The complete guide of the professionalization contract

A professional training contract is a work-study program that allows an employer and an employee to collaborate in developing professional skills and facilitating entry into the workforce. It addresses objectives related to qualifications, professional development, 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 mentor and available financial assistance.

The basics of the professional training contract

Thanks to the professional training contract, a diverse range of individuals (young people, adults, job seekers, etc.) can receive training within a structured framework, governed by the labor code. Skills operators (OPCOs) finance the training costs, and various exemptions or contributions from organizations support the employer. This system reinforces the employee's skills development while boosting the company's competitiveness, which capitalizes on specific skills tailored to its sector.

Definition

A professional training contract is an apprenticeship-based employment contract. It focuses on acquiring or strengthening 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 as a fixed-term contract (CDD) or a permanent contract (CDI) that includes a professional training period.

Thanks to this contract, the apprentice (generally called the beneficiary) receives theoretical training at an accredited training organization while working within the company. The program is designed in line with the requirements of the professional sector and aims to validate a diploma or professional qualification certificate.

Who are the beneficiaries?

• Young people aged 16 to 25 inclusive who wish to complete their initial training;
• Job seekers aged 26 and over, registered with France Travail;
• Those receiving the active solidarity income (RSA), the specific solidarity allowance (ASS) or the allowance for disabled adults (AAH);
• Anyone who has benefited from a single integration contract (CUI).

Private sector companies, as well as certain non-profit organizations, can enter into this contract. However, it is not directly aimed at the public sector (except under certain specific exemptions or agreements).

What is the duration of the professional training contract?

The professional training contract can be a fixed-term contract for a duration ranging from 6 to 12 months. It can be extended up to 36 months for priority groups known as "second chance" groups:

• Young people aged 16 to 25 without a baccalaureate or technological or vocational diploma,
• Young people aged 16 to 25 inclusive and job seekers aged 26 and over who have been registered for more than a year on the list of job seekers maintained by France Travail,
• Recipients of RSA, ASS, and AAH benefits,
• Beneficiaries exiting 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 in the company.

The theoretical training time undertaken under a professional training 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 professional training period of a permanent contract.

Depending on industry agreements or the complexity of the desired qualification, this number of hours may be reassessed. Similarly, certain groups (such as people with disabilities) may benefit from adjustments to their training path. This flexibility aims to guarantee the effectiveness and relevance of professional development for everyone.

Goals

The main objective of a professional training contract is skills development. The company trains its employee in strategic skills that correspond to its economic needs and industry standards. At the same time, the apprentice enhances their experience, enriches their CV, and increases their employability. The ultimate goal is to obtain a diploma, certificate, or qualification listed in the RNCP (National Directory of Professional Certifications).

By hiring through this program, employers benefit from a professional development strategy that aligns with their company's HR objectives. The contract's flexibility and access to financial assistance reinforce this virtuous cycle: the trained individual quickly becomes operational while adapting to the company culture. For the participant, it's a concrete solution for long-term integration, securing stable employment, and acquiring solid skills.

Remuneration and financial aid

Salary scale and salary progression

The beneficiary of a professional training contract has employee status within the company. As such, they enjoy the same rights as other employees (vacation days, sick leave, weekly rest days, etc.). The amount of remuneration depends primarily on the beneficiary's age and level of qualification. Collective bargaining agreements or industry-wide agreements may stipulate higher rates.

Here is a salary scale based on the minimum wage (SMIC) in 2025:

Or 85% of the collectively agreed minimum wage (SMC) for the sector if more favorable.

Over the course of the contract, the apprentice's compensation may change. When the apprentice reaches a new age (for example, turning 21), the applicable percentage increases on the first day of the month following their birthday. However, when they turn 26, the increase is not automatic. It must be agreed upon by both the employer and the apprentice at the time of signing the contract or through an addendum.

Note that the enhanced 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 professional training contract entitles employers to various forms of financial assistance, making this program very attractive. Skills development organizations (OPCOs) generally contribute to the financing of training costs, covering part or all of the educational expenses. The amounts and eligibility criteria may vary depending on the sector of activity. Therefore, companies should contact their OPCO to inquire about the specific provisions applicable to their professional sector.

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

In addition, here are other recruitment aids:

• A lump-sum grant of €2,000 is available for those aged 26 and over, paid in two installments by France Travail. To qualify, the position in question must not have been subject to redundancy in the six months preceding the hiring. Furthermore, the apprentice must not have worked for the company in the six months prior to signing the contract.
• A lump-sum payment of €2,000 is available for those aged 45 and over, paid in two installments by France Travail (and can be combined with the previous aid). To qualify, the newly hired individual must not have worked for the company in the six months prior to signing the contract.
• Hiring subsidies for disabled workers: up to a maximum of €3,000, this subsidy is paid by Agefiph. To qualify, the beneficiary's contract must last at least 6 months and involve a minimum of 24 hours per week (an exception may be made for 16 hours per week in certain cases). The subsidy is proportional to the contract duration and begins after the 6th month of employment. It can be combined with other subsidies, is renewable if the employee continues their studies, and extended for one year if the apprentice repeats a year.
• Tax deductions for apprenticeship tax: These include internship expenses, the "alternating" tax credit, and in-kind donations. The details are outlined in the labor code.

Furthermore, 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 professional training contract

Establish a contract

Establishing a professional training contract begins with the precise definition of learning objectives, aligned with professional standards and the company's needs. Once this agreement is reached, the contract is drafted and signed by the employer and the trainee.

For fixed-term contracts, the professional development period encompasses the entire training. For permanent contracts, the contract begins with a professional development period, recognized by the French Labor Code. All of these elements must be submitted to the relevant Skills Development Fund (OPCO), which is responsible for validating the project's coherence and securing funding. Official registration with the relevant industry sector or the Regional Directorate for Labor, Employment and Vocational Training (DIRECCTE/DREETS) may be required, depending on applicable regulations.

Role of the tutor

The tutor is a central element of the professional training contract. They support the apprentice in the workplace on a daily basis and organize their academic tutoring. They ensure a smooth integration between theoretical training and practical tasks at the workplace. Chosen for their professional expertise and ability to communicate knowledge, the tutor acts as a mediator should any difficulties arise.

From an administrative standpoint, the tutor ensures compliance with legal obligations: schedules, monitoring of acquired skills, validation of objectives, etc. They coordinate communication with the training organization, foster team cohesion around the apprentice, and facilitate their final integration. To fully assume this role, the tutor can attend specific training sessions, often funded by the OPCO (Skills Operator).

Early termination of a professional training contract

The early termination of a professional training contract can occur for several reasons. In the case of a fixed-term contract, there is a breach of contract:

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

Regarding a professional training contract concluded as a permanent contract (CDI), the termination procedures are the same as those for terminating a standard permanent contract. For both fixed-term and permanent contracts, it is also possible to terminate the contract during the probationary period, provided the legally required notice period is respected.

In all cases, it is the employer's responsibility to inform their OPCO of the early termination of the apprenticeship contract.

When it comes to a fixed-term contract, its expiry marks the natural end of the contract, unless an extension is planned to allow for the validation of a diploma or the completion of a training project. If the employer wishes to offer the apprentice a permanent position, a transition to a permanent contract is possible during or at the end of the apprenticeship period. This progression strengthens professional integration and rewards mutual investment.

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With Marvin Recruiter, you can more easily manage all the administrative steps: contract preparation, submission to the OPCO (Skills Operator), monitoring of the training plan, and management of financial aid. This comprehensive solution guarantees time savings and reduces errors, while enhancing the apprenticeship experience. You benefit from personalized support to grow your team while developing the skills of your future employees.

FAQ - Frequent questions

Can a fixed-term professional training contract be renewed?

Yes, a fixed-term professional training contract can be extended or renewed under certain conditions: for example, if the trainee was unable to validate their qualification due to failing exams or an interruption in training. Renewal generally requires an amendment to the contract and remains subject to the agreement of the employer, the OPCO (Skills Operator), and the training organization. It must also respect the maximum limit of 24 months for the professional training period, except in specific cases.

Can an apprentice sign a professional training contract with several companies?

According to the law, a professional training contract can include "periods of skills acquisition in several companies," provided that a specific agreement is established between the employer, the host companies, and the trainee. Thus, an employee can spend up to 50% of their time in another company to gain experience using tools unavailable in their primary company.

Each host organization must appoint a mentor. The tripartite agreement must specify the division of tasks, compensation, working hours, and location, as well as each company's responsibilities. Once signed, the agreement must be communicated to the training organization and the OPCO (Skills Operator) via the primary employer.

What are the differences between a professional training contract and an apprenticeship contract?

Both professional training contracts and apprenticeship contracts are work-study options, but they differ primarily in their eligibility criteria and qualification objectives. Apprenticeships primarily target young people aged 16 to 29 and prepare them for a recognized state diploma. Professional training contracts cover a wider range of beneficiaries (young people, adults, job seekers, career changers) and can lead to a professional qualification certificate. Financial aid, remuneration, and duration also vary between the two programs, depending on the collective bargaining agreement and industry regulations.