Entering into an vocational redeployment contract as a job seeker

In order to help the most vulnerable populations find employment, i.e. job seekers aged 45 or over, employees with reduced work capacity and disabled workers, the National Employment Agency (Agence pour le développement de l'emploi – ADEM) can, under certain circumstances, propose that a vocational redeployment contract is entered into with an employer.

The aim of this contract, which alternates between practical and theoretical training, is not only to enable job seekers to provide employers with a practical demonstration of their skills and abilities, but also to open up their options.

The vocational redeployment contract has a duration of 12 months.

Who is concerned

The vocational redeployment contract is concluded between the ADEM, the job seeker and the employer.

This type of contract can be signed by job seekers:

Employers wishing to enter into a vocational redeployment contract must be in a position to offer real job prospects at the end of the contract.


Job seekers must be registered with the ADEM for at least one month before they are eligible to sign a vocational redeployment contract.

How to proceed


The vocational redeployment contract is concluded for a duration of 12 months.

If the contract is signed following professionalisation training, the duration of the training is taken into account in the 12-month contract.

If the employer or the job seeker wants to terminate the contract before its contractual end, the initiating party must submit a written and fully reasoned request to the ADEM and first obtain their approval before the contract can be terminated.

Conclusion of the contract

Employers wishing to sign this type of contract with a job seeker can contact the ADEM's Employer services and submit a declaration of vacancy.

Job seekers can not refuse, without a valid reason (example of a valid reason: the contract does not meet the suitable work criteria), to enter into a vocational redeployment contract offered by the ADEM, or else they may incur the sanctions stipulated by law.

The employer appoints a mentor who is responsible for assisting and guiding the job seeker throughout the vocational redeployment contract. In the first month following the signing of the contract, the company, the mentor and the job seeker prepare a training plan, one copy of which must be sent to the ADEM's Employer services.

During the contract, the job seeker is entitled to 2 days of leave per month.

If a change should occur during the performance of the contract, the employer must inform the ADEM by any means (telephone, email, fax, post, etc.).

Job seekers who are doing night work, who work overtime or on public holidays and Sundays are subject to applicable legal regulations.

Payment of an allowance

Job seekers who do not receive unemployment benefit receive an allowance equal to the social minimum wage for unskilled workers.

Persons receiving unemployment benefits, a tideover allowance, a professional tideover allowance, a waiting pension or income for severely disabled people, retain this income whilst also receiving an allowance of EUR 41.67 per month (index 100), i.e. EUR 347.84 (index 834.76) from the ADEM.

If the amount received in allowances or income listed above is less than the social minimum wage for unskilled workers, the job seeker receives an allowance equal to the social minimum wage for unskilled workers, as well as an allowance of EUR 331 per month from the ADEM.

Each month, the employer will send the ADEM a record of attendance for the payment of the allowance.

Employers who wish to do so can also pay the job seeker a performance bonus. Such bonuses form an integral part of the job seeker's allowance and, as such, are liable for tax.

End of the contract

The employer informs the ADEM, in writing, of the job seeker's employment opportunities within the company.

If either the job seeker or the employer wishes to terminate the vocational redeployment contract, the ADEM must be informed in advance of the desire to terminate the contract. The ADEM will verify the grounds for termination and, where applicable, will give its approval.

Hiring the job seeker

If the job seeker is hired at the end of the vocational redeployment contract, the duration of the latter, plus that of any professionalisation training, is considered as a trial period.

Please note that job seekers are entitled to re-employment support if they meet the various conditions.

Job seekers who are not hired

If the job seeker is not hired at the end of the vocational redeployment contract, the employer must provide the ADEM with a document listing the competencies acquired during the contract, as well as any shortcomings identified.

The job seeker is then advised to contact their ADEM guidance counsellor to decide on what future actions to take.

If the employer subsequently decides to hire staff, they must give priority to the former beneficiary of the vocational redeployment  contract, provided that the required qualifications and profile match, and the contract had expired no more than 3 months prior to the hiring.

The employer is then required to inform the job seeker in a timely manner. The job seeker has 8 days to give their decision.

If a job seeker refuses to follow up a job offer, their refusal may be considered as a refusal of suitable work, which could expose the job seeker to legal sanctions provided for by law.

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Thank you for your understanding

Contrat de réinsertion-emploi - relevé de présence

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