The employment landscape in France is set to undergo a major transformation with the introduction of the fixed-term contract (CDD) for professional retraining, starting January 1, 2026. This measure aims to offer employees a new way to explore different careers while preserving their job security. Discover how this new type of contract could redefine career opportunities.
The 3 key points not to miss
- The new retraining CDD allows employees to change jobs or get a promotion without leaving their current position.
- This contract, lasting from 6 to 12 months, can be extended up to 36 months and includes a certifying training.
- The measure ensures job security, allowing the employee to return to their initial position if the retraining is not successful.
Objectives and functioning of the retraining CDD
From 2026, the professional retraining CDD will allow employees to test new careers while maintaining their job security. The goal is to facilitate the transition to a new job or profession, while enabling skill development through structured support. This contract is accessible to all employees, regardless of their qualification or age.
The duration of this contract varies between 6 and 12 months but can be extended to 36 months according to branch agreements. This CDD necessarily includes a certifying training, thus ensuring skill development throughout the contract period.
Security and guarantees for employees
One of the most reassuring aspects of this measure is the suspension and not the termination of the initial employment contract. If the retraining CDD does not lead to a new job, the employee can return to their original position or an equivalent position, with the same salary. This security allows exploring new professional horizons without risking a precarious situation.
If the CDD is successful, it can result in the signing of a permanent contract (CDI) or another CDD of at least six months in the host company. For retraining within the current company, internal mobility is possible, with a specific agreement framing the process.
Benefits for companies
This innovative measure not only benefits employees. Companies also find an interest in it, particularly in terms of human resources management. The retraining CDD offers companies an additional tool to support the internal and external mobility of their employees, providing them with the means to develop new skills in response to labor market changes.
By enabling skill development and an enriched career path, this contract can also help prevent employee disengagement by offering them prospects for advancement within the company.
Context and history of the reform
This labor code reform is part of a context where flexibility and the securing of career paths are at the heart of employment policy concerns in France. The constantly evolving labor market requires employees and companies to quickly adapt to new demands.
The CDD for professional retraining addresses this need by offering a secure alternative for professional transitions. It represents a significant advancement in career management, allowing employees to acquire new skills while ensuring job security. This measure could well become a model for other upcoming reforms in the field of employment and professional training.