Work in prison

Verified 01 January 2026 - Public Service / Directorate of Legal and Administrative Information (Prime Minister)

Is work open to prisoners? Yes, an incarcerated person can work in prison even if she doesn't have to. To work in prison, the person imprisoned must be filed at workassigned to a post by the Prison Service and sign a Prison Employment Contract. It is remunerated and has guaranteed rights to all workers (e.g. social protection). We present you the information to know.

Anyone who is incarcerated can work in prison, under certain conditions.

FYI  

Working in prison is considered a serious reintegration effort and proof of good behavior. Working inmates can more easily access a reduction of sentence and/or to a parole.

Access to work in prison is not the same for people definitively condemned only for those placed in pretrial detention.

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Final conviction

The conditions for access to employment in prison are not the same for adults and minors.

Major

An adult definitively sentenced to imprisonment may work in the prison in which he is located.

FYI  

If it is placed in a district for the fight against organized crime, he can work anywhere except within the general service from prison.

Minor

A minor aged at least 16 years may work in the penal institution in which he is located.

However, this should not be detrimental to the educational and training activities he undertakes in prison.

Pretrial detention

Persons held in pretrial detention may work in the general prison service.

However, they must first obtain the agreement of the magistrate in charge of their case (for example: investigating judge, on public prosecutor or the President of the court of assizes).

To work in prison, the inmate must first ask to be filed at work.

Once she was classified for work, she was then assigned to a post by the prison administration.

Finally, it signs a prison employment contract and an agreement annexed to that contract, within 2 working days of the start of the mission.

Prior to any request for work in prison, the inmate may benefit from a discovery in a professional environment within the prison.

This experience allows him to discover a job, confirm a professional project or initiate a recruitment process.

This discovery in a professional environment has a maximum duration of 5 days.

It shall be decided by:

  • Prison Service for Insertion and Probation
  • Structure for integration into economic activity
  • Company adapted for disabled workers
  • State department responsible for developing the work and professional integration of persons placed under judicial supervision
  • Juvenile Judicial Protection Service (for minors).

1. Classification at work

To be classified at work, the inmate must send a written request to the head of the penitentiary institution in which she is located.

After obtaining the opinion of a commission, the head of the penitentiary institution shall issue a decision on classification at work and the notified to the incarcerated person.

This decision specifies the form in which the incarcerated person may work (for example: general prison service).

2. Assignment to a workstation

Once classified for work, the inmate may request to be assigned to a work station by sending a written request to the head of the prison.

The application must mention a position that belongs to the regime under which the prisoner can work (e.g. General Prison Service).

Before taking its decision, the prison administration organizes an individual interview between the inmate and the working structure.

Then, the head of the penitentiary institution assigns the inmate to a post. It shall take into account the opinion of the structure responsible for the work activity and local employment opportunities.

This decision shall be notified to the prisoner.

3. Conclusion of a prison employment contract and an ancillary agreement

After being classified for work and assigned to a position, the incarcerated person enters into a prison employment contract with the work structure that hires him.

Warning  

To sign a prison employment contract, unemancipated minors must have obtained permission from their legal representatives (e.g. parents).

The prison employment contract shall include mandatory particulars explaining in particular the own rules:

  • At the trial period
  • At the duration of the contract (DTA: titleContent or FIXED-TERM CONTRACT: titleContent)
  • To the weekly or monthly working hours
  • To the amount of remuneration and social contributions
  • On suspension or at the end of the mission.

It also describes the job and, if necessary, the specific risks associated with that job.

The incarcerated person also signs a agreement annexed to the contract defining the obligations of the penitentiary institution, the person in custody and the working structure, if not the penitentiary administration.

The head of the penitentiary institution may refuse classification or assignment to a job.

In this case, the incarcerated person may challenge that refusal transmitting the decision of the head of the penitentiary to the interregional director of penitentiary services.

It has a period of 15 days from the notification the decision to refuse classification at work or assignment to a job.

The interregional director of prison services must reply within one month.

The lack of response is considered a dismissal of the action.

The inmate may work directly for the prison administration.

She can also work for theAgency for Work of General Interest and Professional Integration (Agitip) or for a private organization (company or association).

FYI  

If it benefits from a day parole or a placement outsideHowever, the inmate may work for a company outside the prison. However, every night she will have to go back to prison.

Work for the Prison Service

The inmate may work in the general service of the prison.

In this case, it signs a prison employment contract directly with the prison administration and contributes to the operation of the prison.

The positions offered can be of different kinds: maintenance of premises or linen, kitchen or diving, work at the library, etc.

Work for Agitip

The prisoner can work for the industrial management of prisons (RIEP). This is a service managed by Agitip.

The RIEP offers training jobs that allowacquire skills in various fields such as carpentry, metalwork, woodwork or computer science.

Work for a private association or company

A person in prison may enter into a prison contract with a company or an association. We are then talking about delegated management or concession.

Delegated management

In some cases, prison management is delegated to a private company chosen by the government.

Thus, this structure organizes work activities (e.g. restoration, maintenance of premises).

So the person who is incarcerated works in the prison. Nevertheless, the prison contract is concluded with the delegated company.

Concession

The inmate may work for a private company or an association that settles production workshops within the prisons.

The positions offered can be of different kinds: metallurgy, carpentry, digital, environmental, etc.

The inmate works in the penitentiary. However, the prison employment contract is concluded with the structure dealer.

FYI  

Companies adapted to women and men with disabilities also offer work in prison.

They may also work in an institution or in a work support service.

The prison employment contract contains information on working hours and rest periods granted to prisoners.

The rules for adult prisoners differ from those for incarcerated minors.

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Major

The inmate may work full-time or part-time:

Full-time work
Hours of work

The working time for a full-time contract is 35 hours per week and 10 hours maximum per day.

Work schedules should include time for rest, meals, walking, and educational and recreational activities.

The work structure may provide for a system for adjusting working hours over a reference period (e.g. one month or one year).

Thus, the prisoner will work more than 35 hours in some weeks and less than 35 hours in other weeks.

Nevertheless, the duration weekly work cannot be from less than 10 hours and more than 48 hours.

If the prisoner works more than 35 hours per week or 1771 hours per year, these hours are considered as overtime.

If he works more hours than those provided for in the prison employment contract, these hours shall be considered as additional hours.

The performance of overtime or overtime shall give rise to an increase in remuneration.

FYI  

In the event of the establishment of a system for the organization of working hours, any change in the distribution of working hours must be brought to the attention of the inmate at least 24 hours in advance.

If this time limit is not respected, the incarcerated person may refuse to work the overtime or overtime that has been requested of him to perform.

She cannot be subject to disciplinary action. His contract cannot be broken for this reason.

Rest

The person who is incarcerated is given a rest weekly 24 hours, which normally takes place on Sundays.

This period must be added to the daily rest hours, i.e. 11 consecutive hours.

During the working day, the prisoner shall be granted a break of at least 20 minutes, every 6 hours.

Please note

Weekly rest may be suspended for inmates who are required to perform urgent security work in the institution.

In this case, prisoners must be granted compensatory rest for a period equal to the rest period abolished.

Public holidays

In principle, a prisoner does not work on public holidays.

Nevertheless, persons assigned to a work station necessary for the proper functioning of the prison may work on public holidays.

This work shall not be subject to an increase in remuneration unless it took place on the 1ster May.

In this case, the prisoner's remuneration is doubled in relation to his basic salary.

Part-time work
Hours of work

A person who is incarcerated is considered to be working part-time if the duration of his or her work is less than 35 hours per week or 1771 hours per year.

Under a part-time contract, the minimum duration of work is of 10 hours a week.

There must be adequate time for rest, meals, walking, and educational and recreational activities.

Any hour of work beyond the period stipulated in the part-time prison employment contract shall be overtime.

The number of overtime hours worked in a week or month must not exceed half of the working time weekly or monthly stipulated in the contract.

The completion of an overtime entitles to an increase in remuneration.

FYI  

In the event of the establishment of a system for the organization of working hours, any change in the distribution of working hours must be brought to the attention of the inmate at least 24 hours in advance.

If this time limit is not respected, the incarcerated person may refuse to work the overtime or overtime that has been requested of him to perform.

She cannot be subject to disciplinary action. His contract cannot be broken for this reason.

Rest

Unless the prison employment contract provides for another period of rest, the incarcerated person shall be provided with rest weekly of 24 hours which normally takes place on Sunday.

This period must be added to the daily rest hours, i.e. 11 consecutive hours.

During the working day, the prisoner shall be granted a break of at least 20 minutes, every 6 hours.

Please note

Weekly rest may be suspended for prisoners who have to carry out urgent security work in the institution.

In this case, prisoners must be granted compensatory rest for a period equal to the rest period abolished.

Public holidays

In principle, a prisoner does not work on public holidays.

Nevertheless, inmates assigned to a work station necessary for the proper functioning of the prison may work on public holidays.

This work is not subject to an increase in remuneration unless it took place on the 1ster May.

In this case, the prisoner's remuneration is doubled in relation to his basic salary.

Minor

The juvenile may work full-time or part-time.

Full time
Hours of work

The working time for a full-time contract is 35 hours per week and up to 8 hours per day.

Working hours should include the time needed for education or vocational training, rest, meals, walking and leisure activities.

The juvenile incarcerated cannot work overtime or overtime. The maximum working time is 35 hours per week.

Rest

The minor works 5 days a week, outside of Sunday. He enjoys 48 consecutive hours of rest per week.

This period must be added to the daily rest hours, i.e. 12 consecutive hours.

Example :

The prison employment contract may stipulate that the minor's days of rest are Sunday and Monday. In this case, the minor will not work from Saturday evening to Tuesday morning.

During the working day, the minor is given a break of at least 30 minutes, every 4.30 hours.

Public holidays

The minor ncan't working on public holidays.

Part-time
Hours of work

A juvenile in prison is considered to be working part-time if the duration of his work is less than 35 hours per week or 1771 hours per year.

Under a part-time contract, the minimum duration of work is of 10 hours per week.

Rest

Unless the prison employment contract provides for another period of rest, the minor is entitled to 48 consecutive hours of rest per week.

This period must be added to the daily rest hours, i.e. 12 consecutive hours.

During his working day, the prisoner is given a break of at least 30 minutes, every 4:30.

Public holidays

Minors cannot work on public holidays.

Rates of pay are disclosed to those incarcerated by means of a notice.

The monthly remuneration is calculated on the basis of the working time fixed in the prison employment contract.

In the case of part-time work, the remuneration must be proportional to that of an inmate who has the same qualification and who works full-time with the same employer.

Salary

The minimum hourly wage for work performed under the prison employment contract shall be:

  • €5.41 for production activities
  • €3.97 for the general service, class I
  • €3.01 for the general service, class II
  • €2.40 for the general service, class III.

The inmate worker may receive bonuses linked to productivity or seniority or any other bonus of an exceptional nature from the structure that hired him.

Reminder

The completion of overtime or overtime leads to an increase in remuneration.

Remuneration of prisoners under a prison employment contract shall be paid to the prison, unless the application sentencing judges decided otherwise.

Payment of any periodic penalty payments

The incarcerated person may benefit from a standby duty allowance for periods when he has not worked, but was available to perform an activity when needed.

The amount of the standby duty allowance shall be €4.80 by day or by night, and €71.60 per week.

The amount of the hourly allowance of interventions, during periods of on-call duty, is €7.20 for an intervention carried out on a weekday, and €9.90 for an intervention performed overnight.

The on-call allowances of the inmate worker shall be capped.

They may not exceed the amount of €1,125 per year.

FYI  

A detained worker who is on standby duty may also benefit from a time compensation, which shall be fixed as follows:

  • Night penalty: 2 hours
  • Day penalty: 1 half-day
  • Full week penalty: 1 day and a half.

The working time of the inmate worker counts for his right to retirement (old-age insurance) and supplementary pension (Ircantec).

The working prisoner also benefits from sickness, maternity, invalidity and death insurance and is covered in the event of illness or occupational disease.

FYI  

Since 1er july 2025, the worker inmate may receive daily allowances in the event of an occupational disease. The same applies to women who encounter medical difficulties related to their pregnancy during their detention.

Please note

The inmate cannot benefit from the activity premium while in prison.

A person in prison has the same health and safety rights as any worker.

The work structure must meet certain obligations.

Occupational medicine and labor inspectorates can intervene in prison.

Obligation of the structure responsible for the work

The prison labor structure shall in particular:

  • Organize prevention actions and information on occupational risks
  • Ensure that workplaces are clean and comfortable (seats must be made available to workers)
  • Provide work equipment necessary and adapted to the job (including protective equipment in case of hazardous employment)
  • Maintain working facilities in good working order
  • Respect the principle of non-discrimination
  • Ensure that sexual or psychological harassment (which may be favored because of the diversity of professional activities) is avoided.

Intervention of occupational medicine

Occupational medicine intervenes in prison to monitor the health of each prisoner who works.

This follow-up takes the form of information and prevention visits aimed at:

  • To question the detained person about his state of health
  • To inform him about the possible risks to which he exposes his workstation
  • Raise awareness of the prevention measures to be implemented
  • To inform him about the means of monitoring his state of health.

The first visit takes place before the inmate is assigned to a work station.

Other visits are organized throughout the working relationship by the head of the prison. The duration between each visit may not exceed 5 years.

FYI  

The minors benefit from an information and prevention visit before starting any professional activity or to change workstations.

Intervention of the labor inspectorate

Labor inspectorates can intervene in prison when they are informed of potential breaches of health and safety rules.

Their intervention may be requested by the head of the prison.

They can also take the initiative to visit a prison because of their interactions with an incarcerated person.

Indeed, incarcerated people can exchange by post with the labor inspectorate.

In principle, such correspondence is not read by the prison administration. However, they may be subject to verification for security reasons.

Please note

The contact details of the labor inspectorate can be posted within the prison. It is also possible to request them from a prison counselor for integration and probation (CPIP).

In order to carry out their investigation, labor inspectorates may have access to penitentiary establishments where work is carried out.

They may also request any information specific to the working conditions of prisoners.

After their intervention, they submit a report to the head of the prison.

If they found a breach of health and safety rules, this report specifies measures to remedy the situation.

Within 2 months (15 days in case of emergency), the head of the penitentiary institution must indicate the measures that have been taken and those that remain to be taken.

Its response must be accompanied by a timetable for the implementation of these measures.

The reasons for which the employment relationship may be terminated depend on the nature of the prison employment contract (DTA: titleContent or FIXED-TERM CONTRACT: titleContent).

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Contract of indefinite duration

In general, the employment relationship ends if the parties have agreed or if an event has occurred during the detention.

The prison employment contract may also be terminated in the event of the prisoner's professional insufficiency, for the needs of the service or for economic reasons.

General case

The employment relationship may end:

  • If the 2 parties if so desired or requested by the incarcerated person
  • When detention ends. In this case, the representative of the work structure can indicate to the person incarcerated, the jobs that he could offer him on his release from prison
  • In case of transfer of the detained person to another prison. In this case, the prisoner remains classified at work
  • Disciplinary misconduct (for example, if the inmate sexually harassed another inmate).

To terminate the employment relationship, the incarcerated person or the work structure sends a written request to the other part.

The request must state the reasons for the termination of the contract.

If the inmate and the work structure agree, they will write and sign a amicable agreement which indicates the conditions for termination of the contract.

Each party shall receive a copy.

If the person in custody is the source of the request and if the parties have not reached an agreement, it must send a letter of early termination of the contract to the work structure.

Occupational insufficiency

The prison employment contract may be terminated when the prisoner is not fit to perform his mission under conditions that the work structure can reasonably expect.

Then we talk of occupational insufficiency.

In this case, the structure in charge of the work must summon the prisoner to a pre-interview before any decision is made.

The convocation shall indicate the purpose, date and time of the interview. It must be sent to the person in custody by post.

The preliminary interview must take place at the earliest 2 working days after the notification of the summons.

During the pre-interview, the company must state the reasons for the proposed decision and obtain the detainee's observations.

The termination of the prison employment contract shall be notified to the detained person in the form of a letter with arguments, at least 1 working day after the date of the prior interview.

Linked to service needs

The head of the prison may terminate the prison employment contract on grounds relating to the needs of the service, namely:

  • Disappearance of the needs of the service or abolition of the post that justified the conclusion of the prison employment contract
  • Transformation of the needs of the service or post when the prisoner is unable to adapt to this transformation
  • Prisoner's refusal to see any of the essential elements of his contract amended (e.g. change of working hours or change of work station).

In this case, the head of the penitentiary institution must summon the prisoner to a pre-interview before any decision is made.

The convocation shall indicate the purpose, date and time of the interview. It must be sent to the person in custody by post.

The preliminary interview must take place at the earliest 2 working days after the notification of the summons.

Termination of the prison employment contract shall be notified to the detained person in the form of a letter with arguments, at least 5 working days after the date of the prior interview.

Economic Motive

When the work structure encounters economic difficulties (e.g. turnover), it may terminate the contract of employment of prisoners working for it in prison.

The procedure varies according to the number of prison employment contracts terminated over a period of 30 days.

Termination of less than 10 contracts

The structure in charge of the work must summon the prisoner to a pre-interview before any decision is made.

The convocation shall indicate the purpose, date and time of the interview. It must be sent to the person in custody by post.

The preliminary interview must take place at the earliest 2 working days after the notification of the summons.

During the pre-interview, the structure must indicate the reasons for the termination and collect the observations of the incarcerated person.

Termination of the prison employment contract shall be notified to the detained person in the form of a letter with arguments, at least 5 working days after the date of the prior interview.

The working structure must notify the interregional directorate of prison services of the terminations pronounced within the month.

Termination of 10 or more contracts

The structure in charge of the work must summon the prisoner to a pre-interview before any decision is made.

The working structure shall indicate the purpose, date and time of the summons in a letter addressed to the person in custody.

At the same time, the company must notify the competent administrative authority (head of the penitentiary or interregional directorate of penitentiary services) of the proposed termination.

The preliminary interview must take place no earlier than 2 working days after the notification of the summons.

The prisoner shall be notified of the termination of the prison employment contract not earlier than 10 working days after notification of the draft termination to the competent administrative authority.

The work structure shall specify the reasons for such termination.

Fixed-term contract

If the prison employment contract is fixed duration, it must be concluded for a minimum period, which varies according to the aim pursued.

It ends on the date it sets. However, in some cases, it may end before that date.

On the date fixed in the contract

The termination date of the prison employment contract may be one of the following:

  • End of absence of the replaced person
  • End of temporary increase in activity
  • Performing the task for which the contract was concluded.
Before the date set in the contract

In general, the employment relationship ends if the parties have agreed or if an event has occurred during the detention.

The prison employment contract may also be terminated in the event of the prisoner's professional insufficiency or for economic reasons.

General case

The employment relationship may end before the date fixed in the contract:

  • If the 2 parties if so desired or requested by the incarcerated person
  • When detention ends. In this case, the representative of the work structure can indicate to the person incarcerated, the jobs that he could offer him on his release from prison
  • In case of transfer of the detained person to another penitentiary institution. In this case, the prisoner remains classified at work
  • Disciplinary misconduct (for example, if the inmate sexually harassed another inmate).

To terminate the employment relationship, the incarcerated person or the work structure sends a written request to the other part.

The request must state the reasons for the termination of the contract.

If the inmate and the work structure agree, they will write and sign a amicable agreement which indicates the conditions for termination of the contract.

Each party shall receive a copy.

If the person in custody is the source of the request and if the parties have not reached an agreement, it must send a letter of early termination of the contract to the work structure.

Occupational insufficiency

The prison employment contract may be terminated when the prisoner is not fit to perform his mission under conditions that the work structure can reasonably expect.

Then we talk of occupational insufficiency.

In this case, the structure in charge of the work must summon the prisoner to a pre-interview before any decision is made.

The convocation shall indicate the purpose, date and time of the interview. It must be sent to the person in custody by post.

The preliminary interview must take place at the earliest 2 working days after the notification of the convocation.

During the pre-interview, the company must state the reasons for the proposed decision and obtain the detainee's observations.

The termination of the prison employment contract shall be notified to the detained person in the form of a letter with arguments, at least 1 working day after the date of the prior interview.

Economic Motive

When the work structure encounters economic difficulties (e.g. turnover), it may terminate the contract of employment of prisoners working for it in prison.

The procedure varies according to the number of prison employment contracts terminated over a period of 30 days.

Termination of less than 10 contracts

The structure in charge of the work must summon the prisoner to a pre-interview before any decision is made.

The convocation shall indicate the purpose, date and time of the interview. It must be sent to the person in custody by post.

The preliminary interview must take place at the earliest 2 working days after the notification of the summons.

During the pre-interview, the structure must indicate the reasons for the termination and collect the observations of the incarcerated person.

Termination of the prison employment contract shall be notified to the detained person in the form of a letter with arguments, at least 5 working days after the date of the prior interview.

The working structure must notify the interregional directorate of prison services of the terminations pronounced within the month.

Termination of 10 or more contracts

The working structure must summon the prisoner to a prior interview before any decision is taken.

The working structure shall indicate the purpose, date and time of the summons in a letter addressed to the person in custody.

At the same time, the company must notify the competent administrative authority (head of the penitentiary or interregional directorate of penitentiary services) of the proposed termination.

The preliminary interview must take place no earlier than 2 working days after the notification of the summons.

The prisoner shall be notified of the termination of the prison employment contract not earlier than 10 working days after notification of the draft termination to the competent administrative authority.

The work structure shall specify the reasons for such termination.

FYI  

If the inmate had a prison employment contract after 1er january 2025, he can request Return-to-Work Allowance (RTA). He will receive this aid upon his release.

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