The professional training contrat (also known as contrat de professionnalisation) is a type of work-study employment contract aimed at young people aged 16 to 25 and job seekers. As a form of continuous and paid training, its main goal is to help participants gain a recognized professional qualification and support their professional integration or reintegration. For companies, it’s a way to train employees for specific roles and address recruitment challenges.
This contract can be set up as a fixed-term contract (CDD) for the duration of the training or as a permanent contract (CDI). In the case of a CDI, it must begin with a work-study period known as the action de professionnalisation, which combines formal training and hands-on experience in the company.
The salary of a work-study trainee under this contract depends on their age and initial level of education. Before the age of 21, trainees earn 55% of the minimum wage (SMIC), and after the age of 26, they receive 100%. The theoretical training (a minimum of 150 hours) represents 15% to 25% of the total contract duration.
Eligibility criteria, how it differs from the apprenticeship contract, employee and employer obligations, the tutor’s role, early termination… In this guide, you’ll find everything you need to know about the professionial training contrat. This crucial step in your professional journey will no longer be a mystery!
What is a Professional Training Contract?
The professional training contract is a type of work-study contract that allows you to combine theoretical learning with hands-on professional experience. Unlike an apprenticeship contract, it focuses more on quickly gaining a recognized professional qualification.
Definition and objectives
As mentioned earlier, the professional training contrat (contrat de professionnalisation) is a work contract between an employer and an employee. It can be signed as a fixed-term (CDD) or permanent (CDI) contract, with a professional training phase at the beginning.
The main objective is to acquire a recognized qualification, such as:
- A diploma or professional title listed in the RNCP (National Directory of Professional Certifications)
- A Professional Qualification Certificate (CQP)
- A qualification recognized within a sector-specific collective bargaining agreement
This structure allows you to train effectively for a job while earning a salary.
Who can benefit from a Professional Training Contract?
You’re eligible for a professional training contract if you are:
- A young person aged 16 to 25 wishing to complete your initial education
- A job seeker aged 26 or over registered with France Travail (formerly Pôle Emploi)
- A recipient of RSA, ASS, or AAH allowances
- Someone who previously held an integration contract (CUI)
- A person with a disability
This contract is especially useful if you’re looking to gain professional skills quickly after finishing your studies or as part of a career change.
With a few exceptions (like temporary employment agencies or public sector employers), all private sector companies can hire through this type of contract.
To get started, it’s easy:
- Choose the professional training organization that best suits your career goals. Training can begin any time of the year, from January to December.
- Reach out to companies in your target industry. You’ll find opportunities on francetravail.fr, on the AFAP website, or directly through your training provider.
How the Professional Training Contract works
This contract alternates between time in a company and time spent in theoretical training. This setup helps you develop skills quickly while working toward a recognized qualification.
The contract is governed by the French Labor Code, which clearly defines the rights and responsibilities of each party. The process is formalized using a Cerfa form submitted at the beginning of the contract.
Contract duration and work schedule
The total duration of the contract depends on your situation and the qualification you’re aiming for:
- Fixed-term contract (CDD): usually between 6 and 12 months
- It can be extended up to 36 months for certain profiles, such as long-term unemployed individuals or recipients of minimum social benefits
- For permanent contracts (CDI), the training period takes place at the beginning of the contract
Your working time is split between the company and the training provider. You’re subject to the same working conditions as other employees (working hours, internal regulations, etc.).
The theoretical training must account for 15% to 25% of the total contract duration, with a minimum of 150 hours. Depending on your industry’s agreements and collective bargaining agreement, this duration may be longer.
Training under the Professional Training Contract
Theoretical training is provided by an accredited training center or the company’s in-house training department. It must directly relate to the qualification you’re aiming for and meet both your needs and those of the employer.
The training program generally includes:
- General education courses
- Professional modules
- Evaluation and certification sessions
The curriculum is tailored to the diploma or title being prepared. The company and training provider work closely together to ensure a smooth and effective learning journey. A detailed course schedule is created at the beginning of the contract.
The role and appointment of a tutor
Every work-study trainee under a contrat de professionnalisation is supported by a tutor within the company. An experienced professional, the tutor plays a key role in your success. They are selected from among the company’s qualified employees and must have at least two years of professional experience relevant to the qualification being pursued.
Their main responsibilities include:
- Welcoming you and helping you integrate
- Organizing your daily work in the company
- Passing on the skills needed for your qualification
- Acting as the link between you and the training center
- Contributing to the assessment of your professional progress
A tutor may supervise up to three trainees at the same time.
Salary under a Professional Training Contract
The salary for an employee on a contrat de professionnalisation (professional training contract) varies depending on your age and your initial level of education.
Salary scale for Professional Training Contracts
As of 2024, the minimum legal salary scale for professional training contracts is as follows:
For individuals under 26 years old:
- With a qualification below high school level: 55% of the minimum wage (SMIC)
- With a high school diploma or equivalent vocational qualification: 65% of the SMIC
- With a higher education diploma: 85% of the SMIC
For job seekers aged 26 and over:
- Minimum 100% of the SMIC or 85% of the applicable collective agreement minimum wage
These amounts are minimum thresholds set by law. Depending on the collective bargaining agreement and the company’s internal policies, your employer may choose to offer a higher salary.
Salary progression during the Professional Training Contract
Your salary may increase over the course of your professional training contract (contrat de professionnalisation) in the following cases:
- If you move into a new age bracket (for example, turning 26)
- On the anniversary date of your contract
- If you obtain a new qualification or higher level of education during the contract
If the contract is extended—either through renewal or by continuing into a permanent position (CDI)—the same salary rules apply. However, if the qualification you are pursuing changes, your salary may be adjusted based on the new diploma or certification.
It’s important to regularly check your payslip to ensure the correct percentage of the SMIC is applied to your situation. If you have any doubts, your company’s HR department is there to help.
Benefits and bonuses
As a work-study trainee under a contrat de professionnalisation, you are entitled to the same employee benefits as other staff members, including:
- Meal vouchers (restaurant tickets)
- Company health insurance
- Reimbursement of transport costs
- Various bonuses (13th-month pay, profit-sharing, performance bonuses, etc.)
Some companies also offer specific benefits for trainees, such as:
- Installation or relocation bonuses
- Housing assistance
- Partial reimbursement of tuition fees
You may also be eligible for public support as a trainee, such as:
- APL (Personalized Housing Assistance)
- The activity bonus
- Regional financial aid
Most of these benefits can be combined with your trainee salary.
Work-study programs also allow you to accumulate rights to training (via the CPF), unemployment insurance, and retirement. All of this comes in addition to the valuable professional experience you’re gaining every day in your host company.
Rights and obligations of both parties
Like any employment contract, the professional training contract is governed by the French Labor Code. It clearly defines the rights and obligations of both the employer and the employee. Both parties must honor their commitments throughout the duration of the contract.
A mutual agreement between employer and employee is essential to ensure the success of the work-study experience. This legal framework protects both sides and guarantees high-quality training.
Rights and obligations of the trainee
As a trainee under a professional training contract, you are required to:
- Attend all theoretical training sessions regularly and seriously
- Respect the work schedule set by the company
- Complete all assignments given by your instructors
- Participate in evaluations and exams
- Follow the internal rules of both the company and the training provider
In return, you are entitled to several key rights:
- Receive at least the legal minimum salary
- Benefit from full social protection (health insurance, work injury coverage)
- Enjoy the same paid leave as other employees (minimum 2.5 days per month), plus additional leave under certain conditions
- Participate in employee incentive schemes, if available in your company
- Receive personalized support from your workplace tutor
Don’t forget: your status as a salaried trainee also gives you access to specific types of leave, such as exam leave (Article L6222-35 of the French Labor Code).
Employer obligations
An employer who hires a trainee under a contrat de professionnalisation commits to:
- Assigning a qualified tutor to support you
- Providing practical training in the workplace
- Giving you responsibilities that are relevant to the qualification you are aiming for
- Paying you a salary at least equal to the legal or contractual minimum (55% of the SMIC for those under 26, 100% for those 26 and over)
- Allowing you to attend your theoretical training sessions
- Covering the cost of your training
- Scheduling a medical check-up within the first 3 months of your employment (to ensure your health is compatible with the position; this check-up is counted as working time)
The company must also ensure your proper integration into the team. It is responsible for providing the necessary equipment and tools for your tasks and for respecting your status as a work-study trainee.
If these obligations are not met, the labor inspectorate can apply sanctions. Taking your training-related constraints into account is a legal requirement for your employer.
Hiring incentives for Professional Training Contracts
To encourage companies to recruit trainees through a contrat de professionnalisation (professional training contracts), several financial support schemes exist. The amount and eligibility criteria vary by program and are subject to change based on decisions made by the Ministry of Labor.
Current government incentives
Several exceptional aids are available to employers who hire under this type of contract:
- Flat-rate aid (AFE) from France Travail: up to €2,000 for hiring a job seeker aged 26 or older
- Youth employment aid (for those aged 16 to 25): amount varies depending on current government policies
- Exemptions from social security contributions, under certain conditions
The role of OPCOs in funding
The Opérateurs de Compétences (OPCOs) play a key role in financing training under the professional training contract. They allow companies to benefit from:
- Coverage of training (instructional) costs
- Support for additional expenses (transport, accommodation)
- Financial assistance for the role of the tutor
The level of support varies depending on the OPCO. Each one defines its own rates based on the training priorities of the professional sectors they represent.
Employers must submit the contract to their relevant OPCO within 5 days of the contract start date. This step is essential to obtain funding for the training.
It is also possible for employers to estimate the cost of hiring a work-study trainee using official salary simulators available on the French government’s work-study portal, on OPCO websites, or via the Public Service website. These tools are regularly updated to reflect changes in regulations and new government support schemes.
Key differences between the Professional Training Contract and the Apprenticeship Contract
Although often confused, the professional training contract and the apprenticeship contract have significant differences. These two types of work-study contracts have distinct legal frameworks and training objectives.
Eligibility criteria and target audience
These contracts don’t apply to exactly the same populations:
Professional Training Contract (Contrat de professionnalisation):
- Young people aged 16 to 25
- Job seekers aged 26 and over
- Beneficiaries of minimum social benefits (RSA, ASS, AAH)
- Individuals who have previously held an integration contract (CUI)
Apprenticeship Contract (Contrat d’apprentissage):
- Young people aged 16 to 29
- No age limit for people with disabilities
- No age limit in specific cases (starting a business, high-level athletes, etc.)
Financial aspects and incentives
The two contracts also differ in terms of pay and employer incentives:
- Professional training contract: Salary ranges from 55% to 100% of the SMIC, depending on your age and education level. It may be higher depending on your company’s collective agreement.
- Apprenticeship contract: Salary ranges from 27% to 100% of the SMIC, depending on your age and the year of the contract. It’s generally lower than the professional contract for younger individuals.
Employer incentives differ as well:
- Each contract comes with its own specific financial aid
- The exceptional hiring bonus (€6,000) is the same, but eligibility conditions vary
- Training costs are covered differently depending on the contract type
Training content and qualifications
The training approach and goals are not the same.
- The professional training contract aims to provide a recognized professional qualification (RNCP title, CQP, or qualification under a collective agreement). The training includes 150 to 800 hours (15% to 25% of the contract’s total duration). It is better suited to short and practical training courses, with a focus on quickly developing specific skills.
- The apprenticeship contract leads to an official diploma or vocational qualification (e.g. State-certified degrees). The training is longer—at least 400 hours per year—and the full course can span up to 3 years, alternating between a training center (CFA) and the company.
Ending a Professional Training Contract
All good things must come to an end—including the professional training contract (contrat de professionnalisation). However, this contract can also be terminated early under certain circumstances. Governed by specific provisions in the French Labor Code, it’s important to know the legal conditions under which early termination may occur.
Termination during the trial period
A trial period is provided at the start of the contract, allowing both parties to assess whether the work and training arrangement suits their expectations.
The trial period begins on the contract start date. Its maximum duration is the same as for regular employees (typically 1 month for a 6-month CDD).
During this period, either party may terminate the contract without notice or justification. No compensation is required in case of early termination during this phase.
Early termination of a fixed-term contract (CDD)
For a fixed-term contract, early termination is only possible under specific circumstances set by law:
- Mutual agreement between employer and employee
- Serious misconduct by either party
- Force majeure
- Medical unfitness determined by an occupational doctor
- The employee is hired for a permanent position (CDI) elsewhere
Early termination cannot be based on lack of performance. No end-of-contract bonus (or “precarity bonus”) is paid at the end of a professional training contract.
For permanent contracts (CDI), termination during the training period follows the standard procedures for resignation or dismissal.
Consequences of contract termination
Regulations are strict. Terminating a contrat de professionnalisation (professional training contract) also ends the training program and the payment of the trainee’s salary. In case of wrongful termination, employers may have to repay the aid they received.
If you terminate the contract without legitimate reason, you may not be eligible for unemployment benefits. On the other hand, if the employer initiates the termination, you may be allowed to continue your training under certain conditions.
In all cases, the training provider must be informed immediately. In some situations, they may help you find a new host company to continue your training and complete your qualification.
Coliving: The ideal housing solution for work-study trainees
Starting a work-study program often means moving away from home. Finding suitable housing can be a major challenge when beginning a professional training contract.
Coliving has emerged as a smart and flexible solution for work-study trainees. At Colivys, we understand your specific needs: a tight budget, flexible lease terms, and a quiet environment to focus on your studies. Our coliving offer is perfectly designed to meet these demands.
Advantages of coliving for professional trainees
Coliving offers many benefits for young people in work-study contracts:
- Flexible lease terms: Our rental agreements align with the duration of your training contract (6, 12, 36 months or more!)
- Controlled budget: Rent includes utilities, internet, water, electricity, and home insurance—no more admin hassles!
- Simplified process: No guarantor required, minimal paperwork, and full eligibility for APL (housing assistance). Plus, each tenant gets an individual lease, with no joint liability.
- Prime locations: Our residences are within 10 minutes of public transport
- Dedicated workspaces: Every room comes with a desk to help you study
- High-speed Wi-Fi: Essential for online courses and projects
- Community environment: Connect with other international students and young professionals
How Colivys supports work-study trainees
Colivys has designed its offering to meet the specific needs of trainees under professionals training contracts:
- Proximity to training centers: Our apartments are located near the main education institutions in the major French cities we operate in
- In Clichy and Levallois-Perret, our flats are less than 15 minutes’ walk from the offices of top employers like L’Oréal
- Our team will contact you before your lease ends to help with renewal if your training continues
We understand the challenges of balancing work and study. With Colivys, you’ll get personalized support to help you find the right room for your needs. Our online booking system is simple and quick, allowing you to secure your housing in just a few clicks.
We provide a stable and practical environment, so you can focus on what truly matters: succeeding in your work-study training.
