The complete guide to the professionalisation contract

The contrat de professionnalisation is a work-study training scheme that enables an employer and an employee to work together to develop professional skills and facilitate integration into the job market. It meets the objectives of qualification, professionalization and adaptation to the real needs of the job market. This comprehensive guide explains every aspect, from remuneration to early termination of the contract, including the role of the tutor and the financial assistance available.

The basics of the professionalization contract

Thanks to the contrat de professionnalisation, a wide range of people (young people, adults, jobseekers, etc.) can take part in training within an adapted framework, under the aegis of the French Labor Code. The OPCO (skills operators) finance the training costs, and various exemptions or contributions from other bodies support the employer. This system helps employees to improve their qualifications, while boosting the competitiveness of the company, which capitalizes on skills specific to its sector.

Definition

The contrat de professionnalisation is a work-study contract. It focuses on the acquisition or consolidation of a professional qualification, through theoretical and practical training. According to the French Labor Code, it also aims to "promote professional integration or reintegration" (article L6325-1). It can be signed in the form of a fixed-term contract or a permanent contract including a professionalization period.

Under this contract, the apprentice (generally referred to as the beneficiary) undergoes theoretical training at an accredited training organization, while working in the company. The program is designed to meet the requirements of the professional sector, and aims to validate a diploma or certificate of professional qualification.

Who are the beneficiaries?

• Young people aged 16 to 25 who wish to complete their initial training;
• Jobseekers aged 26 and over, registered with France Travail ;
• Recipients of the revenu de solidarité active (RSA), the allocation spécifique de solidarité (ASS) or the allocation aux adultes handicapés (AAH);
• Anyone who has benefited from a contrat unique d'insertion (CUI).

Private-sector companies, as well as certain associations, can sign this contract. It is not, however, directly applicable to the civil service (except under certain exceptions or specific agreements).

What is the duration of the professionalization contract?

The professionalisation contract can be signed as a fixed-term contract for between 6 and 12 months. It can be extended to 36 months for "new chance" priority groups:

• Young people aged 16 to 25 without a baccalaureate or technological or vocational diploma,
• Young people aged 16 to 25 and jobseekers aged 26 and over who have been registered for over a year on the jobseekers' list held by France Travail,
• Recipients of RSA, ASS and AAH benefits,
• Beneficiaries leaving a single integration contract.

If the employer opts for a permanent contract, the first period of the contract corresponds to the professionalization phase, at the end of which the employee remains with the company.

The time spent on theoretical training under a professionalization contract is equivalent to at least 150 hours per year. This represents a certain percentage of working time: from 15% to 25% of the total duration of a fixed-term contract or the professionalization period of an open-ended contract.

Depending on branch agreements or the complexity of the qualification sought, this volume of hours may be re-evaluated. Similarly, certain groups (such as the disabled) can benefit from special arrangements. This flexibility is designed to ensure that professionalization is effective and relevant for all.

Objectives

The main aim of the professionalization contract is to improve qualifications. The company trains its employees in strategic skills, in line with its business needs and the job specifications. At the same time, the trainee enhances his or her career path, enriches his or her CV and increases his or her employability. The ultimate goal is to obtain a diploma, certificate or title registered with the RNCP (Répertoire national des certifications professionnelles).

By hiring under this scheme, the employer benefits from a professionalization dynamic that is consistent with the company's HR strategy. The flexibility of the contract and access to financial aid reinforce this virtuous process: the trainee quickly becomes operational, while adapting to the internal culture. For the beneficiary, it's a concrete solution for sustainable integration, stable employment and the acquisition of solid know-how.

Remuneration and financial assistance

Salary grid and salary trends

The beneficiary of a professionalization contract has the status of an employee of the company. As such, they enjoy the same rights as the rest of the workforce (days off, sickness cover, weekly rest periods, etc.). The amount of remuneration depends mainly on the beneficiary's age and level of qualification. Collective or industry agreements may set higher rates.

Here is a salary scale based on the SMIC in 2025:

Or 85% of the industry minimum wage (SMC) if more favorable.

Remuneration can change over the course of the contract. When the alternant reaches a certain age (for example, from 20 to 21), the applicable percentage increases on the first day of the month following the birthday. However, when they reach 26, the increase is not automatic. It must be mutually agreed between the employer and the alternant when the contract is signed, or by means of an amendment.

Note that the reinforced general reduction in employer contributions applies to employees earning less than 1.6 times the SMIC.

Financial assistance for employers

The "contrat de professionnalisation" (professional training contract) is eligible for various forms of financial assistance, making it a very attractive option for employers. OPCOs generally contribute to the financing of training costs, covering some or all of the educational costs. The amounts and criteria for reimbursement may vary depending on the branch of activity. Companies should therefore contact their OPCO to find out about the specific provisions applying to their professional section.

Exemptions from social security contributions may also apply, particularly for SMEs or companies that have signed specific agreements. This measure reduces payroll costs and encourages work-study recruitment.

Here are some additional recruitment aids:

• Flat-rate assistance for those aged 26 and over: €2,000, paid in two instalments by France Travail. To qualify, the position concerned must not have been subject to redundancy in the six months prior to hiring. In addition, the work-study student must not have worked for the company during the six months prior to signing the contract.
• Flat-rate aid for those aged 45 and over: worth €2,000, this is paid in two instalments by France Travail (and can be combined with the previous aid). The person hired must not have worked for the company in the six months prior to signing the contract.
• Aid for hiring a disabled worker: up to €3,000, paid by Agefiph. To qualify, the beneficiary's contract must last at least 6 months and involve a minimum of 24 hours per week (with the possibility of a derogation for 16 hours per week in certain cases). Assistance is proportional to the length of the contract, and starts from the 6th month worked. It can be combined with other forms of aid, is renewable if the apprentice continues his or her studies, and is extended by one year if the apprentice is repeating a year.
• Apprenticeship tax deductions: There are internship expenses, "alternant" credits and donations in kind. The terms and conditions are set out in the French Labor Code.

What's more, if the employee is recruited on a permanent contract, the company benefits from contractual stability and can continue to capitalize on the skills acquired over the long term.

Managing a professionalization contract

Drawing up a contract

The process of drawing up a professionalization contract begins with a precise definition of the educational objectives, in line with the company's business requirements. Once this agreement has been reached, the contract is drawn up and signed by the employer and the apprentice.

On fixed-term contracts, the professionalization period covers the entire training period. On permanent contracts, the contract begins with a professionalization period, recognized by the French Labor Code. All these elements must be forwarded to the relevant OPCO, which is responsible for validating the coherence of the project and mobilizing funding. Official registration with the industry or the DIRECCTE (DREETS) may be required, depending on the rules in force.

The tutor's role

The tutor is a central element of the professionalization contract. He or she accompanies the student on a day-to-day basis and organizes his or her tutoring. They ensure that theoretical training and on-the-job assignments are properly coordinated. Chosen for his or her business expertise and ability to pass on information, the tutor plays a mediating role if difficulties arise.

From an administrative point of view, the tutor ensures compliance with legal obligations: timetables, monitoring of skills acquired, validation of objectives, etc. He or she coordinates exchanges with the training organization, ensures team cohesion around the work-study student and facilitates final integration. To fully assume this role, the tutor can attend specific training sessions, often paid for by the OPCO.

Early termination of a professionalization contract

There are several reasons for early termination of a professionalization contract. In the case of a fixed-term contract, the contract is terminated:

• By mutual agreement between employee and employer;
• For serious misconduct ;
• Due to a permanent contract ;
• In the event of force majeure.

In the case of an indefinite-term training contract, the procedures for terminating the contract are the same as those for terminating an indefinite-term contract under ordinary law. For both fixed-term and open-ended contracts, it is also possible to terminate the contract during the trial period, subject to the legal notice period.

In all cases, it is up to the employer to inform his OPCO of the early termination of the apprenticeship contract.

In the case of a fixed-term contract, the end of the term marks the natural end of the contract, unless an extension is planned in order to validate a diploma or finalize a training project. If the employer wishes to integrate the work-study student on a long-term basis, it is possible to transfer to a permanent contract during or at the end of the professionalization period. This development reinforces professional integration and rewards mutual investment.

Recruit your apprentices with Marvin Recruiter

Marvin Recruiter is an innovative tool designed to simplify the recruitment and management of work-study contracts, including professionalization contracts. Thanks to an intuitive interface, it enables employers to quickly publish an offer, target eligible audiences and track applications centrally. Marvin Recruiter also offers functionalities for tutoring, objective validation and skills analysis.

With Marvin Recruiter, you can more easily manage every stage of the administrative process: drawing up the contract, filing with the OPCO, monitoring the training plan and managing financial aid. This comprehensive solution saves time and reduces errors, while enhancing the value of your work-study program. You benefit from personalized support to help your team grow, while developing the skills of your future employees.

FAQ - Frequently asked questions

Can a fixed-term professionalization contract be renewed?

Yes, a fixed-term professionalization contract can be extended or renewed under certain conditions: for example, if the apprentice has not been able to validate his or her qualification due to exam failure or a break in training. Renewal generally requires an amendment to the contract, and is subject to the agreement of the employer, the OPCO and the training organization. It must also respect the 24-month maximum limit for the professionalization period, except in cases of derogation.

Can a work-study student sign a professionalization contract with several companies?

By law, the professionalisation contract can include "periods spent acquiring know-how in several companies". provided that a specific agreement is drawn up between the employer, the host companies and the apprentice. In this way, an employee can spend up to 50% of his or her time in another company to gain experience using tools unavailable in his or her main company.

Each host company must appoint a tutor. The tripartite agreement must specify the division of tasks, remuneration, working hours and location, as well as the responsibilities of each company. Once signed, the agreement must be communicated to the training organization and the OPCO via the main employer.

What are the differences between a professionalization contract and an apprenticeship contract?

The contrat de professionnalisation (professional training contract) and the contrat d'apprentissage (apprenticeship contract) are both work-study solutions, but they differ in terms of the eligible public and the qualification objective. Apprenticeships are aimed primarily at young people aged 16 to 29, and prepare them for a recognized state diploma. The professionalisation contract covers a wider range of beneficiaries (young people, adults, jobseekers, retraining) and can lead to a vocational qualification certificate. Financial assistance, remuneration and duration also vary from one scheme to another, depending on the collective agreement and industry rules.