Based on the law of May 4, 2004 relating to vocational training, the professionalization contract is a work-study contract concluded between an employer and an employee as an employment contract. It thus replaces the qualification, adaptation and guidance contracts.

In the context of continuing education, professionalization contracts ensure obtaining professional qualifications (diplomas, certificates, titles, etc.) These qualifications are recognized by the State and / or professional institutions .

The professionalization contracts enables young persons job seekers as well as recipients of some allowances or contracts to complete the initial training by a work-study training or acquire a professional qualification such as :

• Diploma or professional title registered in the National Directory of professional certifications – RNCP.
• Branch or inter-branch vocational qualification certificate (CQP).
• Qualification recognized in the classifications of a national collective agreement.

FOR WHO ?

The professionalization contract is designed for young persons , aged 16 to 26 and over as well as recipients of some allowances or contracts

ON THE EMPLOYERS’ SIDE :

All private law employers subject to the funding of continuing vocational training, with the exception of the State, local authorities and their public administrative establishments.

CONTRACTS AND WORKING CONDITIONS :

The professionalization contract can be concluded as part of a fixed-term contract or as part of a CDI.

when the contract is for a fixed term , it must then be concluded for a period of between 6 and 12 months

This period can be extended directly to 36 months for :

• Young people aged 16 to 25 who have not completed upper secondary education and who do not hold a technological or vocational education diploma.
• Young people aged 16 to 25 and job seekers aged 26 and over, as long as they have been registered for more than a year on the list of job seekers maintained by the employment centre
• Beneficiaries of RSA, ASS, AAH or leavers of single integration contract.

The contract can also be concluded within the framework of a contract of indefinite duration. In this case, the rules of maximum duration (12 or 24 months) relate to the period of professionalization action, that is to say the first phase of the contract which is carried out alternately, at the end of which the employment contract continues within the framework of an indefinite-term employment contract under ordinary law.

Whatever the form of the contract (fixed term or CDI), the contract may include a trial period which must be mentioned in the professionalization contract; this trial period meets the regime provided for by the Labor Code as the case may be for a CDD or a CDI.

WORKING CONDITIONS

The holder of a professionalization contract is a full-time employee. Therefore, the laws, rules, and collective agreements apply to him under the same conditions as other employees, as long as the provisions of the other employee do not conflict with the training requirements.

REMUNERATION

The amount varies depending on the beneficiary’s age and initial level of training.

Level of training or qualification before the professionalization contract

Age	Level IV non-professional title or diploma or lower professional title or diploma	Professional title or diploma equal to or higher than the baccalaureate or higher education diploma
Under 21	At least 55% of the minimum wage	At least 65% of the minimum wage
21 to 25 years old	At least 70% of the minimum wage	At least 80% of the minimum wage
26 years and over	At least the minimum wage or 85% of the conventional minimum wage of the branch if more favorable	At least the minimum wage or 85% of the conventional minimum wage of the branch if more favorable

AMOUNT OF TRAINING

ESTYA works primarily by subrogatinig training costs directly to the company (OPCA) , which contributes to dual learning programs (0.1 and 0.3 %).

The apprenticeship contract is a work-study contract. Your functions are therefore shared between the company that employs you and ESTYA the establishment where you take your courses.

Within ESTYA you can sign an apprenticeship contract as part of a training course from BAC+2 to BAC+5.

It is an employment contract concluded between an employer and an employee. Its objective is to allow a young person to follow a general training at ESTYA, theoretical and practical, with a view to acquiring a State diploma (BTS, License, Master, etc.) or a professional title registered in the national repertoire. professional certifications (RNCP), including all professional titles under the responsibility of the ministry responsible for employment.

WHAT INDUSTRIES ARE ACCEPTABLE TO EMPLOY APPRENTICES ?

Any private sector company, including associations, can hire an apprentice if the employer declares that they are taking the necessary measures to organize the apprenticeship. As such, the employer must ensure in particular that the company’s equipment, the techniques used, the working conditions, health and safety, the professional and pedagogical skills of the apprentice master are such as to allow satisfactory training.

Temporary employment companies can also recruit on an apprenticeship contract. A company can also use the apprenticeship contract for the exercise of seasonal activities.

WHO ARE APPRENTICESHIPS FOR ?

Young people aged 16 to 29.

Certain groups of people can enter apprenticeships beyond the age of 29: apprentices preparing for a diploma or title higher than that obtained, disabled workers (without age limit), people with a plan to create or take over a business.

To facilitate the training of young people with disabilities, certain rules of the apprenticeship contract are amended on the following points :

• The duration of the contract and the working time
• Program of the training.

In addition, the age limit for concluding an apprenticeship contract is not applicable when the contract is signed by a person recognized as a disabled worker and who benefits from the recognition of the status of disabled worker ( RQTH).

WHAT ARE THE EXPECTED APPRENTICESHIP HOURS ?

The apprentice’s working time is identical to that of other employees. The employer must allow the apprentice to follow the professional theoretical courses. This time is included in the actual working time and remunerated as such.

TO NOTE : The working hours of apprentices under the age of 18 are increased in certain sectors of activity so that they can work up to 40 hours per week and ten hours per day under certain conditions of compensation, against 35 hours per week and eight hours a day ago. This provision applies to contracts concluded from January 1, 2019 in the following business sectors :

• Activities carried out on building sites;
• Activities carried out on public works sites;
• Creation, development and maintenance activities on landscaped areas.

APPRENTICES REMUNERATION-AMOUNT

The apprentice receives remuneration that varies according to his age; in addition, his remuneration increases with each new calendar year of execution of his contract. The statutory minimum wage received by the apprentice corresponds to a percentage of the minimum wage or minimum wage (minimum wage for the job held) for people 21 and over.

For contracts concluded from January 1, 2019

Year of performance of the contract	Apprentice under 18	Apprentice aged 18 to 20	Apprentice aged 21 to 25	Apprentice aged 26 and over
1st year	27%	43%	53%	100%
2nd year	39%	51%	61%	100%
3rd year	55%	67%	78%	100%

The The internship agreement :
The internship agreement is the training action carried out by students and supervised by the university with the aim of applying and complementing the knowledge acquired in their academic training, bringing students closer to the reality of the professional environment in which they will work once they have graduated and developing the skills that will help them enter the labour market.

The internship agreement is aimed at students who have not yet completed their studies and it does not establish an employment contract.

The schedule is in fact built according to theoretical and professional periods according to the course calendars.

The law necessitates the signing of a tripartite contract (between employer, intern and their educational establishment), limits the duration of internships, insists on a break between two interns in the same role, stipulates a monthly payment, increases the involvement of works councils and sets rules on probationary periods for subsequent employment.

FOR COMPANIES :

Any company or association can become a signatory of a work-study internship agreement. The definition of a work-study internship does not in fact require any special authorization.

As assistance, the company benefits in particular from the training tax credit as part of its expenses relating to the hosting of a student or a deduction of internship fees and allowances from professional tax.

Another advantage to highlight with companies: the agreement makes it possible from time to time to compensate for a shortage of staff, or even to build a real post-internship recruitment plan.

WHY BECOMING AN INTERN ?

For his part, the trainee preserves all the benefits of his student status: access to the Crous, to the university canteen, to the student mutual health insurance, etc.

Its gratuity is compulsory when the internship lasts for more than two non-consecutive months during the same school or university year, ie 44 days of presence in the host organization.

The hourly amount is then set at 15% of the hourly ceiling for social security (i.e. € 3.75 per hour) or the branch agreement. Gratuity may also depend on extensive professional agreement. This remuneration generally varies from 30 to 70% of the minimum wage.

In the event of a work accident, the trainee contributing to Social Security is automatically covered. It is thus covered, whatever the risks incurred in business or on the way to work. In addition, he is free to change companies at any time, without being excluded from courses, unlike some other work-study arrangements. In addition, the trainee can benefit from part of his school holidays.

PROFESSIONAL INTERNSHIPS, A STEP AWAY FROM THE WORLD OF WORK

Professional internships represent an excellent opportunity to enter the professional environment and consolidate the concepts acquired during the training experience. In addition, they are often the first step towards a professional contract. For this reason, we encourage all our students to do them.

HOW LONG IS AN INTERNSHIP ?

Finally, it should be noted that the duration of the internship (s) carried out by the same intern in the same company cannot exceed six months per year of teaching, including renewal.

Here again, in the case of a work-study internship, the maximum duration is set at six non-consecutive months per year of teaching. A day of presence is counted from seven hours spent in the company, and one month is equivalent to 22 days of presence. The maximum duration of an alternating internship is thus 132 days, or 924 hours of actual presence in the host organization.

The work-study programme makes it possible to design a complete professional project thanks to qualifying training and concrete experience in a company. The advantages of work-study programmes are as follows :

• Obtain a diploma or a qualification from a wide choice of professions
• Benefit from free training fees
• Putting theoretical lessons into practice
• Benefit from the advantages of both employee and student status
• Be paid, during your training as an employee
• Access to employment more easily, thanks to the professional experience acquired in a company..

ESTYA is committed to supporting you in the work-study or internship search procedure starting from being accepted by the university until signing your contract or agreement.

By organizing exchange workshops between students who have already obtained a work-study programme with those who are still looking for an internship opportunity and by setting up «job forums» with its platform, ESTYA supports students’ internship search and prepare students for the various interviews.

The ESTYA Matching platform is available for students through the following link: https://www.estya.io/

This platform gives students the opportunity to centralize access to posted offers. It is also used to monitor the smooth running of the work-study programme.