The guaranteed remuneration in ESAT does not fall under labor law or the benefits system. It follows its own mechanism, codified in the Social Action and Families Code (CASF), which articulates a direct part paid by the establishment and a supplement funded by the State. With the decrees of June 25, 2026, the calculation of the AAH for workers in ESAT shifts to a quarterly logic that concretely modifies the disposable income each month.
Direct part and job assistance: the two-tier mechanism of ESAT remuneration
The guaranteed remuneration is based on a co-financing principle. The ESAT pays a direct part, which can be increased according to the internal policy of the establishment. The State complements this with job assistance.
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A common confusion opposes guaranteed remuneration and salary. The worker in ESAT does not sign an employment contract but a work support contract. This legal distinction has direct consequences: no applicable collective agreement, but a specific social regime including health coverage, basic and supplementary retirement.
To delve deeper into the salary in ESAT according to official texts, the distinction between gross and net deserves particular attention as the applicable contributions differ from those of the general regime.
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The ESAT ensures the payment, social processing, and individual traceability of each payslip.
Decree of June 25, 2026: quarterly calculation of AAH in ESAT
Decree No. 2026-547 of June 25, 2026, transforms the calculation method of AAH for beneficiaries working in ESAT. The previous system relied on the income of year N-2, with a delay that could last several years before reflecting the actual situation.
Starting from October 1, 2026, the AAH will be calculated based on the income of the previous quarter. The implementation is gradual until December 2026. This alignment with the regime already applied to workers in ordinary environments aims for responsiveness: any variation in guaranteed remuneration will be reflected in the amount of AAH within a few months, rather than two years.
Elimination of the flat-rate assessment upon entry into ESAT
The same decree eliminates the flat-rate resource assessment system that applied upon admission to ESAT. This mechanism fictitiously reconstructed a level of income, sometimes maintained for years before the actual resources received were taken into account.
The elimination of this flat rate means that AAH rights will evolve based on the resources actually declared from the first quarter of activity. For new entrants, the impact is direct: the amount of AAH will adjust to the actual guaranteed remuneration without an artificial buffer period.
Cumulative AAH and guaranteed remuneration ESAT: operational rules
The accumulation of AAH and ESAT remuneration follows specific deduction rules. The CAF applies a deduction on the guaranteed remuneration before calculating the differential AAH amount. This mechanism allows most workers in ESAT to receive a supplement of AAH in addition to their remuneration.
With the quarterly calculation, variations in remuneration (occasional overtime, bonuses, periods of absence) will have a quicker effect on the amount of AAH. ESAT managers have an interest in anticipating this responsiveness in their communication with workers and their legal representatives.
- The PCH (disability compensation benefit) remains cumulative without impacting the amount of ESAT remuneration, as it compensates for expenses related to disability and not a loss of income
- The differential AAH will be recalculated each quarter based on declared resources, which requires increased rigor in quarterly declarations
- Workers under legal protection measures (mainly enhanced guardianship) will see their MJPM consulted more frequently to validate the consistency between paid remuneration and recalculated AAH rights
Impact on ESAT as managers
The monthly traceability of remuneration becomes a compliance issue. An ESAT that does not produce clear and detailed payslips exposes itself to observations during evaluations.
Each payslip must clearly distinguish the direct part, job assistance, and the contributions deducted. This clarity is required by the guardianship judge for protected workers, who represent a significant proportion of the workforce in ESAT.
CDAPH orientation and admission conditions in ESAT
Admission to ESAT requires a decision from the CDAPH within the MDPH. The main criterion remains a work capacity lower than one-third of that of a valid person, associated with sufficient potential aptitude. The minimum age is set at 20 years, with a possible exemption from 16 years upon decision by the commission.
The orientation request is made via the Cerfa form sent to the MDPH of the department of residence. The renewal of the orientation follows the same procedure, with an updated medical file including a recent medical certificate.
- The Cerfa form for MDPH requests covers both orientation in ESAT, the request for AAH, and the PCH
- The CDAPH can simultaneously orient towards an ESAT and towards accommodation in a group home if the situation justifies it
- The file can be submitted online on the departmental MDPH portal
The reform of the quarterly calculation does not change the orientation conditions, but it changes the financial situation from the entry into ESAT. The first months of activity will no longer be covered by a flat rate disconnected from reality, making the transition to ESAT more predictable in terms of resources for the worker and their entourage.