The Teacher Pact, implemented at the start of the 2023 school year, added a conditional financial layer tied to additional missions. The draft budget law for 2026 plans its reconfiguration, with a redeployment of funds towards other remuneration levers. The central question is measurable: how much do teachers lose who had integrated these missions into their monthly budget, and where are the amounts being redirected?
Budgetary Redeployment of the Teacher Pact: Where Do the Funds Go?
The disappearance of the Pact does not mean that the associated sums evaporate from the national education budget. The Senate report on the “School Education” mission in the PLF 2026 specifies that the funds initially earmarked for the scheme are redirected towards GVT and categorical indemnity measures. Therefore, the overall payroll of the mission does not mechanically decrease.
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This redeployment changes the nature of the additional compensation received. The bonuses linked to the Pact compensated for defined tasks (short-term replacements, “Devoirs faits”, educational actions in schools). Categorical measures and the aging-technicality shift, on the other hand, fall under a career and seniority logic, not occasional voluntary missions.
| Component | Teacher Pact (before 2026) | After Reconfiguration (2026-2027) |
|---|---|---|
| Nature of the Supplement | Bonus linked to voluntary missions | Categorical indemnity measures, GVT |
| Access | Voluntary, variable by institution | Automatic by grade or category |
| Predictability for the Teacher | Depends on the availability of missions and acceptance | Integrated into career progression |
| Impact on Retirement | None (bonus, no index points) | The GVT contributes to the indexed salary |
To fully understand the detailed mechanisms surrounding the end of the teacher pact in 2026 and 2027, it is essential to distinguish between what pertains to the immediate payslip and what plays out in the long term through indexed salary.
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Disparities Between Academies: A Very Unequal Impact on Teacher Remuneration
The audit by the Court of Auditors, published in 2025, highlighted a strong heterogeneity in the use of the Pact across academies and institutions. Some teachers accumulated several “bricks” of missions and received a significant supplement each month. Others had never signed up for a mission, either due to a lack of offers in their institution or by choice.
This reality creates a budgetary paradox. The teachers most affected by the end of the scheme are not necessarily those who needed it most, but those whose institution offered the most missions. School leaders themselves reported a lack of coherence in the distribution of missions.
Profiles Most Exposed to Income Loss
- Teachers in priority education who accepted short-term replacement missions, often the most numerous in these networks
- Primary school teachers involved in the “Devoirs faits” scheme, which constituted a significant portion of the missions offered in schools and colleges
- Contractual and non-permanent staff who used the Pact as a lever to supplement a lower base salary than that of permanent staff
For these profiles, the net monthly loss depends on the number of missions accepted in previous years. Teachers who did not participate in the scheme will see no change on their payslip.
Teacher Bonuses After 2027: Refocusing on Indexed Salary
The recommendation from the Court of Auditors goes beyond the simple abolition of the Pact. It advocates, starting in 2025, to reduce the weight of bonuses tied to ancillary tasks in favor of indexed salary increases. The indexed salary has a structural advantage for teachers: it serves as the basis for calculating retirement pensions, which the Pact bonuses did not.
This refocusing on the core profession changes the philosophy of remuneration. Rather than multiplying the “bricks” of additional missions, the post-2027 direction aims to make the base salary clearer and more predictable. The complexity and opacity of the Pact had been repeatedly criticized, including by Senate rapporteurs.
What Indexed Salary Changes Concretely
A teacher whose indexed salary increases sees this progression reflected in their future pension. With the Pact, the amounts received in bonuses did not factor into this calculation. The short-term gain from the Pact masked a lack of progression for retirement.
The GVT (aging-technicality shift) works differently: it accompanies the advancement of grade and seniority without requiring application for missions. For teachers in mid or late career, this shift can partially compensate for the loss related to the end of the Pact, provided that categorical measures are effectively implemented in subsequent budgets.
Timeline and Points of Caution for the 2026 School Year
The reconfiguration does not occur in a single budgetary exercise. The PLF 2026 initiates the movement, but the final decisions for 2027 will depend on upcoming parliamentary discussions. Two elements deserve particular attention.
The first concerns the declining school demographics, which the Senate identifies as a variable for adjustment. The decrease in the number of students frees up positions and funds, but it can also serve as justification for job cuts rather than salary increases.
The second pertains to the actual capacity of the ministry to transform the Pact funds into permanent indexed measures. A redeployment announced in a budget law only holds value if it translates into budget lines maintained from one year to the next.
The key data for each teacher remains the careful reading of the payslip in September 2026. The “indemnities” line and the “gross salary” line do not tell the same story in the long term, and it is precisely this distinction that the end of the Pact makes visible.