In a constantly evolving economic context, companies aim to balance performance and social responsibility. The professionalisation contract has become a strategic tool for training, integrating, and retaining new talent.
In 2025, France Travail is strengthening its support for employers through several targeted financial aids.
What is a Professionalisation Contract?
The professionalisation contract is a work-based training agreement (either fixed-term or permanent) that allows employees to gain a recognised professional qualification while working within a company. It is aimed at:
- Young people aged 16 to 25 seeking to complete their initial training;
- Job seekers aged 26 and over;
- People with disabilities.
This contract alternates between theoretical training (minimum 150 hours) and practical experience in the company, with the support of a training mentor.
Hiring Incentives in 2025
With all recruitment aids now centralised under France Travail, companies have easier access to various financial supports when hiring under a professionalisation contract. These aids are designed to help cover the cost of training and wage-related costs while promoting the recruitment of young people, job seekers, or people with disabilities.
1 – The “Aide forfaitaire à l’employeur” (AFE) for Hiring Job Seekers Aged 26 and Over
Amount:
- Up to €2,000
Conditions:
- The employee must not have worked for the company in the previous six months;
- The position must not have been made redundant due to economic reasons in the last six months;
- The company must be up to date with social security and unemployment insurance contributions;
- The aid is paid in two instalments, provided the contract is still active at the time of the second payment.
Formalities:
- Apply via the France Travail employer portal within three months of the contract start date;
- Submit a signed copy of the professionalisation contract (Cerfa no. 12434*05);
- Provide the OPCO’s financial approval or proof of submission;
- Submit the company’s bank details.
2 – State Aid for Hiring Job Seekers Aged 45 and Over
Amount:
- Up to €2,000 in addition to the AFE
Conditions:
- Subject to contract validation by the OPCO;
- The employee’s age is assessed on the contract start date;
- Managed by France Travail;
- Application must be submitted within three months of the contract start date.
Formalities:
- Automatically granted if the online AFE application is submitted and the age condition is met.
3 – Aid for Hiring People with Disabilities
Amount:
- From €500 (6-month contract) up to €3,000 (permanent contract)
Conditions:
- Contract must last at least six months and include 24 hours of work per week;
- Cumulative with France Travail and Agefiph aids;
- May be extended or renewed in the case of a repeat or additional qualification, and is renewable in the case of preparation for a higher-level qualification.
Formalities:
- Application via Agefiph’s website within three months of contract signature;
- Required documents:
- Signed professionalisation contract (Cerfa no. 12434*05);
- Proof of disability status (RQTH);
- Company bank details;
- OPCO financial approval or proof of submission.
Professionalisation vs Apprenticeship Contract
Although both contracts share the concept of combining theoretical learning with practical training, their terms, target audiences, and financial implications differ significantly.
Criteria | Apprenticeship Contract | Professionalisation Contract |
Target Audience | Young people aged 16 to 29 (with possible exceptions) | People aged 16 and over (no age limit) |
Training Objective | Initial training (diploma or professional qualification) | Continuing training (vocational qualification) |
Duration | 1 to 3 years depending on the diploma | 6 to 12 months (up to 36 months in some cases) |
Trial Period | 45 working days in the company, excluding CFA time | As per standard labour law short term/permanent contract rules |
Salary in case of Apprenticeship Contract
% of SMIC or SMC depending on age and contract year
Important note: When an apprentice signs a new apprenticeship contract, their salary cannot be lower than that which they received during the last year of their previous apprenticeship contract, if the latter is more advantageous. It is therefore essential to check whether there was a previous apprenticeship contract in order to be able to accurately assess the cost of taking on a new apprentice.
Salary in case of Professionalisation Contract
% of SMIC (or 85% of SMC if more advantageous)
depending on age and training level
Criteria | Apprenticeship Contract | Professionalisation Contract |
| Employee contributions | If the gross salary is less than 50% of the minimum wage, the exemption remains total. The part of the gross salary exceeding 50% of the SMIC is subject to standard employee contributions, including CSG/CRDS. | The employee’s gross salary is subject to standard employee contributions, including CSG/CRDS. |
| Employer contributions | Gross salary subject in full to standard contributions (social security, pension, unemployment, etc.) General reduction of contributions is applicable | Gross salary subject in full to standard contributions (social security, pension, unemployment, etc.) General reduction of contributions is applicable |
| Hiring Aids | One-off apprenticeship aid for the first year of the contract only: – Up to €6,000 for the recruitment of disabled apprentices, regardless of the size of the company (can be combined with other specific aid); – Up to €5,000 for companies with fewer than 250 employees; – Up to €2,000 for companies with 250 or more employees. The total amount of aid is prorated if the duration of the contract is less than one year or if the contract is ended during the first year. It is paid only for an apprenticeship contract preparing a diploma or professional qualification up to Master’s level (bac +5 / level 7 of the national framework of professional qualifications). | – Aide forfaitaire à l’employeur (AFE) for the recruitment of a jobseeker aged 26 or over: up to €2,000; – Aide de l’Etat for those aged 45 and over: up to an additional €2,000, which can be combined with the AFE; – Aid for people with disabilities: up to €3,000 via Agefiph. |
| Employer contribution to funding training | Compulsory flat-rate contribution of €750 for contracts for a degree of Bac+3 or more (level 6) 20% reduction in the cost of the course if more than 80% of it is run remotely | No compulsory flat-rate contribution to training costs |
| Training schedule | At least 25% of the total duration of the contract | 150 hours minimum and between 15% and 25% of the total duration of the contract |
| Company target audience | Young people with no professional experience or just starting out in a particular area | Adults or young people undergoing retraining or looking for further qualifications |
An online simulator is available on the government website, which you can access using this link to determine the cost of hiring. It is important to note that these costs may vary depending on the applicable collective agreement.
When to Choose a Professionalisation Contract?
In the work-study landscape, two main options coexist: the apprenticeship contract and the professionalisation contract. While they share the same principle—combining theory and practice—their frameworks, target groups and financial outcomes differ greatly.
The apprenticeship contract is best suited to young people aged 16 to 29 and prepares them for a recognized diploma or title. It benefits employers through lower wage costs and generous aid, particularly in the first year, this contract represents a cost-effective solution for companies wishing to train a young person over several years. However, it also implies a stricter framework, longer duration, and close monitoring by a training centre.
By contrast, the professionalisation contract stands out for its flexibility. Open to a wider audience, with no age limit, it can be used to take on jobseekers and adults undergoing career transition. Although the wage cost is higher, due to lower state aid, it is an effective lever for targeted, short-term recruitment. It will enable employees to acquire specific, practical skills that are directly in line with the company’s needs, thereby boosting its competitiveness by providing rapid access to trained, high-performance talent.
In short, the apprenticeship contract is ideal for a long-term investment in a young profile, while the professionalisation contract is a flexible and strategic solution for meeting immediate skills needs.
Conclusion
For companies, the professionalisation contract represents a strategic opportunity, combining flexibility and financial advantages, particularly with the new measures for 2025. It is a way of training talented people quickly, while meeting immediate needs for specific skills.
It should also be noted that the reduction in social contributions often promoted as part of the apprenticeship contract only really has an impact on the employee’s net pay, without significantly reducing the total cost of salary for the company. This situation can lead to disparities in the net pay of the company’s employees and can cause difficulties when the employee is recruited on an open-ended contract at the end of the apprenticeship contract, particularly when it is a question of maintaining an equivalent level of pay or responding to a request from the employee for higher net pay.
In view of the rising cost of apprenticeships, particularly for contracts aimed at diplomas at Bac+3 level and above, the professionalisation contract can become a more advantageous alternative. Less restrictive and better suited to short-term recruitment, it enables companies to control their costs while benefiting from qualified profiles. In short, this contract offers employers an effective solution for boosting their competitiveness, while benefiting from attractive financial incentives.
If you need more details or any support on this topic, feel free to contact our Payroll Department!
