Contribution to the continuing vocational training
- Name of the instrument - Local language
- Contribution à la formation professionnelle continue
- Name of the instrument - English translation
- Contribution to the continuing vocational training
- Type of instrument
- Training fund
- Type of entry
- Group of instruments
- Short description
All employers have to contribute to training funds (managed by social partners) by paying a single annual contribution. The level of the contribution to the fund (percentage of payroll) depends on the size of the company. The collected funds are used to cover companies' and individuals' education and training costs, through several different instruments (e.g. individual learning account, professional training contract, professionalisation period or individual training leave).
- Short description of the related instruments
- Level of operation
- Name of a part of the country
- Name of the region (for regional instruments)
- Name of the sector (for sectoral instruments)
- Legal basis
Law No 71-575, 16 July 1971; Law No 2014-288, 5 March 2014; ANI 14 December 2013  Loi n° 2014-288 du 5 mars 2014 relative à la formation professionnelle, à l'emploi et à la démocratie sociale;  Loi n° 71-575 du 16 juillet 1971 portant organisation de la formation professionnelle continue dans le cadre de l'éducation permanente;  Accord national interprofessionnel du 14 décembre 2013 relatif à la formation professionnelle
- Year of implementation
- Year of latest amendment
Companies have to invest a certain amount in training (a predefined % of gross annual wages). This single contribution has to be paid to training funds managed by social partners, through organisations called OPCAs (Organismes Paritaires Collecteurs Agréés).
OPCAs are responsible for collecting and pooling funds for continuing vocational training. OPCAs can be organised by sector (18) or be intersectoral (2). They are created through collective agreements, the State giving its authorisation to operate. Since 2009, OPCAs have needed a contract with the State (Convention d’objectifs et de moyen). The funds are managed by boards, these are composed of an equal number of representatives of employers and employees. The president of an OPCA is usually an employers' representative and the vice-president an employee representative.
The main policy goal pursued by OPCAs is to promote LLL, defined as a right for all employees. Each OPCA defines its own specific priorities and funding rules, however, in accordance with national law provisions and with priorities set by national joint employment committees in particular sectors (Commission paritaire national de l'emploi). The OPCA determines the amount of support, type and duration of training, and method of allocation of funds (transfer to a training provider or reimbursement to a company).
From 2016, each OPCA will allocate and/or manage the single contributions within 5 subsections:
1. CPF contribution - Individual Learning Account (Compte Personnel de Formation)
2. Professionalisation actions contribution:
- Professional training contracts (contrats de professionnalisation)
- Professionalisation periods (périodes de professionnalisation) etc.
3. Training plan contribution (plan de formation)
4. FPSPP contribution - Joint fund for professional career security (Fonds Paritaire de Sécurisation des Parcours Professionnels)
Contributions are collected by OPCAs and then transferred to the FPSPP. The FPSPP ensures:
a) the equalisation of joint funds - the FPSPP may make additional payments to the OPCAs whose fund collection is insufficient to ensure the funding of professional training contracts.
b) the training and safeguard of employees and job seekers. In this context, the FPSPP funds:
- the CPF (Individual learning account) for job seekers
- professional (re)qualification actions for employees and job seekers through call of projects for OPCAs and OPACIFs.
Projects for 2015-2017 should promote: the implementation of the CPF; professional training contracts, training in enterprises with less than 50 employees, (re)qualification of employees and job seekers in the frame of CIF, VAE leave, skills assessment leave, partial activity and economic changes, the acquisition of core knowledge and skills, POE ("operational preparedness to employment" Préparation Opérationnelle à l'Emploi) and the CSP ("professional safeguard contract" Contrat de Sécurisation Professionnelle)
5. CIF contribution:
- Individual training leave (Congé Individuel de Formation)
- Validation of prior experience leave (Congé pour validation des acquis de l'expérience)
- Skills assessment leave (Congé Bilan de Compétences)
Contributions are collected by OPCAs and are either: transferred to the FPSPP, then retransferred to a FONGECIF - an individual training leave management fund (Fonds de Gestion des Congés Individuels de Formation) which will manage it; or managed by the OPCA if it is also accredited to manage CIF. FONGECIFs and accredited OPCAs are called OPACIFs (Organisme Paritaire au titre du Congé Individuel de Formation)
5b. CIF-CDD contribution
In addition to the above, companies have to contribute 1% of their fixed-term contracts gross annual wages for CIF-CDD. The individual training leave takes place after the end of a fixed-term employment contract. The single contributions are allocated and managed similarly to the standard CIF contribution.
- Eligible group(s)
Private sector companies and their employees, and for some actions, job seekers.
Each OPCA/sector defines its eligible groups/priority target groups (in accordance with national law provisions and with priorities set by national joint employment committees in particular sectors).
Some specific regulations:
- individual learning account: employees and job seekers
- professional training contract: young people aged 16 to 25 years, job seekers aged 26 and over and beneficiaries of certain allowances or contracts
- professionalisation period: employees aged 45 and above or those who have been working at least 20 years
- CIF: all employees, whatever the size of the company and the nature of his employment contract. There is, however, a seniority requirement: 24 months as an employee (consecutive or not) with 12 months in the current company (36 months in craft businesses with less than 10 employees). Employees on fixed-term contracts must have worked 24 months (consecutive or not) as an employee in the last 5 years, of which 4 months (consecutive or not) under an employment contract for a definite period in the last 12 months. The CIF then takes place outside the period of the employment contract of limited duration.
- Group(s) with preferential treatment
- Education and training eligible
The individual learning account is the new right to vocational training, replacing the DIF (Individual Right to Training) since 1 January 2015.
The CPF allows anyone, employee or job seeker, to follow, at his own initiative, a training action. It accompanies its owner throughout his career, from the entry into the professional life until retirement.
The account is credited a number of hours at the end of each year, within the limit of 150 hours of training over 8 years. For people working full-time, it is credited 24 hours per year the first 5 years (120 hours in total), then 12 hours per year for 3 years up to a maximum of 150 hours.
For the employese working part-time, credited hours are calculated in proportion to time worked. Aquired credit hours remain on the account should there be a change in employment status or job loss.
The CPF enables to acquire recognised competences (qualification, certification, diploma) or basic skills defined in article D. 6113-2 of the Labour Code. Other eligible training courses shall appear on a list drawn up by the Regional Councils, the social partners and the professional sectors. These courses usually meet foreseeable economic needs.
The professional training contract enables young people and job seekers to acquire a professional qualification or complete their initial training with additional qualification in order to access a specific position in the company.
The professionalisation periods are designed to promote, through training actions alternating theory and practice, job retention of employees on permanent contracts, of employees on fixed-term integration contracts, and of employees on fixed-term or permanent contracts concluded in the framework of the single integration contract (CUI). Training actions can be: qualifying training mentioned in article L. 6314-1 of the labour code; training to acquire basic skills defined in article D. 6113-2 of the Labour Code; training allowing access to specific qualifications included in the inventory prepared by the National Commission for Vocational Certification.
The individual training leave allows any worker, to follow, at his own initiative and individually, training activities during his working life, regardless of his or her participation to training courses included in the company's training plan. Unless otherwise agreed, the absence may not exceed 1 year for a full time training or 1,200 hours for a part-time training.
This leave can also be used to prepare for and take examinations. A waiting period between two CIF must be respected. Its duration, which depends on the length of the previous training leave, cannot be lower than 6 months nor longer than 6 years. The FONGECIF or OPCA may cover the following costs, in order of priority: the salary; the cost of training; transportation costs; accommodation costs.
- Source of financing and collection mechanism
Levy on companies
From 2016 onwards, companies with less than 10 employees contribute 0.55% of their gross annual wages and companies with 10 or more employees contribute 1%.
Companies with less than 10 employees:
- 0.15% for professionalisation actions
- 0.4% for the training plan
Companies with 10 to 49 employees:
- 0.2% for the CPF
- 0.3% for professionalisation actions
- 0.2% for the training plan
- 0.15% for the FPSPP
- 0.15% for the CIF
Companies with 50 to 299 employees:
- 0.2% for the CPF
- 0.3% for professionalisation actions
- 0.1% for the training plan
- 0.2% for the FPSPP
- 0.2% for the CIF
Companies with 300 employees or more:
- 0.2% for the CPF
- 0.4% for professionalisation actions
- 0.2% for the FPSPP
- 0.2% for the CIF
On top of that, all companies pay 1% of their fixed-term contracts gross annual wages for the CIF-CDD.
- Financing formula and allocation mechanisms
See individual learning account, individual training leave (for this country).
- Eligible costs
- Volumes of funding
Contributions for 2014 (based on 2013 gross annual wages) amounted to approximately EUR 5 990 000 000. This figure does not take into account CIF contributions paid to FONGECIFs, nor the contributions of the metal industry (figures not finalised at the time).
Furthermore, some OPCAs also act as "Fond d’Assurance Formation" and collect contributions from independent workers for continuing vocational training. From 2016, contributions will be significantly lower as companies of 10 or more employees will contribute 1% of their gross annual wages instead of 1.6% in 2014.
- Beneficiaries/take up
In 2013, around 4 500 000 employees benefited from a training course financed by OPCAs.
- Organisation responsible for monitoring/evaluation
Conseil national de l’emploi, de la formation et de l’orientation professionnelles (Cnefop) / Comité régional de l'emploi, de la formation et de l'orientation professionnelles (Crefop).
- Monitoring/evaluation reports available
- Most relevant webpage - in English
- Most relevant webpage - local language
- Recent changes
The Law No 2014-288, 5 March 2014 introduced many changes, including:
- As of 1 January 2015, a single contribution to a single OPCA has to be paid by companies: 0.55% of their gross annual wages for companies of less than 10 employees and 1% for companies with more than 10 employees
-Removal of the compulsory contribution of 0.9% to finance the training plan
- Additional contributions (conventional or voluntary) may be paid.
New missions have been assigned to OPCAs:
- To inform, raise awareness and assist companies in analysing and defining their needs training needs
- To participate in the identification of skills and qualifications to be mobilized within the company
- To ensure the ability of the provider to deliver quality training (Decree to come)
- To participate in the definition of collective and individual needs in light of the company's strategy, taking into account the objectives set by GPEC agreements
- OPCAs can now collect the "apprenticeship" contribution
- The implementation of the CPF (replacing the DIF).