Professional training in France is based on a legislative framework developed since the 1970s and regularly revised. The Labor Code defines a right to training for all workers, whether they are employees, self-employed, or job seekers. Understanding this framework helps to distinguish the actual obligations of companies, the rights that can be mobilized by each individual, and the funding mechanisms that condition access to training.
Out-of-pocket expenses for CPF: what has changed between 2024 and 2026
Most summaries on the subject stop at the 2018 law. However, recent changes to the Personal Training Account affect actual access to rights.
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Since May 2, 2024, a mandatory financial contribution from the holder of the CPF applies to each training course. Initially set at 100 euros, it has been raised to 102.23 euros for 2025, and then to 103.20 euros on January 1, 2026, by decree, following the consumer price index excluding tobacco.
Decree No. 2026-234 of March 30, 2026, increased this contribution to 150 euros, applicable to any request submitted from April 2, 2026. The same reform introduces coverage ceilings based on the type of certification: 1,500 euros for a certification listed in the Specific Directory, 1,600 euros for a skills assessment. These ceilings did not exist before and reduce coverage for the most expensive training programs.
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To understand the entire legal framework within which this system operates, a comprehensive overview of laws on professional training details the foundational texts and their successive developments.
Employer funding obligations: unique contribution and OPCO
Since the 1971 law, companies have participated in funding training. The current mechanism is based on the unique contribution to professional training and apprenticeship, collected by URSSAF and then redistributed via France compétences.
The rate varies according to the size of the company:
- Companies with fewer than 11 employees pay a reduced rate, primarily allocated to funding apprenticeship schemes and the CPF.
- Companies with 11 or more employees pay a higher rate that also funds the skills development plan and professional development advice.
- Additional conventional contributions may be added depending on the professional branch, negotiated by social partners.
OPCOs (skills operators) then distribute these funds. They finance apprenticeship and professionalization contracts according to coverage levels set by the branches. The company does not choose its OPCO: the allocation depends on the applicable collective agreement.
2018 Law and expanded definition of training action
The law of September 5, 2018, “for the freedom to choose one’s professional future,” redefined training action as a pedagogical pathway aimed at achieving a professional objective. This definition replaces the rigid list of categories that existed since the 1970s.
Three pedagogical modalities can now be combined in the same pathway: in-person training, distance learning, and training in a work situation (AFEST). The latter, legally recognized for the first time, allows for the validation of skills acquired directly on the job.
Qualiopi quality certification
The 2018 law also established the requirement for training organizations to hold the Qualiopi certification to access public or pooled funds. This certification covers seven criteria: information conditions, service objectives, adaptation to audiences, pedagogical means, trainer qualifications, professional environment, and collection of feedback.
Without Qualiopi, an organization can still provide training, but it does not benefit from any funding from the CPF, OPCOs, or Pôle emploi. This constraint has led to a concentration in the market, with some small organizations having abandoned the certification process.
Skills development plan: employer obligations
The skills development plan (formerly the “training plan”) is the employer’s initiative. The Labor Code imposes two distinct obligations.
The first is a workplace adaptation obligation. The employer must ensure that each employee has the necessary skills to perform their duties, including in the face of technological changes. Failure to comply with this obligation can engage the employer’s liability in the event of dismissal for professional inadequacy.
The second concerns the professional interview, mandatory every two years. This interview does not focus on the employee’s evaluation but on their career development prospects. Every six years, a summary assessment checks that the employee has indeed benefited from the required interviews and at least one training action. In case of non-compliance in companies with at least 50 employees, a corrective contribution to the employee’s CPF is provided.
Consultation of the CSE on training
In companies with at least 50 employees, the social and economic committee must be consulted on the company’s strategic orientations, which includes the training policy. The employer submits an annual report on the actions taken and projections for the following year via the economic, social, and environmental database.
The French legislative framework for professional training articulates individual rights (CPF, professional interview) and collective obligations (financial contribution, CSE consultation). Recent reforms, particularly the out-of-pocket expenses for CPF and the ceilings by certification, show that this framework continues to tighten on the conditions for accessing public funding.