Contract of professionalization
Verified 01 January 2026 - Public Service / Directorate of Legal and Administrative Information (Prime Minister)
The professionalization contract is a work-study contract to acquire a qualification and to promote professional integration or reintegration. To what audience is this contract intended? How is it going? What is the minimum remuneration? How long does the training take? We present you the information to remember.
The rules the different professionalization contract by age of the employee: under 21, between 21 and 25 or from 26.
Before age 21
The professionalization contract is an employment contract alternating. It combines theoretical training provided in a training center with the acquisition of on-the-job skills in a company.
It shall be aimed at obtaining qualifications or diplomas corresponding to one of the following qualifications:
- Qualification of the National Register of Professional Qualifications (NCPR)
- Recognized qualification in the classifications of a national branch collective agreement
- Qualification on the list for a professional qualification certificate
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Private Employer
All private sector employers are concerned (company, association, mutual, cooperative, individual employer).
Maritime Armament companies
Maritime arms companies may sign a maritime professionalization contract.
Public Employer
Only the Epic: titleContent may sign a professionalization contract.
The professionalization contract is addressed to the following persons:
- Youth of 16 years to 20 years gone (21 years minus 1 day) for complete initial training
- Youth of 16 years to 20 years gone (21 years minus 1 day) leaving the school system without qualifications
- Youth of 16 years to 20 years gone (21 years minus 1 day) registered for more than 1 year on the list of job seekers
- Person who perceives the RSA: titleContent
- Person who perceives theAAH: titleContent
- Person coming out of a CUI.
Establishment of the contract
The professionalization contract must be written. It may be concluded in FIXED-TERM CONTRACT: titleContent or in DTA: titleContent.
It shall be established using the form cerfa no. 12434.
The contract shall appoint a guardian and shall include the following information:
- Nature of the contract (fixed-term or fixed-term)
- Job held
- Working time
- Salary
- Professionalization measures specifically envisaged.
The contract may provide for trial period.
He doesn't can't include deductibility clause.
FYI
A detailed description of the associated training and of the training organization concerned shall be annexed to the contract.
How is the contract deposited?
The employer shall send the professionalization contract to theOPCO: titleContent competent, in dematerialized form (directly on the website of the relevant OPCO).
The website of the Ministry of Labor presents the list of OPCOs:
The contract must be sent to the competent OPCO in the 5 calendar days which follow his signature.
The OPCO has 20 calendar days to check the compliance of the contract and make a decision on financial support. At the same time, he must submit the contract to the Dreets: titleContent accompanied by that decision.
The OPCO may refuse financial support if the contract does not comply.
Example :
The contract does not comply if the conditions relating in particular to the beneficiaries or to the remuneration are not respected.
The employee commits to work on behalf of his employer and follow the training provided for in the contract.
He enjoys the same rights as other company employees.
He cannot not be excluded general provisions of a collective agreement, a company agreement, a usage or an undertaking by the employer, if it fulfills the conditions for its award.
The employee is a voter and eligible for election to the staff representative bodies, if he meets the conditions.
When the employee is of age, he is subject to the same rules on working hours as other employees of the company. If he is a minor, special rules apply.
The employer undertakes to provide training to the employee enabling him to acquire a professional qualification. He also undertakes to provide the employee with a job in relation to his professional objective.
The employer must also choose a guardian among the company's skilled employees. He will have to give him the time necessary for the performance of his duties and for his training.
The employee enjoys the same rights as other employees of the company.
The duration of the contract differs according to the type of contract of the employee:
- Where it is concluded by FIXED-TERM CONTRACT: titleContent, the professionalization contract must be concluded for the duration of the training, called professionalization action. It can be renewed in some cases.
- Where it is concluded by DTA: titleContent, the professionalization contract must start by a period of alternation between training and professional activity in a company. This period is called professionalization action.
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FIXED-TERM CONTRACT
Initial duration of the contract
The contract may be concluded for a minimum period of time between 6 and 12 months.
The contract may have a maximum duration of 24 months if a branch agreement provides for it.
In the absence of a branch agreement, the maximum duration of the contract is 36 months for certain groups (persons registered for more than 1 year on the list of job seekers, persons receiving the RSA: titleContent for example).
Contract renewal
The FIXED-TERM CONTRACT: titleContent may be renewed 1 time when the employee has obtained the required qualification and wishes to prepare a higher or complementary qualification.
The fixed-term contract may also be renewed 1 time when the employee has not obtained the qualification referred to for one of the following reasons:
- Failed to obtain qualification
- Maternity or adoption
- Disease
- ₪
- Absence or insufficiency of courses provided by the training organization
The duration of the new fixed-term contract varies according to the number of hours of training required to obtain the qualification. This period may not be less than 6 months.
DTA
THEprofessionalization action a minimum duration of between 6 and 12 months.
THEprofessionalization action may have a maximum duration of 24 months if a branch agreement provides for it.
In the absence of a branch agreement, theprofessionalization action may have a maximum duration of 36 months for certain groups (persons registered for more than 1 year on the list of job seekers, persons receiving the RSA: titleContent for example).
Reminder
After the professionalization action, the employment contract continues within the framework of the DTA: titleContent.
The minimum monthly gross remuneration shall be 55% of Smic: titleContent, or currently €1,002.67.
If the employee has a professional bachelor's degree or a degree or diploma of the same level, that minimum remuneration shall be 65% of the SMIC, currently €1,184.98 .
In the event of a change in the course of a contract from the age of 20 to 21, the remuneration shall be increased from 1er day of the month following the anniversary date.
For example, when the employee reaches the age of 21 on March 3, the minimum wage increases from 1er April.
The training of an employee on a professionalization contract takes the form of evaluation and support actions. It also includes general, professional and technological courses.
Conduct of training
Training activities are carried out either by the company (if it has a training service) or by a public or private training organization.
Warning
The training is free of chargeHowever, the employee has nothing to pay for this training.
Duration of training
The training time shall be at least 150 hours per year.
It must also represent between 15% and 25% of the total duration of the professionalization contract if it is FIXED-TERM CONTRACT: titleContent.
The minimum duration may exceed 25% where a branch or interbranch agreement so provides for certain categories of employees, in particular in the following cases:
- Young age of 16 to 20 years of age (21 years minus 1 day) leaving the school system without qualifications
- Young age of 16 to 20 years of age (21 years minus 1 day) to complete initial training and registered for more than 1 year at France Travail (formerly Pôle emploi)
- Person who collects the HAR
- Person who collects the AAH
- Person leaving a single integration contract (CUI).
The evaluation and accompanying actions and general lessons learned must begin in 2 months following the signing of the employment contract.
Reminder
The professionalization action must take place throughout the duration of the contract when it is fixed-term (fixed-term).
When the professionalization contract is of indefinite duration, the professionalization action is at the beginning of the contract.
National Trades Map
One national business map is issued by the body or department responsible for training.
This card can give the following advantages:
- Access to restaurants and university accommodation
- Discounts for leisure and sports activities (sports, cinema, theater, etc.)
- Benefit from reduced and preferential fares granted to students in transport.
The tutor's mission includes the reception and information of the employee in a professionalization contract. He organizes his activity and contributes to the acquisition of its professional knowledges.
He also ensures the respect for your schedule and participates in the evaluation of the follow-up of training.
The conditions for the appointment of the guardian vary depending on whether the employer is a temporary work company (ETT), an intermediate association (AI), a group of employers or not.
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General case
The employer chooses a guardian from among the company's skilled employees.
The tutor must meet the following conditions:
- Be an employee of the company that employs the person under a professional contract
- Have at least 2 years of experience in a qualification covered by the professionalization contract
- Be voluntary
For example : for a professionalization in mechanics, the tutor must be a mechanic for at least 2 years. The employer could not choose him from the administrative staff of the company.
The tutor can follow 3 people simultaneously if he is an employee.
Please note
the employer can provide the mentoring himself, provided that he meets the qualification and experience requirements. In this case, it can follow 2 people.
ETT, AI or Employers' Group
The user company, temporary work company or group of employers shall each appoint a guardian.
The rules differ according to the age of the employee:
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The employee is 18 years of age or older
The working time of the employee on a professional contract is identical to that of other employees of the company.
The legal working hours is set at 35 hours. The employee can make overtime.
The training time is due actual working time and counts in the work schedule.
The employee is not 18 years old
The legal duration of actual work is 35 hours per week.
The training time is due actual working time and counts in the work schedule.
The following rules apply:
- 2 consecutive days of rest per week
- Sunday work only in certain business sectors
- Night work prohibited between 10pm and 6am for a young person aged 16 to 18
- 35 hours of work per week
- Possibility of exceptionally working 5 extra hours per week, after agreement of the labor inspector and opinion of the occupational physician
- 8 hours of work per day
- No more than 4 consecutive hours 30 minutes, which must be followed by a break of 30 consecutive minutes
- Prohibition to work a public holiday.
FYI
Exceptions to these rules exist in the building, public works and landscaping sectors. Where the collective organization of work so warrants, in these sectors the working time may be set at 40 hours per week and 10 hours per day.
Paid leave
The employee enjoys the same rights as other employees with regard to the acquisition of working days paid leave.
Periods in a training center shall be taken into account in calculating the accrual of paid leave.
Please note
Leave is taken outside the training periods. The employer can decide on the period during which the employee takes his leave.
Additional leave without pay
If the employee is under 21 years of age on April 30 of the previous year, the employee may additional leave without pay, within 30 days workable per year.
Specific leave
An employee on a professional contract is entitled to the same leave as other employees of the company.
The right to leave differs according to the length of service of the employee in the company.
Without seniority requirement
- Leave for family events (Civil partnerships, marriage, birth of a child or arrival of a child placed for adoption, death of a relative, announcement of the onset of disability in children)
- Leave related to the arrival of a child at home (absences for medical examinations during pregnancy, on maternity leave, of adoption, paternity)
- Leave related to illness and disability of the child (absences for sick child or parental attendance leave)
- Leave related to a serious illness of a relative (family solidarity leave or caregiver leave)
With seniority condition
Yes, the professionalization contract can be carried out partly abroad. This is what we call la mobility abroad. This mobility cannot exceed 1 year. In addition, it must not exceed the total duration of the contract.
For example, for an 18-month contract, the maximum duration of mobility abroad will be 9 months.
The contract can be extended to 24 months.
An agreement is concluded between the parties to the professionalization contract, the training organization in France and the structure or reception structures abroad.
This mobility can be carried out either as part of a standby of the contract, or as part of a provision to the host structure abroad.
Sleep contract
During this period, the host company or training organization is solely responsible for the employee's working conditions.
These are determined by the legal and contractual provisions in force in the host country (health and safety at work, remuneration, working hours, etc.).
The Convention shall specify the following information:
- Start and end date of the mobility period
- Purpose of the training and nature of the tasks assigned in connection with the certification
- Workplaces and possibly training places
- Contact details and quality of the persons responsible for monitoring the progress in France and in the host country as well as the conditions for monitoring
- Equipment and products used, as well as commitments on occupational risk prevention for host companies outside the European Union and training organizations
- Rhythm of work and holidays
- Possibly, the conditions under which the costs are to be borne
- Possibly, the conditions for assessing and validating skills acquired abroad
- Rules applicable in the reception facility(ies) abroad, in terms of health and safety at work
- Information on the guarantees taken in respect of civil liability or equivalent risk coverage in the host country.
Making available
The employee on a professional contract is made available on a temporary basis by the company established in France to a company or a training organization located abroad.
In this case, the contractual relationship with the company remains.
The employment contract is not terminated or suspended. The employer retains its responsibility towards the alternant (remuneration, employee social protection...).
The Convention shall specify the following information:
- Start and end date and duration of the mobility period
- Purpose of the training and nature of the tasks assigned to the apprentice in relation to the certification
- Workplaces and possibly training places
- Contact details and function of the persons responsible for monitoring the progress in France and in the host country, as well as the conditions for monitoring
- Equipment used and products
- Rhythm of work and holidays
- Possibly, conditions for covering the costs
- Possibly, conditions for the assessment and validation of skills acquired abroad
- Occupational health and safety rules applicable in the host country
- Information on the guarantees taken in respect of civil liability or equivalent risk coverage in the host country.
Foreigners have access to the professionalization contract under the same conditions as other employees.
The employer must check that the foreigner has a work authorization or originates in a country for which a work permit is not compulsory (European Economic Area - EEA, Switzerland, Monaco, Andorra, San Marino).
FYI
however, there are specific rules for foreigner students during the 1re year following their arrival in France.
At the time of hiring, the employer must organize a information and prevention visit or a medical examination for suitability for employment.
The employee also benefits from periodic visits and resumption visit after a work stoppage.
The rules for termination of the contract vary depending on whether the professionalization contract is in FIXED-TERM CONTRACT: titleContent or in DTA: titleContent.
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FIXED-TERM CONTRACT
The fixed-term contract ends either because it is coming to an end or because it is subject to an early termination.
The professionalization contract is subject to the rules of break of the CDD.
FYI
The termination indemnity (or precariousness indemnity) is not due.
DTA
The contract may be terminated under the terms of the CDI: termination at the initiative of the employer or employee.
The employer's obligations differ depending on whether the fixed-term contract continues on a permanent contract or not.
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The fixed-term contract does not continue on a permanent contract
The employer shall provide the employee with the following documents:
- Work Certificate
- France Travail (formerly Pôle emploi) certificate
- Receipt for balance of any account.
Please note
When anemployee savings is set up in the company, the employer gives the employee, at the end of the employment contract, a summary of the amounts saved.
The fixed-term contract continues on a permanent basis
The employer does not have to give the employee the end-of-contract documents.
The following provisions shall apply:
- No trial period may be imposed
- Duration of the professionalization contract taken into account for the rights related to the seniority of the employee
Between 21 and under 26
The professionalization contract is an employment contract alternating. It combines theoretical training provided in a training center with the acquisition of on-the-job skills in a company.
It shall be aimed at obtaining qualifications or diplomas corresponding to one of the following qualifications:
- Qualification of the National Register of Professional Qualifications (NCPR)
- Recognized qualification in the classifications of a national branch collective agreement
- Qualification on the list for a professional qualification certificate
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Private Employer
All private sector employers are concerned (company, association, mutual, cooperative, individual employer).
Maritime Armament companies
Maritime arms companies may sign a maritime professionalization contract.
Public Employer
Only the Epic: titleContent may sign a professionalization contract.
The professionalization contract is addressed to the following public:
- Youth of 21 to 25 years of age (26 years minus one day) to complete their initial training
- Youth of 21 to 25 years of age (26 years minus one day) leaving the school system without qualifications
- Youth of 21 to 25 years of age (26 years minus one day) registered for more than 1 year on the list of job seekers
- Person who perceives the RSA: titleContent
- Person who perceives theASS: titleContent
- Person who perceives theAAH: titleContent
- Person coming out of a CUI.
Establishment of the contract
The professionalization contract must be written. It may be concluded in FIXED-TERM CONTRACT: titleContent or in DTA: titleContent.
It shall be established using the form cerfa no. 12434.
The contract shall appoint a guardian and shall include the following information:
- Nature of the contract (fixed-term or fixed-term)
- Job held
- Working time
- Salary
- Professionalization measures specifically envisaged.
The contract may provide for trial period.
He doesn't can't include deductibility clause.
FYI
A detailed description of the associated training and of the training organization concerned shall be annexed to the contract.
How is the contract deposited?
The employer shall send the professionalization contract to theOPCO: titleContent competent, in dematerialized form (directly on the website of the relevant OPCO).
The website of the Ministry of Labor presents the list of OPCOs:
The contract must be sent to the competent OPCO in the 5 calendar days which follow his signature.
The OPCO has 20 calendar days to check the compliance of the contract and make a decision on financial support. At the same time, he must submit the contract to the Dreets: titleContent accompanied by that decision.
The OPCO may refuse financial support if the contract does not comply.
Example :
The contract does not comply if the conditions relating in particular to the beneficiaries or to the remuneration are not respected.
The employee commits to work on behalf of his employer and follow the training provided for in the contract.
He enjoys the same rights as other company employees.
He cannot not be excluded general provisions of a collective agreement, a company agreement, a usage or an undertaking by the employer, if it fulfills the conditions for granting it.
The employee is a voter and eligible for election to the staff representative bodies, if he meets the conditions.
The employer undertakes to provide training to the employee enabling him to acquire a professional qualification. He also undertakes to provide the employee with a job in relation to his professional objective.
The employer must also choose a guardian among the company's skilled employees. He will have to give him the time necessary for the performance of his duties and for his training.
The employee enjoys the same rights as other employees of the company.
The duration of the contract differs according to the type of contract of the employee:
- Where it is concluded by FIXED-TERM CONTRACT: titleContent, the professionalization contract must be concluded for the duration of the training, called professionalization action. It can be renewed in some cases.
- Where it is concluded by DTA: titleContent, the professionalization contract must start by a period of alternation between training and professional activity in a company. This period is called professionalization action.
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FIXED-TERM CONTRACT
Initial duration of the contract
The contract may be concluded for a minimum period of time between 6 and 12 months.
The contract may have a maximum duration of 24 months if a branch agreement provides for it.
In the absence of a branch agreement, the maximum duration of the contract is 36 months for certain groups (persons registered for more than 1 year on the list of job seekers, persons receiving the RSA: titleContent for example).
Contract renewal
The FIXED-TERM CONTRACT: titleContent may be renewed 1 time when the employee has obtained the required qualification and wishes to prepare a higher or complementary qualification.
The fixed-term contract may also be renewed 1 time when the employee has not obtained the qualification referred to for one of the following reasons:
- Failed to obtain qualification
- Maternity or adoption
- Disease
- ₪
- Absence or insufficiency of courses provided by the training organization
The duration of the new fixed-term contract varies according to the number of hours of training required to obtain the qualification. This period may not be less than 6 months.
DTA
THEprofessionalization action a minimum duration of between 6 and 12 months.
THEprofessionalization action may have a maximum duration of 24 months if a branch agreement provides for it.
In the absence of a branch agreement, theprofessionalization action may have a maximum duration of 36 months for certain groups (persons registered for more than 1 year on the list of job seekers, persons receiving the RSA: titleContent for example).
Reminder
After the professionalization action, the employment contract continues within the framework of the DTA: titleContent.
The minimum monthly gross remuneration shall be 70% of the SMIC, currently €1,276.13.
If the employee holds a professional baccalaureate or a title or diploma of the same level, this minimum remuneration shall be 80% of the SMIC, currently €1,458.43.
Please note
The transition from 25 to 26 years during the contract does not increase the remuneration of the employee.
The training of an employee on a professionalization contract takes the form of evaluation and support actions. It also includes general, professional and technological courses.
Conduct of training
Training activities are carried out either by the company (if it has a training service) or by a public or private training organization.
Warning
The training is free of chargeHowever, the employee has nothing to pay for this training.
Duration of training
The training time shall be at least 150 hours per year.
It must also represent between 15% and 25% the total duration of the professionalization contract if it is of fixed duration.
The minimum duration may exceed 25% where a branch or interbranch agreement so provides for certain categories of employees, in particular in the following cases:
- Young age of 21 to 25 years of age (26 years minus 1 day) leaving the school system without qualifications
- Young age of 21 to 25 years of age (26 years minus 1 day) to complete initial training and registered for more than 1 year at France Travail (formerly Pôle emploi)
- Person who collects the HAR
- Person who collects SSA
- Person who collects the AAH
- Person leaving a single integration contract (CUI)
The evaluation and accompanying actions and general lessons learned must begin in 2 months following the signing of the employment contract.
Reminder
The professionalization action must take place throughout the duration of the contract when it is fixed-term (fixed-term).
When the professionalization contract is of indefinite duration, the professionalization action is at the beginning of the contract.
National Trades Map
One national business map is issued by the body or department responsible for training.
This card can give the following advantages:
- Access to restaurants and university accommodation
- Discounts for leisure and sports activities (sports, cinema, theater, etc.)
- Benefit from reduced and preferential fares granted to students in transport.
The tutor's mission includes the reception and information of the employee in a professionalization contract. He organizes his activity and contributes to the acquisition of its professional knowledges.
He also ensures the respect for your schedule and participates in the evaluation of the follow-up of training.
The conditions for the appointment of the guardian vary depending on whether the employer is a temporary work company (ETT), an intermediate association (AI), a group of employers or not.
Répondez aux questions successives et les réponses s’afficheront automatiquement
General case
The employer chooses a guardian from among the company's skilled employees.
The tutor must meet the following conditions:
- Be an employee of the company that employs the person under a professional contract
- Have at least 2 years of experience in a qualification covered by the professionalization contract
- Be voluntary
For example : for a professionalization in mechanics, the tutor must be a mechanic for at least 2 years. The employer could not choose him from the administrative staff of the company.
The tutor can follow 3 people simultaneously if he is an employee.
Please note
the employer can provide the mentoring himself, provided that he meets the qualification and experience requirements. In this case, it can follow 2 people.
ETT, AI or Employers' Group
The user company, temporary work company or group of employers shall each appoint a guardian.
The working time of the employee on a professional contract is identical to that of other employees of the company.
The legal working hours is set at 35 hours. The employee can make overtime.
The training time is due actual working time and counts in the work schedule.
Paid leave
The employee enjoys the same rights as other employees with regard to the acquisition of working days paid leave.
Periods in a training center shall be taken into account in calculating the accrual of paid leave.
Please note
Leave is taken outside the training periods. The employer can decide on the period during which the employee takes his leave.
Specific leave
An employee on a professional contract is entitled to the same leave as other employees of the company.
The right to leave differs according to the length of service of the employee in the company.
Without seniority requirement
- Leave for family events (Civil partnerships, marriage, birth of a child or arrival of a child placed for adoption, death of a relative, announcement of the onset of disability in children)
- Leave related to the arrival of a child at home (absences for medical examinations during pregnancy, on maternity leave, of adoption, paternity)
- Leave related to illness and disability of the child (absences for sick child or parental attendance leave)
- Leave related to a serious illness of a relative (family solidarity leave or caregiver leave)
With seniority condition
Yes, the professionalization contract can be carried out partly abroad. This is what we call la mobility abroad. This mobility cannot exceed 1 year. In addition, it must not exceed the total duration of the contract.
For example, for an 18-month contract, the maximum duration of mobility abroad will be 9 months.
The contract can be extended to 24 months.
An agreement is concluded between the parties to the professionalization contract, the training organization in France and the structure or reception structures abroad.
This mobility can be carried out either as part of a standby of the contract, or as part of a provision to the host structure abroad.
Sleep contract
During this period, the host company or training organization is solely responsible for the employee's working conditions.
These are determined by the legal and contractual provisions in force in the host country (health and safety at work, remuneration, working hours, etc.).
The Convention shall specify the following information:
- Start and end date of the mobility period
- Purpose of the training and nature of the tasks assigned in connection with the certification
- Workplaces and possibly training places
- Contact details and quality of the persons responsible for monitoring the progress in France and in the host country as well as the conditions for monitoring
- Equipment and products used, as well as commitments on occupational risk prevention for host companies outside the European Union and training organizations
- Rhythm of work and holidays
- Possibly, the conditions under which the costs are to be borne
- Possibly, the conditions for assessing and validating skills acquired abroad
- Rules applicable in the reception facility(ies) abroad, in terms of health and safety at work
- Information on the guarantees taken in respect of civil liability or equivalent risk coverage in the host country.
Making available
The employee on a professional contract is made available on a temporary basis by the company established in France to a company or a training organization located abroad.
In this case, the contractual relationship with the company remains.
The employment contract is not terminated or suspended. The employer retains its responsibility towards the alternant (remuneration, employee social protection, etc.).
The Convention shall specify the following information:
- Start and end date and duration of the mobility period
- Purpose of the training and nature of the tasks assigned to the apprentice in relation to the certification
- Workplaces and possibly training places
- Contact details and function of the persons responsible for monitoring the progress in France and in the host country, as well as the conditions for monitoring
- Equipment used and products
- Rhythm of work and holidays
- Possibly, conditions for covering the costs
- Possibly, conditions for the assessment and validation of skills acquired abroad
- Occupational health and safety rules applicable in the host country
- Information on the guarantees taken in respect of civil liability or equivalent risk coverage in the host country.
Foreigners have access to the professionalization contract under the same conditions as other employees.
The employer must check that the foreigner has a work authorization or originates in a country for which a work permit is not compulsory (European Economic Area - EEA, Switzerland, Monaco, Andorra, San Marino).
FYI
however, there are specific rules for foreigner students during the 1re year following their arrival in France.
At the time of hiring, the employer must organize a information and prevention visit or a medical examination for suitability for employment.
The employee also benefits from periodic visits and resumption visit after a work stoppage.
The rules for termination of the contract vary depending on whether the professionalization contract is in FIXED-TERM CONTRACT: titleContent or in DTA: titleContent.
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FIXED-TERM CONTRACT
The fixed-term contract ends either because it is coming to an end or because it is subject to an early termination.
The professionalization contract is subject to the rules of break of the CDD.
FYI
The termination indemnity (or precariousness indemnity) is not due.
DTA
The contract may be terminated under the terms of the CDI: termination at the initiative of the employer or employee.
The employer's obligations differ depending on whether the fixed-term contract continues on a permanent contract or not.
Répondez aux questions successives et les réponses s’afficheront automatiquement
The fixed-term contract does not continue on a permanent contract
The employer shall provide the employee with the following documents:
- Work Certificate
- France Travail (formerly Pôle emploi) certificate
- Receipt for balance of any account.
Please note
When anemployee savings is set up in the company, the employer gives the employee, at the end of the employment contract, a summary of the amounts saved.
The fixed-term contract continues on a permanent basis
The employer does not have to give the employee the end-of-contract documents.
The following provisions shall apply:
- No trial period may be imposed
- Duration of the professionalization contract taken into account for the rights related to the seniority of the employee
From 26 years
The professionalization contract is an employment contract alternating. It combines theoretical training provided in a training center with the acquisition of on-the-job skills in a company.
It shall be aimed at obtaining qualifications or diplomas corresponding to one of the following qualifications:
- Qualification of the National Register of Professional Qualifications (NCPR)
- Recognized qualification in the classifications of a national branch collective agreement
- Qualification on the list for a professional qualification certificate
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Private Employer
All private sector employers are concerned (company, association, mutual, cooperative, individual employer).
Maritime Armament companies
Maritime arms companies may sign a maritime professionalization contract.
Public Employer
Only the Epic: titleContent may sign a professionalization contract.
The professionalization contract is addressed to the following public:
- Jobseeker at least 26 years old
- Person who touches the RSA: titleContent
- Person who touches theASS: titleContent
- Person who touches theAAH: titleContent
- Person coming out of a CUI.
Establishment of the contract
The professionalization contract must be written. It may be concluded in FIXED-TERM CONTRACT: titleContent or in DTA: titleContent.
It shall be established using the form cerfa no. 12434.
The contract shall appoint a guardian and shall include the following information:
- Nature of the contract (fixed-term or fixed-term)
- Job held
- Working time
- Salary
- Professionalization measures specifically envisaged.
The contract may provide for trial period.
He doesn't can't include deductibility clause.
FYI
A detailed description of the associated training and of the training organization concerned shall be annexed to the contract.
How is the contract deposited?
The employer shall send the professionalization contract to theOPCO: titleContent competent, in dematerialized form (directly on the website of the relevant OPCO).
The website of the Ministry of Labor presents the list of OPCOs:
The contract must be sent to the competent OPCO in the 5 calendar days which follow his signature.
The OPCO has 20 calendar days to check the compliance of the contract and make a decision on financial support. At the same time, he must submit the contract to the Dreets: titleContent accompanied by that decision.
The OPCO may refuse financial support if the contract does not comply.
Example :
The contract does not comply if the conditions relating in particular to the beneficiaries or to the remuneration are not respected.
The employee commits to work on behalf of his employer and follow the training provided for in the contract.
He enjoys the same rights as other company employees.
He cannot not be excluded general provisions of a collective agreement, a company agreement, a usage or an undertaking by the employer, if it fulfills the conditions for its award.
The employee is a voter and eligible for election to the staff representative bodies, if he meets the conditions.
The employer undertakes to provide training to the employee enabling him to acquire a professional qualification. He also undertakes to provide the employee with a job in relation to his professional objective.
The employer must also choose a guardian among the company's skilled employees. He will have to give him the time necessary for the performance of his duties and for his training.
The employee enjoys the same rights as other employees of the company.
The duration of the contract differs according to the type of contract of the employee:
- Where it is concluded by FIXED-TERM CONTRACT: titleContent, the professionalization contract must be concluded for the duration of the training, called professionalization action. It can be renewed in some cases.
- Where it is concluded by DTA: titleContent, the professionalization contract must start by a period of alternation between training and professional activity in a company. This period is called professionalization action.
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FIXED-TERM CONTRACT
Initial duration of the contract
The contract may be concluded for a minimum period of time between 6 and 12 months.
The contract may have a maximum duration of 24 months if a branch agreement provides for it.
In the absence of a branch agreement, the maximum duration of the contract is 36 months for certain groups (persons registered for more than 1 year on the list of job seekers, persons receiving the RSA: titleContent for example).
Contract renewal
The FIXED-TERM CONTRACT: titleContent may be renewed 1 time when the employee has obtained the required qualification and wishes to prepare a higher or complementary qualification.
The fixed-term contract may also be renewed 1 time when the employee has not obtained the qualification referred to for one of the following reasons:
- Failed to obtain qualification
- Maternity or adoption
- Disease
- ₪
- Absence or insufficiency of courses provided by the training organization
The duration of the new fixed-term contract varies according to the number of hours of training required to obtain the qualification. This period may not be less than 6 months.
DTA
THEprofessionalization action a minimum duration of between 6 and 12 months.
THEprofessionalization action may have a maximum duration of 24 months if a branch agreement provides for it.
In the absence of a branch agreement, theprofessionalization action may have a maximum duration of 36 months for certain groups (persons registered for more than 1 year on the list of job seekers, persons receiving the RSA: titleContent for example).
Reminder
After the professionalization action, the employment contract continues within the framework of the DTA: titleContent.
The minimum monthly gross remuneration shall be Smic: titleContent, or currently €1,823.03.
This amount should be compared to 85% the minimum wage laid down in the collective agreements of a branch or company (conventional minimum wage).
The training of an employee on a professionalization contract takes the form of evaluation and support actions. It also includes general, professional and technological courses.
Conduct of training
Training activities are carried out either by the company (if it has a training service) or by a public or private training organization.
Warning
The training is free of chargeHowever, the employee has nothing to pay for this training.
Duration of training
The training time shall be at least 150 hours per year.
It must also represent between 15% and 25% the total duration of the professionalization contract if it is of fixed duration.
The minimum duration may exceed 25% where a branch or interbranch agreement so provides for certain categories of employees, in particular in the following cases:
- Jobseeker aged 26 and over, registered for more than 1 year at France Travail (formerly Pôle emploi)
- Person who is affected by RSA
- Person who is affected by SSA
- Person who touches the AAH
- Person leaving a single integration contract (CUI)
The evaluation and accompanying actions and general lessons learned must begin in 2 months following the signing of the employment contract.
Reminder
The professionalization action must take place throughout the duration of the contract when it is fixed-term (fixed-term).
When the professionalization contract is of indefinite duration, the professionalization action is at the beginning of the contract.
The tutor's mission includes the reception and information of the employee in a professionalization contract. He organizes his activity and contributes to the acquisition of its professional knowledges.
He also ensures the respect for your schedule and participates in the evaluation of the follow-up of training.
The conditions for the appointment of the guardian vary depending on whether the employer is a temporary work company (ETT), an intermediate association (AI), a group of employers or not.
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General case
The employer chooses a guardian from among the company's skilled employees.
The tutor must meet the following conditions:
- Be an employee of the company that employs the person under a professional contract
- Have at least 2 years of experience in a qualification covered by the professionalization contract
- Be voluntary
For example : for a professionalization in mechanics, the tutor must be a mechanic for at least 2 years. The employer could not choose him from the administrative staff of the company.
The tutor can follow 3 people simultaneously if he is an employee.
Please note
the employer can provide the mentoring himself, provided that he meets the qualification and experience requirements. In this case, it can follow 2 people.
ETT, AI or Employers' Group
The user company, temporary work company or group of employers shall each appoint a guardian.
The working time of the employee on a professional contract is identical to that of other employees of the company.
The legal working hours is set at 35 hours. The employee can make overtime.
The training time is due actual working time and counts in the work schedule.
Paid leave
The employee enjoys the same rights as other employees with regard to the acquisition of working days paid leave.
Periods in a training center shall be taken into account in calculating the accrual of paid leave.
Please note
Leave is taken outside the training periods. The employer can decide on the period during which the employee takes his leave.
Specific leave
An employee on a professional contract is entitled to the same leave as other employees of the company.
The right to leave differs according to the length of service of the employee in the company.
Without seniority requirement
- Leave for family events (Civil partnerships, marriage, birth of a child or arrival of a child placed for adoption, death of a relative, announcement of the onset of disability in children)
- Leave related to the arrival of a child at home (absences for medical examinations during pregnancy, on maternity leave, of adoption, paternity)
- Leave related to illness and disability of the child (absences for sick child or parental attendance leave)
- Leave related to a serious illness of a relative (family solidarity leave or caregiver leave)
With seniority condition
Yes, the professionalization contract can be carried out partly abroad. This is what we call la mobility abroad. This mobility cannot exceed 1 year. In addition, it must not exceed the total duration of the contract.
For example, for an 18-month contract, the maximum duration of mobility abroad will be 9 months.
The contract can be extended to 24 months.
An agreement is concluded between the parties to the professionalization contract, the training organization in France and the structure or reception structures abroad.
This mobility can be carried out either as part of a standby of the contract, or as part of a provision to the host structure abroad.
Sleep contract
During this period, the host company or training organization is solely responsible for the employee's working conditions.
These are determined by the legal and contractual provisions in force in the host country (health and safety at work, remuneration, working hours, etc.).
The Convention shall specify the following information:
- Start and end date of the mobility period
- Purpose of the training and nature of the tasks assigned in connection with the certification
- Workplaces and possibly training places
- Contact details and quality of the persons responsible for monitoring the progress in France and in the host country as well as the conditions for monitoring
- Equipment and products used, as well as commitments on occupational risk prevention for host companies outside the European Union and training organizations
- Rhythm of work and holidays
- Possibly, the conditions under which the costs are to be borne
- Possibly, the conditions for assessing and validating skills acquired abroad
- Rules applicable in the reception facility(ies) abroad, in terms of health and safety at work
- Information on the guarantees taken in respect of civil liability or equivalent risk coverage in the host country.
Making available
The employee on a professional contract is made available on a temporary basis by the company established in France to a company or a training organization located abroad.
In this case, the contractual relationship with the company remains.
The employment contract is not terminated or suspended. The employer retains its responsibility towards the alternant (remuneration, employee social protection...).
The Convention shall specify the following information:
- Start and end date and duration of the mobility period
- Purpose of the training and nature of the tasks assigned to the apprentice in relation to the certification
- Workplaces and possibly training places
- Contact details and function of the persons responsible for monitoring the progress in France and in the host country, as well as the conditions for monitoring
- Equipment used and products
- Rhythm of work and holidays
- Possibly, conditions for covering the costs
- Possibly, conditions for the assessment and validation of skills acquired abroad
- Occupational health and safety rules applicable in the host country
- Information on the guarantees taken in respect of civil liability or equivalent risk coverage in the host country.
Foreigners have access to the professionalization contract under the same conditions as other employees.
The employer must check that the foreigner has a work authorization or originates in a country for which a work permit is not compulsory (European Economic Area - EEA, Switzerland, Monaco, Andorra, San Marino).
FYI
however, there are specific rules for foreigner students during the 1re year following their arrival in France.
At the time of hiring, the employer must organize a information and prevention visit or a medical examination for suitability for employment.
The employee also benefits from periodic visits and resumption visit after a work stoppage.
The rules for termination of the contract vary depending on whether the professionalization contract is in FIXED-TERM CONTRACT: titleContent or in DTA: titleContent.
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FIXED-TERM CONTRACT
The fixed-term contract ends either because it is coming to an end or because it is subject to an early termination.
The professionalization contract is subject to the rules of break of the CDD.
FYI
The termination indemnity (or precariousness indemnity) is not due.
DTA
The contract may be terminated under the terms of the CDI: termination at the initiative of the employer or employee.
The employer's obligations differ depending on whether the fixed-term contract continues on a permanent contract or not.
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The fixed-term contract does not continue on a permanent contract
The employer shall provide the employee with the following documents:
- Work Certificate
- France Travail (formerly Pôle emploi) certificate
- Receipt for balance of any account.
Please note
When anemployee savings is set up in the company, the employer gives the employee, at the end of the employment contract, a summary of the amounts saved.
The fixed-term contract continues on a permanent basis
The employer does not have to give the employee the end-of-contract documents.
The following provisions shall apply:
- No trial period may be imposed
- Duration of the professionalization contract taken into account for the rights related to the seniority of the employee
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Allô Service Public - Renseignement administratif par téléphone
For more information on this subject, you can contact Allô Service Public.
Attention: the service does not have access to users' personal files and therefore cannot provide information on their progress.
He does not respond questions on unemployment compensation and approaches to the France Labor (formerly Pôle emploi), the public servants or contract workers of the fcivil service, the amount or payment of contributions social, wage or employer.
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Formation and performance of the contract
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Duration and implementation of professionalization actions
Paid annual leave under 21 years of age
Provisions specific to temporary work companies
Mobility in the European Union and abroad
Document specifying the organization of the training, annexed to the professionalization contract
Trades Student Card
Agreement with the host company
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Professionalization contract: taken over by France Travail (formerly Pôle emploi)
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