Pay set by the Labour Code, not by individual negotiation
Unlike an internship, a professionalisation contract in France is a genuine employment contract: the employer pays a salary, not a mere gratification. The minimum amount is set as percentages of the SMIC (the national minimum wage), which vary according to two parameters: the age of the person and the level of qualification they already hold when they sign.
This floor applies to all private-sector employers. It cannot be got round by a clause in the contract or by a verbal agreement. It can, however, be exceeded: a collective agreement, a company agreement or simply the employer's own choice may provide for more.
The legal grid for people under 26
For employees under 26, the minimum pay is read from a four-box table, expressed as a percentage of the SMIC, under the rules applying in 2026.
- Under 21: 55% of the SMIC if the starting qualification is below the vocational baccalaureate, 65% if it is at least equivalent to that level.
- 21 to 25 inclusive: 70% of the SMIC in the first case, 80% in the second.
The qualification that counts is the one you hold before the contract: a vocational baccalaureate, or a professional title or diploma of equivalent or higher level, gives access to the upper column. The SMIC itself is revalued regularly, so the amount in euros must be recalculated from the SMIC in force in the month concerned.
After 26: the SMIC, with a second safeguard
From the age of 26, the rule changes in nature. The employee receives at least the SMIC, but also at least 85% of the minimum wage set by the sector's collective agreement for the job held. Whichever of the two is higher applies.
This second test matters most in sectors where agreement minimums are well above the SMIC, for example in some technical or financial jobs. Ask the employer which sector scale applies and which coefficient your post is attached to: this information should normally appear in the contract.
What the word qualification covers
Many reading mistakes come from this notion. Does someone with a general bachelor's degree who is preparing a level 5 professional title belong in the upper box? In practice, it is vocational diplomas and professional titles at level 4 and above that count for the higher rate. A general baccalaureate on its own is a case that is more open to discussion.
If your background falls outside the standard pattern (a foreign diploma, recognition of prior experience, a mixed course), ask the employer in writing how they classify your qualification, then have it confirmed by the skills operator (OPCO) that processes the funding of the contract. A wrong classification costs you throughout the whole contract.
A worked example with a fictional minimum wage
To understand the mechanism, take a deliberately simplified example: a gross monthly SMIC of 1,800 euros, a rounded and purely hypothetical value. The amounts in this example therefore do not reflect the real SMIC.
- Amir, 19, is preparing a CAP with no other qualification: 55% of 1,800, or 990 euros gross a month.
- Léna, 19, who already holds a vocational baccalaureate: 65%, or 1,170 euros.
- Karim, 23, with no level 4 professional qualification: 70%, or 1,260 euros.
- Sonia, 23, who holds a BTS (a two-year vocational diploma): 80%, or 1,440 euros.
At the same age, the starting level changes the pay by ten points of the SMIC. This is not a reward for merit but a mechanical rule, which you only need to check.
Moving from one band to another during the contract
A contract often lasts between six and twelve months, sometimes up to twenty-four. During that time you may turn 21 or 26, and the applicable band then changes. It is not unusual for an employer to forget to update the pay, especially in small businesses without a dedicated human resources department.
Note the dates of these birthdays and compare them with the first payslip concerned. If the change does not appear, point it out in a short, calm written message, quoting the grid. A retroactive correction is usually accepted when the error was unintentional.
Training time is paid as working time
The contract combines periods in the company with teaching, generally between 15% and 25% of the total duration, with a minimum of 150 hours. Hours spent at the training centre are treated as working time and paid as such: they are neither counted as leave nor deducted from the salary.
The monthly salary therefore stays the same whether or not there are classes in the month. If an offer mentions reduced pay for class weeks, treat it as a warning sign to clarify before signing. Training costs are covered by the sector's skills operator and should not normally be billed to you.
Professionalisation contract or apprenticeship: do not mix up the grids
The confusion is common, because both contracts belong to work-study training. Yet their scales are distinct. In an apprenticeship, the percentage depends on age and contract year; in a professionalisation contract, it depends on age and starting qualification. A simulator built for one gives a wrong result for the other.
When comparing two offers, also check the purpose: an apprenticeship prepares a state diploma or a title listed in the national register, whereas professionalisation aims at a recognised qualification, including a sector-specific professional qualification certificate (CQP), which is sometimes less familiar to recruiters outside the sector.
Checking your contract and your first payslip
- Find in the contract your age, your declared qualification and the percentage applied.
- Work out the floor from the SMIC of the month concerned.
- Compare the gross salary on the payslip with that floor, then with the collective-agreement minimum if you are 26 or over.
- Check that the training hours appear in the count of working time.
- Keep the contract, the payslips and any written exchanges.
If doubts persist, the most effective route goes through the human resources department, then the skills operator or a sector adviser, before any more formal step.
Frequently asked questions
Can pay on a professionalisation contract be below the minimum wage?
Yes for people under 26, since the legal grid provides percentages of the SMIC between 55% and 80%. From 26, the employee receives at least the SMIC and at least 85% of the collective-agreement minimum. A collective agreement or the employer can always provide more than these floors, and the amount written in the contract is what counts.
Does a foreign diploma count as a qualification for the grid?
It depends on its level and its equivalence in France. The employer and the skills operator assess the situation from the documents supplied. If in doubt, ask for the classification used in writing before signing, because it determines the grid box applied throughout the contract.
Does my salary go up when I reach 21?
Yes, moving to a new age band changes the applicable percentage of the SMIC: from 55 to 70% or from 65 to 80% depending on qualification. Note the exact date, compare it with the first payslip concerned and report any omission in writing if the pay was not adjusted. Check the precise date rules with your employer.
Are class hours paid?
Yes. Training time counts as actual working time and is paid at your usual salary. It cannot be deducted from your pay or taken from your leave. If the company asks you to make up or recover those hours, ask the human resources department on what basis it is asking.
Is the salary the same in every company?
No, only the legal floor is common. Sectors sometimes set higher minimums, and some companies go further to attract candidates or retain work-study trainees. Always compare the gross monthly pay, working hours and any extras such as meal vouchers, transport contributions or a year-end bonus.
How does it differ from the apprenticeship grid?
The apprenticeship grid depends on age and on the contract year being performed; the professionalisation grid depends on age and starting qualification. The percentages are therefore not interchangeable. Always use a tool that matches the contract you are considering, and treat the result as an estimate to check against the signed document.
Who should I contact if the pay seems too low?
Start with a written message to the human resources department or the employer, quoting your age, your qualification and the percentage you expected. If the reply is slow, the sector's skills operator can clarify the rule. Keep the contract, payslips and exchanges: they will be the basis of any later appeal.