months).
- Total direct aids: €9,000 in the 1st year, then €0 in the following years (the boosted aid is limited to the 1st year).
- In addition: the RGDU (single degressive flat reduction, up to 3 SMIC), the employer contribution exemption specific to apprenticeship, and the total coverage of contributions by the OPCO for companies with fewer than 11 employees.
The no-overcompensation cap
EU State aid law and the French Labour Code require that all public aids received by the employer do not exceed the total cost of the contract (gross wage + charges + training fees). If the total exceeds this cost, the employer must repay the surplus.
In practice, for an RQTH alternant paid the SMIC (€1,867.02 gross/month as of 1 June 2026), the total cost of the contract over 12 months is about €28,000 (wage + charges + training). The €9,000 in direct aids is therefore well below the cap: the remaining margin is nearly €19,000 to absorb any regional or sectoral aids.
To remember: the no-overcompensation cap is almost never reached for an RQTH alternant. It takes a short contract (6 months) on a highly qualified position (Bac+5) with boosted regional aids to come close to it. For a standard contract (12-24 months, Bac to Bac+3), you can negotiate with peace of mind.
Complementary regional aids
Several regions add local top-ups to the State boosted aid. This is the case in Île-de-France, Auvergne-Rhône-Alpes, PACA, Hauts-de-France and Bretagne. These top-ups range from €500 to €3,000 depending on the region, and are stackable with national aids.
To find out about the regional aids applicable to your project, consult:
- the 1jeune1solution.gouv.fr portal;
- your Regional Council's website;
- your CFA (apprentice training centre), which has a dedicated disability referent.
RQTH and alternance: age and diploma conditions
No age limit for alternance under RQTH
This is one of the most overlooked advantages of the scheme: alternance is open with no age limit to people with disabilities, while it is capped at 29 years old for other groups (except in the case of business creation/takeover).
In concrete terms, a candidate aged 30, 40 or 50 holding an RQTH can:
- sign an apprenticeship contract up to Master's degree (and beyond in some cases), provided the training targets a professional certification registered in the RNCP (Répertoire national des certifications professionnelles);
- sign a professionalisation contract up to Master's degree (and beyond), with the associated aids;
- benefit from the same tax and social exemptions as an alternant under 30.
To remember: if you are over 30 and hold an RQTH, alternance remains open. It is a second chance widely used by people in career transition after an accident, an incapacitating illness or a burnout.
The choice of diploma and certification
The level of the diploma prepared is not an eligibility criterion for the boosted aid: an RQTH apprentice preparing a CAP, a Bac pro, a BTS, a BUT, a Bachelor's, a Master's or an engineering degree receives the same €6,000 aid.
However, the cost of the contract (NPEC funding level) varies by level, and some regions cap the boosted aid at a given level. Check with your OPCO and your CFA disability referent.
Note: if you are preparing a diploma above Master's degree (e.g. a doctorate or higher state diploma), some regions refuse the stacking with the boosted aid. Others accept it. Check the regional rules applicable before signing the contract.
Workstation and training adaptation: your enforceable right
The legal framework: the law of 11 February 2005
The Law no. 2005-102 of 11 February 2005 for equal rights and chances, participation and citizenship of people with disabilities sets out the principle of the reasonable accommodation obligation: any employer must implement the necessary means to allow an employee or apprentice with a disability to perform their job under conditions equivalent to those of other workers.
In concrete terms, this means that:
- the employer cannot refuse to hire on the grounds that the position would require an adaptation, unless that adaptation constitutes a disproportionate burden on the company;
- the adaptation is fundable by Agefiph (up to €10,000 over 3 years) and, in some cases, by the FIPHFP (for public sector employers);
- refusing a reasonable accommodation is discrimination within the meaning of the Labour Code (article L. 1133-3) and the Penal Code (article 225-1), punishable by 3 years' imprisonment and a €45,000 fine.
The most common adaptations
In alternance, the adaptations most frequently requested by RQTH apprentices are:
- Workstation adaptation: ergonomic chair, adapted screen, specialised mouse and keyboard, height-adjustable desk.
- Schedule adaptation: therapeutic part-time, staggered hours, partial teleworking.
- Training adaptation in the CFA: extended training time, presence of a school life assistant (AVS) or accompanying person for disabled students (AESH), access to FALC (easy-to-read and understand) materials, provision of screen-reading software.
- Exam adaptation: additional one-third of the time, exam secretary, adapted format of subjects, accessibility of premises.
To remember: these adaptations are not favours, they are rights. Your CFA, your employer and your disability referent are required to put them in place. If any of them refuses, contact the labour inspectorate or the Défenseur des droits (the French ombudsman).
The central role of the CFA disability referent
Since the law of 5 September 2018 "for the freedom to choose one's professional future", every CFA must appoint a disability referent responsible for welcoming, informing and supporting apprentices with disabilities.
Your CFA disability referent can help you to:
- build your alternance project and identify accessible training programmes;
- identify the adaptations required for your training and your position;
- mobilise Agefiph, FIPHFP and regional aids;
- liaise with the employer, the OPCO and the MDPH;
- support you in case of difficulty during the contract.
Note: the list of CFAs with their disability referent is available on the 1jeune1solution.gouv.fr portal and on the Agefiph website.
The RQTH: how to obtain it, and within which deadlines
The procedure with the MDPH
The RQTH is delivered by the Maison Départementale des Personnes Handicapées (MDPH) of your department. The procedure is carried out online on the mdphenligne.cnsa.fr portal or by post with the cerfa no. 15692*01 form.
The file includes:
- the application form (cerfa no. 15692*01);
- a medical certificate (cerfa no. 15695*01) dated less than 3 months ago;
- a motivating letter explaining your professional project and the use of the RQTH;
- supporting documents (ID, proof of address, tax notice, etc.).
Processing times
Processing times vary from 3 to 6 months depending on the MDPH. In 2026, the median observed time is 4.2 months (source: CNSA annual report 2025).
The RQTH is issued for a period of 1 to 10 years, renewable. For a first application, the standard duration is 3 to 5 years.
To remember: if you are planning a 2026 back-to-school in alternance, submit your MDPH file before 31 December 2025 to maximise your chances of having the RQTH before signing the contract. A complete and well-motivated file is processed on average 20% faster than a lacunar file.
Other recognised equivalent titles
The RQTH is not the only title that gives access to apprenticeship aids. Also recognised are:
- the carte mobilité inclusion (CMI) with the "invalidity" mention;
- the pension d'invalidité of category 1, 2 or 3;
- the allocation aux adultes handicapés (AAH);
- the status of former wounded soldier or former recipient of an allowance paid to victims of an accident at work (for AT/MP ≥ 10%).
Note: the carte mobilité inclusion (CMI) and the pension d'invalidité open the same rights as the RQTH for alternance. If you already hold one of these titles, you do not need to apply for the RQTH.
The SuperAlternant method: landing your alternance under RQTH
Step 1 — Clarify your project
Before applying, formalise your project:
- Which job? Identify the jobs compatible with your disability situation. The 1jeune1solution.gouv.fr portal offers an adapted orientation quiz.
- Which diploma? Identify the RNCP certifications that lead to it, by level (CAP, Bac pro, BTS, BUT, Bachelor's, Master's).
- Which alternance rhythm? Weekly (3 days company / 2 days CFA), monthly (1 month / 1 month), or annualised. The choice of rhythm is a key success factor for apprentices with disabilities.
- Which adaptations? List the adaptations you need for the training and the position.
Step 2 — Choose an engaged CFA
A CFA "committed to disability" offers better chances of success. Criteria to check:
- Existence of a dedicated disability referent (name, contact details, availability).
- Exam success rate of RQTH apprentices.
- Professional integration rate at 6 months for RQTH apprentices.
- Partnerships with disability-friendly companies (Handiplace network, Cap Emploi, Mission Handicap of large companies).
- Physical accessibility of premises (ERP standards) and pedagogical accessibility (adapted materials, AVS, one-third extra time).
The moncompteformation.gouv.fr website and the SuperAlternant apprenticeship training search engine let you filter by accessibility.
Step 3 — Mobilise your network
To land a contract, mobilise your network alongside your unsolicited applications:
- Cap Emploi (specialised placement agency for disabled workers): free support, job search workshops, introduction to disability-friendly employers.
- Mission Handicap of your target: most large companies (BNP Paribas, Société Générale, AXA, EDF, SNCF, Orange, Capgemini, etc.) have a dedicated Mission Handicap with a dedicated recruitment process.
- Alumni networks of your school or university.
- LinkedIn: filter by "mission handicap", "RQTH" or "handi-accueillant" to identify recruiters.
- Specialised forums and fairs: Handi2day, Hanploi, Hello Handicap, regional fairs organised by Agefiph.
Step 4 — Highlight your RQTH in your application
The classic mistake: hide your RQTH for fear of stigma. It is the opposite that you should do: your RQTH is a resumé asset that improves the profitability of your recruitment for the employer. Highlight it from the cover letter, without making it a source of emotion.
An effective formulation:
"As a holder of a Reconnaissance de la Qualité de Travailleur Handicapé (RQTH), I am preparing a BTS in Accounting and Management in alternance for the 2026 back-to-school. My disability does not require any disproportionate adaptation for the position targeted, and recruiting in alternance gives you access to the State boosted aid (€6,000) stackable with the Agefiph aid (up to €3,000)."
To remember: the RQTH is confidential if you wish. You have no legal obligation to mention it to the employer. But mentioning it in your application allows you to benefit from the boosted aid and to showcase your uniqueness as an asset. It is a personal choice, to be decided based on your context.
Step 5 — Negotiate adaptations from the interview
During the interview, address the question of adaptations proactively. An employer who recruits an RQTH alternant and does not address the question of adaptations is an employer who has not understood the stakes — and who exposes themselves to legal risk (discrimination, refusal of reasonable accommodation).
Prepare a precise and reasonable list of your needs:
- material adaptations (workstation, equipment);
- organisational adaptations (schedules, teleworking);
- pedagogical adaptations (one-third extra time, adapted materials, AVS).
The employer will be won over by your structured approach, which de-dramatises the subject and shows them that you master your project.
Step 6 — Secure the contract
Once verbal agreement is obtained, secure the contract:
- RQTH mention in the contract and the DSN (essential to trigger the boosted aid).
- Internship / adaptation agreement signed by the CFA, the employer and yourself.
- Individual adaptation plan (PAI) in the CFA.
- Disability referent identified on the CFA side and the company side.
- Adaptation review at 1 month, 3 months and 6 months to adjust if needed.
Testimonials and figures: alternance under RQTH works
Key 2025-2026 figures
- +28% apprentices with disabilities in 2025 vs 2024 (source: Dares, apprenticeship dashboard, 2025 data).
- 65% employment rate at 6 months for RQTH apprentices (vs 73% for all apprentices).
- 84% exam success rate for RQTH apprentices in 2025 (vs 87% overall).
- €3,000 on average in Agefiph aids received per RQTH apprenticeship contract.
- €12,500 on average in adaptations co-funded by Agefiph per RQTH contract over 3 years.
The sectors that recruit the most in alternance under RQTH
- Digital: web development, data, cybersecurity, IT support.
- Banking-insurance: customer management, back office, compliance.
- Industry: maintenance, quality, logistics.
- Health-social: care assistant, educational and social support worker, medical secretary.
- Civil service: territorial, hospital, State (the disability employment rate is legally more binding there).
Note: disability-friendly companies (label Handiplace, Cap Emploi, Mission Handicap of large companies) recruit on average twice as many RQTH alternants as the others. There are 171,000 of them in France in 2026 (source: Agefiph, annual report 2025).
The SuperAlternant advice
Alternance under RQTH is one of the most advantageous training formulas in the French labour market in 2026: €9,000 in direct aid per contract, up to €18,150 in complementary Agefiph aids over 3 years to adapt the workstation and train the mentor, RGDU on contributions, exemption from contributions specific to apprenticeship, and no age limit for the contract. For the alternant, it is a massive gateway to sustainable employment (65% employment at 6 months). For the employer, it is a profitable, secure and inclusive recruitment lever.
Three reflexes to have:
- Anticipate your RQTH: submit your MDPH file 6 months before the planned signing date. A complete file is processed on average 20% faster.
- Highlight your RQTH in your application, without dramatising. It is an asset, not a source of apprehension.
- Mobilise the disability referent of your CFA and the Mission Handicap of your target. They are your best allies.
To go further
Frequently asked questions
Is the €6,000 boosted aid open to all companies? Yes, with no company size condition. Since Decree no. 2026-168 of 6 March 2026, the aid is open to companies with 250+ employees, while the standard single aid remains reserved for those with fewer than 250 employees.
Is the Agefiph aid stackable with the State aid? Yes, explicitly. The maximum stacking is €9,000 in the 1st year (€6,000 State + €3,000 Agefiph), subject to no overcompensation (all aids must not exceed the cost of the contract).
Is there an age limit to sign an apprenticeship contract under RQTH? No. People holding an RQTH can sign an apprenticeship contract with no age limit, while other groups are capped at 29 years old.
Does the RQTH need to be valid on the date the contract is concluded? Yes. The RQTH must be valid on the date of conclusion of the apprenticeship contract. An application being processed at the MDPH is not sufficient.
What adaptations is the employer required to put in place? The employer is bound by the law of 11 February 2005 to implement the reasonable adaptations necessary for the performance of the job, unless this constitutes a disproportionate burden. Adaptations are fundable by Agefiph (up to €10,000 over 3 years).
How to find a disability-friendly employer? Consult the Handiplace network (directory of disability-friendly companies), Cap Emploi (specialised placement agency), the Mission Handicap of large companies, and specialised fairs (Hanploi, Hello Handicap, Handi2day).
Does the CFA need to have a disability referent? Yes, since the law of 5 September 2018. Every CFA must appoint a disability referent to support apprentices with disabilities. If your CFA does not have one, report it to the academic inspection services and the OPCO.
What if my employer refuses a reasonable accommodation? You can contact the labour inspectorate and the Défenseur des droits (French ombudsman). Refusing a reasonable accommodation is discrimination within the meaning of the Labour Code (article L. 1133-3) and the Penal Code (article 225-1), punishable by 3 years' imprisonment and a €45,000 fine.
Can I stack the Agefiph aid with the regional aid? Yes, in most regions. Île-de-France, Auvergne-Rhône-Alpes, PACA and Hauts-de-France offer regional top-ups of €500 to €3,000 stackable with national aids.
How long does the RQTH last? The RQTH is issued for a duration of 1 to 10 years, depending on the situation. For a first application, the standard duration is 3 to 5 years. Renewal must be requested 6 months before expiration.
Is my disability a ground for terminating the apprenticeship contract? No. The termination of an apprenticeship contract is strictly regulated by the Labour Code (articles L. 6222-18 and following). The disability cannot be a ground for termination, except for medically established unfitness. If this is the case, the employer must implement a redeployment or, failing that, pay you the termination indemnities due.
Can I sign a professionalisation contract instead of an apprenticeship contract? Yes, and the Agefiph aid is more generous for a professionalisation contract (up to €4,000 vs €3,000). In return, the State boosted aid is limited to the apprenticeship contract. To choose, compare the two formulas with your CFA.
In summary
Alternance under RQTH is one of the most advantageous training formulas in the French labour market in 2026. By signing an apprenticeship CDI with an alternant holding an RQTH, the employer receives €9,000 in direct aids in the 1st year (€6,000 State + €3,000 Agefiph), with no company size cap and up to Master's degree. In addition, the RGDU on contributions, the employer contribution exemption specific to apprenticeship, and the absence of an age limit for the contract. For the alternant, it is a massive gateway to sustainable employment: 65% employment at 6 months, 84% exam success rate, and €12,500 on average in adaptations co-funded by Agefiph over 3 years. Three reflexes: anticipate your RQTH (MDPH file 6 months before signing), highlight your RQTH in your application, and mobilise the disability referent of your CFA and the Mission Handicap of your target. To go further, browse the alternance offers and apprenticeship training programmes accessible, and use our salary simulator to estimate your net pay before signing.
Sources: French Labour Code, articles L. 1133-3 (discrimination), L. 6222-26 and following (apprenticeship contract), L. 6325-14 and following (professionalisation contract); Law no. 2005-102 of 11 February 2005 for equal rights and chances; Law no. 2018-771 of 5 September 2018 for the freedom to choose one's professional future; Decree no. 2026-168 of 6 March 2026 on the apprentice hiring aid (Official Journal of 7 March 2026); Agefiph, hiring aid for apprenticeship contracts for people with disabilities, grid applicable from 1 January 2026; Agefiph, annual report 2025, 2024 data; Dares, apprenticeship dashboard, 2025 data; CNSA, annual report 2025 on MDPHs; 1jeune1solution.gouv.fr, official alternance and integration portal; moncompteformation.gouv.fr, apprenticeship training catalogue; Légifrance, applicable national collective agreements by sector. Data in force at the date of publication.
