The teacher pact, launched in 2023 to offer paid complementary missions to volunteers, has not been subject to any formal regulatory repeal. It is the budget credits that are drying up: the 2026 finance bill has cut the dedicated envelope by about two-thirds of the initial budget. For teachers who relied on this system as a lever for remuneration, the question is no longer whether the pact will disappear, but what will concretely replace it on the ground.
End of the teacher pact: very different realities depending on the academies
The budget cuts do not affect all academies in the same way. Some have retained a few components of the system, particularly those related to short-term replacements. Others have no credits left for any complementary missions.
The result: a teacher in an academy still funded can continue to receive a supplement through occasional replacements, while their colleague in another location no longer has access to this option. Access to remuneration supplements is becoming highly territorialized, a factor to consider for anyone contemplating geographical mobility.
Before the cut, about 30% of teachers were using the pact. Feedback from the field varies on this point: in some institutions, two or three volunteers captured the majority of the missions offered. With fewer credits, this concentration is mechanically increasing.
For a teacher contemplating the future of their career in relation to the end of the teacher pact in 2026, the stakes go beyond financial loss. It is the very possibility of diversifying their activity within the National Education that is diminishing.
Teacher remuneration without the pact: a numerical status report
The average salary of teachers has reached around 3,000 euros net per month, an increase of 4.3% according to data published by BFM in August 2026. This amount includes all bonuses and allowances, including the pact for those who still benefited from it.
Without complementary missions, remuneration relies on the indexed salary, the attractiveness bonus, and standard overtime. The gap between an early career teacher and a certified teacher at the highest level remains considerable.
The indexed salary progression has not been revalued to compensate for the end of the pact. The loss of income is therefore clear for those who accumulated several components.
Bonuses and allowances that remain after 2026
The index point has been revalued by 5 points as of January 1, 2024, with no significant increase since. Existing bonuses (ISAE for the first degree, ISOE for the second degree, attractiveness bonus) remain in place. Their amount only compensates for a fraction of what the missions of the pact brought in.
- The attractiveness bonus targets teachers in the early part of their careers. Its amount decreases as the teacher progresses in the indexed salary scale.
- Annualized overtime (HSA) remains the main lever for supplements, but their volume depends on the hourly allocations of each institution.
- The ISOE (second degree) and ISAE (first degree) constitute a fixed base, not modifiable by the teacher.
Internal mobility and retraining: what options are open in 2026
The contraction of the pact is pushing some teachers to explore other forms of mobility. Two directions are emerging, depending on the profile and seniority.
First direction: internal mobility within the National Education. Profile positions (network coordinator, academic trainer, digital referent) allow for diversifying one’s career without leaving the status. The recruitment reform is generating needs for mentors and trainee supervisors, roles that already existed but whose volume will increase during the transition.
Second direction: retraining towards the private sector or other public functions. The mutual termination remains accessible to civil servants, with a departure allowance and access to unemployment benefits under certain conditions.
Valuable teaching skills outside the National Education
Certification is also evolving. The replacement of the C2i2e by the Pix system illustrates a fundamental trend: certifications are becoming modular and recognized outside the National Education.
- Project management in education translates into coordination skills sought in vocational training.
- Pedagogical engineering interests training organizations, EdTech companies, and HR services of large corporations.
- Private agricultural education, undergoing a status reform, recruits profiles from public education with sometimes more favorable scales at the beginning of their careers.
Agricultural education and local public service: opportunities to explore
Agricultural education deserves special attention in 2026. Agricultural institutions, often small in size, had integrated the missions of the pact into their daily operations. Their disappearance creates a more visible organizational void than in general education, where working conditions differ significantly.
For a tenured teacher considering a transfer to the local public service, the comparison between the teacher’s indexed salary scale and the territorial scale deserves careful calculation, step by step, before any decision.
The end of the teacher pact redistributes the cards without closing any doors. Teachers who had integrated these missions into their career strategy must choose between mobility to an academy still funded, gaining certifying skills, or exploring functions related to teaching. The 2027 budget calendar will determine whether this contraction is temporary or permanent.