The complete guide of the professionalization contract

The professionalization contract is a work -study training system that allows an employer and an employee to collaborate to develop professional skills and facilitate integration into employment. It meets objectives of qualification, professionalization and adaptation to the real needs of the labor market. This complete guide explains each aspect to you, from remuneration until the early end of the contract, including the role of the tutor and the available financial aid.

The basics of the professionalization contract

Thanks to the professionalization contract, various audiences (young people, adults, job seekers, etc.) can be formed in a converted framework, under the aegis of the Labor Code. OPCOs (skills operators) finance educational costs, and various exemptions or contributions from organizations support the employer. This system consolidates the employee's qualification while stimulating the competitiveness of the company, which capitalizes on specific skills adapted to its sector.

Definition

The professionalization contract is a work -study employment contract. It is focused on the acquisition or consolidation of a professional qualification, via theoretical and practical training. According to the Labor Code, it also aims to "promote insertion or professional reintegration" (article L6325-1). It can be signed in the form of a fixed -term contract or a CDI including a period of professionalization.

Thanks to this contract, the alternating (which is generally called the beneficiary) follows theoretical training in an approved training organization while working in the company. The program is built in connection with the requirements of the professional branch and aims to validate a diploma or a professional qualification certificate.

Who are the beneficiaries?

• Young people from 16 to 25 years old who wish to complete their initial training;
• Job seekers aged 26 and over, enrolled in France work;
• Beneficiaries of active solidarity income (RSA), specific solidarity allowance (ASS) or allocation to disabled adults (AAH);
• Anyone who has benefited from a single insertion contract (CUI).

Companies in the private sector, as well as certain structures in the associative sector, may conclude this contract. On the other hand, it is not addressed directly to the public service (except in certain forms of specific derogations or conventions).

How long is the professionalization contract?

The professionalization contract can be concluded in fixed -term contracts for a period varying between 6 and 12 months. It can be brought up to 36 months for priority audiences known as "new luck":

• Young people aged 16 to 25 without baccalaureate or technological or professional diploma,
• Young people aged 16 to 25 and job seekers aged 26 and over registered for more than a year on the list of job seekers held by France work,
• Beneficiaries of RSA, ASS, AAH,
• Beneficiaries emerging from a single insertion 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 in the company.

The theoretical training time followed by professionalization contract is equivalent to at least 150 hours annual. This represents a certain percentage of working time: from 15 to 25 % of the total duration of a fixed -term contract or the period of professionalization of a CDI.

Depending on the branch agreements or the complexity of the qualification sought, this volume of hours can be reassessed. Similarly, certain audiences (such as people with disabilities) can benefit from the development of the route. This flexibility aims to guarantee the effectiveness and relevance of professionalization for all.

Goals

The major objective of the professionalization contract is the rise in qualification. The company trains its collaborator for strategic skills, corresponding to its economic needs and the business repository. In parallel, the alternating values ​​its route, enriches its CV and increases its employability. The purpose is the obtaining of a diploma, a certificate or a title registered in the RNCP (National Directory of Professional Certifications).

By hiring via this system, the employer benefits from a dynamic of professionalization consistent with the company's HR strategy. The flexibility of the contract and access to financial aid reinforce this virtuous process: the trained person quickly becomes operational, while adapting to internal culture. For the beneficiary, this is a concrete solution for sustainable integration, obtain a stable job and acquire solid know-how.

Remuneration and financial aid

Salary grid and salary developments

The beneficiary of a professionalization contract has an employee status of the company. Thus, it enjoys the same rights as the rest of the employees (days of leave, disease protection, weekly rest, etc.). The amount of remuneration depends mainly on the age and level of qualification of the beneficiary. Collective agreements or branch agreements can set higher scales.

Here is a remuneration grid based on the amount of the minimum wage in 2025:

Or 85 % of the conventional minimum wage (SMC) of branch so more favorable.

Over the contract, remuneration can evolve. When the alternating crosses an age level (for example, if it goes from 20 to 21 years), the applicable percentage increases, on the first day of the month following the birthday. However, when it reaches 26 years, the increase is not automatic. It must be the subject of mutual agreement between the employer and the alternating when signing the contract or via an amendment.

Note that the reinforced general reduction in employer contributions applies to employees whose remuneration is less than 1.6 times the minimum wage.

Financial aid for the employer

The professionalization contract opens the right to various financial aid which make this system very attractive for the employer. OPCOs generally participate in the financing of training costs, which partially or fully covers educational costs. The amounts and care criteria may vary depending on the activity branch. Also, the company must learn about its OPCO specific provisions relating to its professional section.

Exemptions from social charges can also apply, in particular for SMEs or companies signatory to specific agreements. This measure lightens the salary cost and encourages alternating recruitment.

In addition, here are the other recruitment aids:

• Aid lump sum for the 26th and over: in the amount of € 2,000, it is paid twice by France Work. For this, the position concerned must not have been the subject of an economic dismissal within six months preceding hiring. In addition, the alternating must not have worked in the company during the six months before the signing of the contract.
• Aid lump sum for the 45 years and over: in the amount of € 2,000, it is paid twice by France Work (and combined with the previous help). For this, the hired person must not have worked in the company within six months before the signing of the contract.
• Hiring aid of a disabled worker: with a maximum amount of € 3,000, it is paid by AGEFIPH. To obtain it, the beneficiary's contract must last at least 6 months and 24 hours per minimum week (possible derogation for 16 hours per week in certain cases). Aid is proportional to the duration of the contract and begins from the 6th month worked. It is combined with other aids, is renewable in the event of continuation of the studies and prolonged by one year if the alternating redoubled.
• Tax deductions of the apprenticeship tax: there are internship fees, the "alternating" claim and donations in kind. The terms are registered in the Labor Code.

In addition, if the employee is recruited on permanent contracts, the company benefits from contractual stability and can continue to capitalize on the skills acquired over the long term.

Manage a professionalization contract

Establish a contract

The establishment of a professionalization contract begins with the precise definition of the educational objectives, aligned on the business standards and the needs of the company. Once this agreement is sealed, the contract is written and signed by the employer and the alternating.

On CDD, the duration of professionalization includes all training. On permanent contract, the contract begins with a period of professionalization, recognized by the Labor Code. All of these elements must be transmitted to the competent OPCO, responsible for validating the consistency of the project and mobilizing funding. An official recording with the branch or the DIRECCTE (DREETS) may be required, depending on the rules in force.

Tutor's role

The tutor is a central element of the professionalization contract. He supports the alternating in business on a daily basis and organizes his educational tutoring. He ensures the good articulation between theoretical training and the missions in his workplace. Chosen for its business expertise and its transmission capacity, the tutor plays a mediator's role if difficulties arise.

On the administrative level, the tutor ensures compliance with legal obligations: timetables, monitoring of acquired skills, validation of objectives, etc. He coordinates exchanges with the training organization, ensures the cohesion of the team around alternating and facilitates its final insertion. To fully assume this mission, the tutor can follow specific training sessions, often supported by the OPCO.

Early end of a professionalization contract

The early end of a professionalization contract may arise for several reasons. In the case of a fixed -term contract, there is a breach of the contract:

• By a common agreement between the employee and the employer;
• Due to a serious fault;
• Due to a permanent hiring;
• In case of force majeure.

Regarding the professionalization contract concluded in permanent contracts, the termination methods are the same as those provided for the rupture of a CDI of ordinary law. On fixed -term contracts as on a permanent contract, it is also possible to break the contract during the trial period, respecting the legal time for notice.

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

When it comes to a CDD, the arrival at the end marks the natural end of the contract, unless an extension is planned to allow the validation of a diploma or the finalization of a training project. If the employer wishes to integrate the alternating permanently, a passage on permanent contracts is possible in progress or at the end of the period of professionalization. This development confirms professional integration and rewards mutual investment.

Recruit your apprentices with Marvin recruit

Marvin Recruiter is an innovative tool designed to simplify the recruitment and management of work -study contracts, including the professionalization contract. Thanks to an intuitive interface, it allows employers to quickly publish an offer, to target eligible audiences and to follow the applications centrally. Marvin Recruitus also offers features for tutorial function, validation of objectives and skills analysis.

With Marvin Recruiter, you more easily master all the stages of the administrative approach: establishment of the contract, deposit with the OPCO, monitoring of the training plan and management of financial aid. This complete solution guarantees time saving and a reduction in errors, while valuing the work -study course. You take advantage of personalized support to make your team grow while developing the qualification of your future employees.

FAQ - Frequent questions

Can the fixed-term professionalization contract be renewed?

Yes, a fixed -term professionalization contract can be extended or renewed under certain conditions: for example, if the alternating could not validate its qualification due to a failure to the exams or a training interruption. The renewal generally requires an amendment to the contract and remains subject to the agreement of the employer, the OPCO and the training organization. He must also respect the maximum limit of 24 months for the professionalization period, except in cases of derogation.

Can an alternating conclude a professionalization contract in several companies?

According to the law, the professionalization contract may provide for "periods of acquisition of know-how in several companies", provided that a specific agreement is established between the employer, host companies and alternating it. Thus, an employee can spend up to 50 % of his time in another company to acquire experiences thanks to unavailable tools in his main company.

Each structure that welcomes it must name a tutor. The tripartite agreement must mention the distribution of tasks, remuneration, schedules and workplace, as well as the responsibility of each company. Signed, the agreement must be communicated to the training organization and the OPCO through the main employer.

What differences between professionalization contract and apprenticeship contract?

The professionalization contract and the apprenticeship contract are both alternating solutions, but they are distinguished in particular by the eligible public and the qualification objective. The learning is targeting young people from 16 to 29 years old and prepares for a recognized state diploma. The professionalization contract covers a wider range of beneficiaries (young people, adults, job seekers, professional retraining) and can lead to a professional qualification certificate. Financial aid, remuneration and duration also vary from one system to another, depending on the collective agreement and branch rules.