Please note: The law of July 24, 2020 provides a temporary exemption from this measure
During the period from 24 July 2020 until 30 June 2022, a job reintegration contract, comprising alternating periods of practical training and theoretical training, can be offered to jobseekers aged at least 30 or in professional redeployment or having the status of disabled employee and registered with ADEM for at least one month.
- When hiring a jobseeker aged between 30 and 45 years, a share corresponding to 50% of the minimum social wage for unskilled employees is paid by the employer to the Employment Fund.
- In case of hiring a jobseeker who is
- is at least 45 years old,
- currently in an external redeployment programme
- has the disabled worker status or whose
- gender is under-represented in the business sector,
the company's participation is reduced to 35% of the compensation received by the jobseeker
The employment reintegration contract is an employment measure that promotes the professional reintegration of the most vulnerable populations into the labour market.
This contract, which alternates practical and theoretical training, enables :
- employers to pass on their experience and give a real job perspective to older jobseekers or employees with a disability or reduced work capability
- jobseekers to put their capabilities to use in a meaningful way, while acquiring new skills.
ADEM can offer the possibility of an employment reintegration contract to a jobseeker and a private employer, provided that the latter can offer a real prospect of employment at the end of the RCE.
The employment reintegration contract is concluded between ADEM, the job seeker and the employer.
- be aged 45 or older
- currently be in an external reclassification programme or
- have the disabled worker status
- have been registered with ADEM for at least one month.
Employers wishing to conclude an employment reintegration contract with a jobseeker must be able to offer them a real job perspective at the end of the contract.
The employment reintegration contract is concluded for a duration of 12 months.
If the contract follows an internship, the duration of the internship is taken into account in the calculation of the 12 months.
A jobseeker who doesn't receive unemployment benefits, receives an allowance equal to the social minimum wage for unskilled workers.
People who receive unemployment benefits, a bridging allowance, an occupational bridging allowance, an occupational bridging pension or the allowance for severely disabled persons, retain the benefit of this income and receive, in addition, an allowance of EUR 365,45 per month (index 877,01) paid by ADEM.
If the unemployment benefits, a bridging allowance, an occupational bridging allowance, an occupational bridging pension or the allowance for severely disabled persons is less than the social minimum wage for unskilled workers, the jobseeker receives an allowance equal to the social minimum wage for unskilled workers and the allowance of EUR 365,45 per month (index 877,01) paid by ADEM.
ADEM pays the allowance to the jobseeker every month. The allowance is subject to the social security and tax charges laid down for salaries, the employer's share being paid by the Employment Fund.
In order to enable ADEM to pay the jobseekers within a reasonable time, the employer will send ADEM a monthly attendance record of the jobseeker. In addition, the employer must inform ADEM of any changes in the jobseeker's situation.
The employer may pay the jobseeker an optional performance bonus.
How to proceed
Employers wishing to conclude such a contract with a jobseeker, must contact ADEM's Employer Service and declare their vacancy.
The employer or the jobseeker who wishes to terminate the employment reintegration contract before the end of the contract must send a motivated written request to ADEM and must have obtained ADEM's prior agreement to terminate the contract.
The employment reintegration contract allows jobseekers to use their capabilities in a meaningful way, while acquiring new skills. In this respect, the employer must appoint a mentor, who will be responsible for assisting and supervising the jobseeker throughout the employment reintegration contract.
Within one month of the conclusion of the contract, the company, the mentor and the jobseeker must draw up a training plan, a copy of which must be sent to ADEM.
In the event of a change occurring during the employment reintegration contract, the employer is required to inform ADEM.
During the contract, the jobseeker is entitled to 2 days of leave per month.
End of the contract
At the end of the employment reintegration contract, the employer must inform ADEM, in writing, of the opportunities for the jobseeker to be integrated into the company.
Hiring the jobseeker
If the jobseeker is hired at the end of the employment reintegration contract, the duration of the contract, together with the duration of the internship, if any, counts as a trial period.
Where applicable, the employer may also apply for a support for the re-employment of older unemployed people
Not hiring the jobseeker
If the jobseeker is not hired at the end of the employment reintegration contract, the employer must provide ADEM with a document indicating the skills acquired during the employment reintegration contract, as well as any deficiencies noted.
An employer who, within 3 months of the end of the employment reintegration contract, wishes to recruit staff in his company, is obliged to give priority to hiring the former employment reintegration contract eligible beneficiary, provided that he meets the required qualifications and profile. The employer must then notify the jobseeker in a timely manner. The jobseeker has 8 days to respond.
Under a RCE, the employer does not receive any financial support, but only pays a share of the salary normally due. On the basis of an invoice from ADEM, the employer pays ADEM a monthly share of 50% of the minimum social wage for unskilled workers. This contribution is reduced to 35% of the minimum social wage for unskilled workers if jobseekers of the under-represented gender are employed.
Art. L. 524-1.