This new fixed-term contract project, included in article L1242-3 5° of the Labor Code, responds to a growing demand for retraining. This involves employees acquiring certified qualifications and new skills, with a view to possible retraining.
Who can benefit from it?
Imagine you are an employee (permanent or fixed-term contract, full-time or part-time, without age or seniority constraints in the company): you secretly dream of retraining in pastry making. You have even followed training outside of your working hours, but the doubt persists: are you really ready to abandon your current career to get started? It is in this precise condition that the retraining fixed-term contract comes into play: it is not aimed at a temporary increase in the targeted activity, but rather a period of large-scale testing, to plunge you into the deep end, without unnecessary risks.
Because there is no question (yet) of leaving your current job. If your boss accepts it, the retraining fixed-term contract acts as a temporary suspension of your employment contract. In the event of a change of position within your company, your contract is maintained, as is your salary.
How does it work?
Once everyone has agreed on the system, you will be entitled to a (mandatory) training period of between 150 hours and 450 hours over a maximum period of 12 months. Enough to allow you to learn in the field, and to obtain professional certifications listed in the National Directory of Professional Certifications (RNCP), specific skill blocks, or a foundation of professional knowledge and skills (CléA certificate). You can also take advantage of this period to validate your acquired experience (VAE).
The minimum duration of a retraining fixed-term contract is six months, with a possible extension of up to 36 months depending on the branches and agreements. You have a classic trial period, at the end of which you will have to make a choice:
- If your trial is successful, your main contract ends via a conventional termination, and you validate the signing of a fixed-term contract of at least six months (or a permanent contract) with the new company
- If the test is not conclusive, you are automatically reinstated in your original position, in an identical or equivalent position.
A safety net for retraining
For employees, the arrival of this new contract sounds like an unprecedented safety net, which allows for the first time a real test without resignation. A system tailor-made for the younger generation, who are less and less attached to the study-work-retirement formula. It is also a concrete way to acquire and validate new skills in the world of work.
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