Are you an employee who wants to change jobs without giving up your salary? Since 2026, a new scheme makes this possible: the career transition period. It replaces Pro-A and is built on the principle of work-study.
In short: the career transition period allows a private-sector employee to train through work-study to earn a new qualification, without resigning. The training (150 to 450 hours over a maximum of 12 months) is funded by the company's OPCO, the employment contract is maintained in an internal transition, and the agreement of both the employee and the employer is essential.
Why did Pro-A disappear in 2026?
Until the end of 2025, an employee could retrain thanks to Pro-A (reconversion or promotion through work-study). Since 1 January 2026, it is no longer possible to enter into a Pro-A: only amendments signed before that date continue to take effect.
In its place, the Labour Code (articles L6324-1 to L6324-11) establishes the career transition period, a more flexible scheme open to all employees with no condition of age or level of qualification.
What does the career transition period involve?
The aim is to gain a new qualification through work-study: theoretical training + hands-on practice within a company. The target qualification must be:
- a certification registered in the RNCP (diploma or professional title);
- or a CQP / CQPI (industry professional qualification certificate);
- or the CléA certificate, which attests to mastery of basic skills.
The period can be internal (you change role within your company) or external (you go and train in another company).
Do you have to leave your job?
No: that is the whole point of the scheme. Job security is preserved while you build up your skills.
The rules differ according to the type of transition:
| Criterion | Internal transition | External transition |
|---|---|---|
| Original contract | Maintained | Suspended |
| New contract | None | CDI or CDD ≥ 6 months (host company) |
| Pay | Maintained unchanged | Set by the new contract |
| Return possible | Not applicable | Yes, to your role or an equivalent one |
In an external transition, if the experience is successful, the original contract is terminated (a mutually agreed termination for a CDI); otherwise, you return to your initial role or an equivalent role, with pay at least equal to before.
Duration and pay: the key points
The career transition period cannot exceed 12 months, with training of between 150 and 450 hours. A company-level or industry-wide agreement can raise these volumes up to 2,100 hours over 36 months. The CléA certificate is not subject to these ceilings.
As for pay, internally you keep your salary without change. Externally, it is the new contract that determines it. You remain covered by social security (including occupational accidents and occupational illnesses). If your plan is more of a first diploma or upskilling without changing employer, also compare it with the professionalisation contract and our explanations on apprenticeship or professionalisation.
How do you start a career transition period?
The process is based on a written agreement between you and your employer (an official Cerfa form formalises this agreement). Neither party can impose it: the scheme is co-built, on a voluntary basis.
The funding of training costs is provided by the company's OPCO, at the employer's request. You can top it up by drawing on your CPF, but the training provider has no right to charge you any remaining balance.
To prepare your project, first identify the target occupation using our directory of occupations, then find the work-study training programmes that lead to the sought-after certification. And if you are still hesitating about the right scheme, our overview of financial support will help you finalise your budget.