Work in prison

Verified 01 June 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 classified 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. Worker 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 pre-trial detention.

Répondez aux questions successives et les réponses s’afficheront automatiquement

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 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 penitentiary institution in which he is located.

However, this should not interfere with the educational and training activities he undertakes in prison.

Pretrial detention

Persons in pre-trial 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, the public prosecutor or the President of the court of assizes).

To work in prison, the inmate must first apply to be classified at work.

Once classified at work, she is then assigned to a position 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 assignment.

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 is decided by:

  • Prison Service for Integration and Probation
  • Structure for integration into economic activity
  • Company adapted for disabled workers
  • State service responsible for developing the work and professional integration of persons placed under the hand of justice
  • Youth Judicial Protection Service (for minors).

1. Classification at work

To be classified at work, the inmate must send a written request the head of the prison 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 penitentiary.

This request 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 a supplementary agreement

After being classified at work and assigned to a position, the inmate concludes 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 which explain in particular the own rules:

  • At the trial period
  • To the duration of the contract (DTA: titleContent or FIXED-TERM: titleContent)
  • To the weekly or monthly working hours
  • 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 particular 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 at work 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 shall have 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 semi-liberty or a placement outside, 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, she 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 board of penal institutions (RIEP). This is a service managed by Agitip.

The RIEP offers training jobs that helpacquire 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. Then we talk 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 (for example: restoration, maintenance of premises).

So the person who is incarcerated works within the prison. However, 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 in prisons.

The jobs 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 jobs in prisons.

These people can also work in an institution or a work support service.

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

The rules concerning adult prisoners differ from those applicable to incarcerated minors.

Répondez aux questions successives et les réponses s’afficheront automatiquement

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, educational and recreational activities.

The work structure may provide for a system of organization of 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 of work cannot be 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 stipulated 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 introduction 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 requested of him to complete.

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

Rest

The incarcerated person shall be provided with rest weekly of 24 hours, which is normally 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.

However, persons assigned to a work station necessary for the proper functioning of the prison may work during 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.

Provision must be made for time for rest, meals, walking, educational and leisure activities.

Any hour of work beyond the period provided for in the part-time prison employment contract shall be extra time.

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 additional hour entitles to an increase in remuneration.

FYI  

In the event of the introduction 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 requested of him to complete.

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 is normally carried out 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 prisoners 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, inmates assigned to a work station necessary for the proper functioning of the prison may work during public holidays.

This work is not subject to an increase in remuneration unless it took place on 1er 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 incarcerated minor 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 ne can't work 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 shall have 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 hours.

Public holidays

Minors cannot work on public holidays.

Rates of pay are communicated to persons 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 the 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:

  • €5.54 for production activities
  • €4.06 for the general service, class I
  • €3.08 for the general service, class II
  • €2.46 for the general service, class III.

The inmate worker may receive productivity or seniority bonuses or any other exceptional bonuses from the structure that hired him.

Reminder

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

Remuneration for inmates 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 interventionsduring periods of on-call duty, is €7.20 for an intervention performed on a weekday, and €9.90 for an intervention performed overnight.

The on-call allowances of the inmate worker are 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 inmate worker also benefits from sickness, maternity, invalidity and death insurance and is covered in the event of illness or occupational disease.

FYI  

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

Please note

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

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

The work structure must comply with 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 the necessary work equipment 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 due to 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 of any risks to which he is exposed at his workstation
  • Raise awareness of the prevention measures to be implemented
  • To inform them about the means of monitoring their health.

The first visit takes place before the person 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 may also take the initiative to visit a prison because of their interactions with an inmate.

Indeed, incarcerated people can exchange by post with labor inspection.

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 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 penitentiary.

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

Within the following 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 grounds for termination of the employment relationship depend on the nature of the prison employment contract (DTA: titleContent or FIXED-TERM: titleContent).

Répondez aux questions successives et les réponses s’afficheront automatiquement

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 if the prisoner is unfit for work, for the purposes of the service or for economic reasons.

General case

The employment relationship may end:

  • If the 2 parties if so desired or if the incarcerated person so requests
  • When detention ends. In this case, the representative of the work structure may 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.

This request must specify the reasons justifying the termination of the contract.

If the inmate and the work structure agree, they shall draw up 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, she 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.

We talk then 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-trial interview, the company must state the reasons for the proposed decision and obtain the detainee's observations.

The termination of the prison employment contract is notified to the detained person in the form of a reasoned letter, 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 for reasons related to the needs of the service, i.e.:

  • Disappearance of the needs of the service or abolition of the post which 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
  • Refusal of the prisoner to see one of the essential elements of his contract modified (for example, change of working hours or change of work station).

In this case, the head of the prison shall 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. sustained decline in 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-trial 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 inmate.

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 detainee shall be notified of the termination of the prison employment contract not earlier than 10 working days after the 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 entered into.
Before the date fixed 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 if the incarcerated person so requests
  • When detention ends. In this case, the representative of the work structure may indicate to the person incarcerated, the jobs that he could offer him upon 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.

This request must specify the reasons justifying the termination of the contract.

If the inmate and the work structure agree, they shall draw up 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.

We talk then 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-trial interview, the company must state the reasons for the proposed decision and obtain the detainee's observations.

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

Economic motive

When the work structure encounters economic difficulties (e.g. sustained decline in 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-trial 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 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 inmate.

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 detainee shall be notified of the termination of the prison employment contract not earlier than 10 working days after the 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 the 1ster january 2025, he can request the Return to Employment Allowance (RTO). He will receive this aid upon his release.

Who can help me?

Find who can answer your questions in your region