- 2016Approved/Agreed
- 2017Implementation
- 2018Implementation
- 2019Implementation
- 2020Implementation
- 2021Implementation
- 2022Implementation
- 2023Implementation
- 2024Implementation
Background
Training jobseekers is considered an essential element of active labour market policies. An increase in employment recorded between mid-2017 and mid-2019 did not benefit the entire population and has particularly left behind the least educated. Efforts to train jobseekers are being pursued and expanded.
Objectives
In the past, policies have been short-term, based on the sole criterion of gaining employment within six months after the end of the training. Currently, policies are focusing on the medium and long term to raise the overall level of qualification. This involves adapting the training offer and improving its quality, promoting individual autonomy, developing career guidance and counselling for jobseekers and ensuring effective funding.
Description
In January 2016, the government launched a plan to create 500 000 training places for jobseekers (Plan 500 000 formations pour demandeurs d'emploi). It included the provision of VET to people in long-term unemployment and training tailored for those unemployed aiming to set up or take over a business. The final total of beneficiaries in 2016 was 945 000. Building on its success, the plan was extended in the first semester of 2017 with 200 000 additional training courses specifically targeted at jobseekers. Two assessment reports on the 500 000 plan were published: one by the technical committee in charge of assessing the plan, and another by the Court of Auditors.
In 2017, an new 5-year training plan was launched, with the aim of training 1 million job seekers and 1 million young people, known as the Skills Investment Plan (PIC). Support measures from the PIC complement other training programmes for job seekers or individuals who have lost their jobs. Other key trainign schemes targeting job seekers include:
- the Contrat de sécurisation professionnelle (CSP), a personalised support scheme for workers who have been made redundant by small companies and companies in liquidation. Established in 2011, it aims to help employee transition to more secure employment;
- the professionalisation contract (Contrat de professionalisation), created by the Law of 4 May 2004. It aim to combine periods of training (to acquire a qualification)...
In January 2016, the government launched a plan to create 500 000 training places for jobseekers (Plan 500 000 formations pour demandeurs d'emploi). It included the provision of VET to people in long-term unemployment and training tailored for those unemployed aiming to set up or take over a business. The final total of beneficiaries in 2016 was 945 000. Building on its success, the plan was extended in the first semester of 2017 with 200 000 additional training courses specifically targeted at jobseekers. Two assessment reports on the 500 000 plan were published: one by the technical committee in charge of assessing the plan, and another by the Court of Auditors.
In 2017, an new 5-year training plan was launched, with the aim of training 1 million job seekers and 1 million young people, known as the Skills Investment Plan (PIC). Support measures from the PIC complement other training programmes for job seekers or individuals who have lost their jobs. Other key trainign schemes targeting job seekers include:
- the Contrat de sécurisation professionnelle (CSP), a personalised support scheme for workers who have been made redundant by small companies and companies in liquidation. Established in 2011, it aims to help employee transition to more secure employment;
- the professionalisation contract (Contrat de professionalisation), created by the Law of 4 May 2004. It aim to combine periods of training (to acquire a qualification) with with periods of work experience in a company in the same professional field. It is intended for young people aged 16 to 25, job seekers and beneficiaries of minimum social benefits;
- the Grande école du numérique (GEN) initiative, launched in 2015. The shcheme aims to create a nationwide network of training programmes for IT occupations and targets priority jobseekers, including NEET youth and women. By 2018, 750 training courses were created, funded through the future investment programme.
The '500 000 training places for jobseekers' plan was completed and a new training programme for young people and jobseekers was launched in 2017, in the form of a multi-year skills investment plan. The apprenticeship for 30-year-olds scheme ended and was incorporated in the 2018 law reforming vocational training.
The implementation of the professionalisation contract is based on two types of assistance:
- from the public employment service (Pôle Emploi) for hiring a jobseeker over the age of 26, of a maximum of EUR 2 000;
- State assistance for hiring a jobseeker over the age of 45, of a maximum of EUR 2 000.
The duration of the professional training contract may be extended to 36 months for:
- young people aged 16 to 25 who have not completed upper secondary education and do not hold a technological or vocational certificate;
- those who have been registered for more than one year as jobseekers;
- recipients of active solidarity income, specific solidarity allowance or adult disability allowance.
The training courses implemented under the GEN digital initiative in upper secondary schools are still being rolled out. According to the most recent figures (2018), more than 750 certified courses of an average duration of seven months and 975 hours have been offered; 8 621 learners have started such a course. The first profession being focused on is mobile web development. The Grande Ecole du Numérique has been successful, with 85% of participants entering a job, pursuing further training or opening a business.
The Skills Investment Plan 2018-2022 has taken over with a larger scope for 1 million unemployed with little or no qualifications and 1 million young people far from the labour market (cf measure: 'the Skills Investment Plan').
In 2019, the number of new Professionalisation contracts stood at 218,700, down for the first time since 2014, against a background of a sharp increase in apprenticeship contracts. However, the number of new recruits continues to rise among older people (+6.9% for those aged 30-44 and +9.6% for those aged over 45).
A new aid for hiring long-term job seekers on professionalisation contracts applies to those who are aged 30 and over between 1 November 2021 and 30 June 2022 and, from 1 July 2022, regardless of age (Decree 2021-1404 of 29 October). The amount is a maximum of EUR 8 000 for the first year of each contract concluded between November 2021 and 31 December 2022. Its management is entrusted to the Public Employment Service body Pôle emploi.
Various other types of aid are available to companies. For example, companies that recruit a job seeker aged 26 and over benefit from a EUR 2 000 subsidy paid by the public employment office.
Exceptional assistance has been provided for hiring employees under the age of 30, for any Professionalisation contract signed between 1 July 2020 and 31 December 2022.
On an experimental basis, for a period of 3 years, a Professionalisation contract may be used to set out a"tailor-made" training pathway that does not necessarily lead to a qualification or certification. In conjunction with the employee, employers and joint sectoral bodies (OPCO) may also specify the skills to be acquired under the contract. The flexibility of this contract allow people who have been out of work for a long time to obtain tailor-made training that is better suited to their needs. On the other hand, it will allow companies to be able to immediately hire an employee, who will be trained in line with the real needs on the ground. Initially scheduled to run until 31/12/2021 (and now extended until 31/12/2023), this experiment will be evaluated by a national monitoring committee made up of representatives from the State, the social partners and certain OPCOs.
The number of new Professionalisation contracts increased by 6.9% compared to 2020.
The government has implemented a methodology for setting up a local public service for professional integration and employment (service public de l'insertion et de l'emploi, SPIE) in 14 regions. The aim of the initiative is to strengthen the public system effectiveness to support people who face particular problems when entering the labour market. SPIE is being deployed through public calls for expression of interest, with 31 regions being engaged since April 2021. By early 2022, 80% of all territories had been involved in this initiative.
Regarding CVET, the professionalisation contract has been further enhanced. Two temporary support measures have been put in place to promote Professionalisation contract recruitment: support for the recruitment of long-term jobseekers on vocational training contracts until 31 December 2022; and support for the recruitment of employees under the age of 30 on Professionalisation contracts for all contracts entered into between 1 January and 31 December 2023.
In 2021, 120 562 new Professionalisation contracts were signed and 136 500 Professionalisation contracts were already underway. As of September 2022, 79 978 new contracts were signed and 128 500 were underway. So, a small decrease has been observed and several avenues are being explored to enhance the scheme.
Following developments can be reported on 'Great digital school' - GEN (Grande école du numérique): In May 2022, the GEN online database listed more than 15 000 digital training courses. The 2021 key figures, released in June 2022, showed that 13 612 individuals were receiving training, 26% of whom were women. Among the trainees, 51% were at level 4 or below and 74% had found employment within six months.
A consultative and preparatory process for the creation of a new entity called 'France Travail', involving all relevant stakeholders, was carried out in 2022. This project focuses on promoting training for jobseekers, in close collaboration with the regions, as well as on supporting those who currently find it most difficult to find work, in particular those receiving RSA benefits. France Travail is scheduled to become operational in 2023.
The government and the regions have agreed on a new cycle of additional funding from the State for the training of job seekers, amounting to EUR 3.9 billion over the next four years. This funding aims to enhance the support provided to individuals seeking employment and to improve their access to training programmes.
In April 2023, the working group on the transformation of the national PES service (Pôle Emploi) delivered its report that outlines the strategic framework and objectives for this initiative. The report serves as a foundation for the implementation of policies designed to better integrate job seekers into the workforce and to ensure that training programmes align with the needs of the labour market.
The Law n° 2023-1196 on full employment, enacted on 18 December 2023, marks a significant step forward in the progressive implementation of the new PES service (France Travail), with regulatory texts expected to be introduced until 2027.
In line with the provisions of the law No 2023-1196 on full employment, as of January 1, 2024, the new operator, France Travail, replaced the former public employment service (Pôle Emploi), positioning itself at the heart of a newly established employment network. The government's objective is to enhance support for individuals distanced from the job market and to strengthen assistance for businesses in their recruitment processes. The transition to a new PES service aims to provide tailored support and services that meet the needs of the unemployed as well as that of recruiting companies across the national territory. This shift involves robust collaboration with all stakeholders involved in employment, training, and professional integration schemes to ensure effective service delivery.
In 2024, all jobseekers will have to register with France Travail. This includes not only those who apply for registration but also recipients of the Active Welfare Scheme (RSA), their partners or spouses, young individuals registered with Missions Locales (guidance services of the public employment service for young people aged 16 to 25) seeking employment, and individuals with disabilities receiving support from Cap Emploi (the national network for employment for disabled persons). This comprehensive registration process takes effect from January 1, 2025.
In the new system, which will be gradually implemented by 2027, each person shall receive an in-depth diagnostic assessment conducted by the competent guidance and orientation service (different services are in place for different target groups) and orientation toward the support structure most appropriate to their profile and needs. Registered persons hasve to sign a commitment contract that outlines a specific action plan (projet professionnel) that includes all necessary measures and/or associated training to facilitate return to employment. The contract will be regularly updated to serve as a practical reference tool for the individual and his/her advisor.
The new Regional Investment Pact Cycle 2024-27 aims to achieve critical objectives such as enhancing basic skills, improving qualification levels among targeted populations, and facilitating access to jobs in sectors that actively recruit—particularly those in tension, emerging sectors, or affected by the digital and ecological transition. The new cycle follows several key principles, namely: expansion of the beneficiary audience to more target groups (such as job seekers with low or no qualifications, RSA beneficiaries, persons with disabilities, seniors etc.); implementation of quantitiative targets and annual tracking of priority groups; provision of upskilling and reskilling schemes towards certification in sectors with skill demand from employers; better monitoring of registered beneficiaries (through the dedicated platform, Agora) and better coordination of all relevant regional services involved (financers, guidance services, training providers and employers) from planning (skills assessment) to the end result (professional integration of the beneficiary).
Additional financial incentives are foreseen to increase participation in training: beneficiaries will receive EUR 100 when utilising their CPF (personal training account) credits (exemptions apply for those with a greater need for training, including job seekers).
The POEI support scheme (préparation opérationnelle à l'emploi individuelle), as established by the law No 2023-1196 on full employment, is expanding to allow employers and job seekers to sign short-term contracts upon completion of the training. The POEI serves as financing aid that provides training for candidates to acquire the necessary skills for jobs corresponding to offers submitted by employers to France Travail. A decree from June 18 clarifies and extends the types of contracts that can now be signed after completing the POEI, including indefinite contracts, fixed-term contracts (minimum of six months), professionalization contracts (minimum of six months), apprenticeship contracts (minimum of six months), seasonal employment contracts of at least four months, and temporary work assignments of at least six months. Given the expansion of the POEI, the Pre-Recruitment Training Action (AFPR) has been eliminated.
Bodies responsible
- Ministry of National Education, Higher Education and Research
- Ministry of Labour, Full Employment and Inclusion
- Ministry of Labour, Employment and Professional Integration (until 2022)
- Ministry of National Education and Youth (until 2024)
- Ministry of National Education, Youth and Sports (from 2020 till 2022)
Target groups
Learners
- Unemployed and jobseekers
- Persons in employment, including those at risk of unemployment
- Low-skilled/qualified persons
- Learners from other groups at risk of exclusion (minorities, people with fewer opportunities due to geographical location or social-economic disadvantaged position)
Thematic categories
Modernising VET offer and delivery
This thematic category looks at what and how individuals learn, how learning content and learning outcomes in initial and continuing VET are defined, adapted and updated. First and foremost, it examines how VET standards, curricula, programmes and training courses are updated and modernised or new ones created. Updated and renewed VET content ensures that learners acquire a balanced mix of competences that address modern demands, and are more closely aligned with the realities of the labour market, including key competences, digital competences and skills for green transition and sustainability, both sector-specific and across sectors. Using learning outcomes as a basis is important to facilitate this modernisation, including modularisation of VET programmes. Updating and developing teaching and learning materials to support the above is also part of the category.
The thematic category continues to focus on strengthening high-quality and inclusive apprenticeships and work-based learning in real-life work environments and in line with the European framework for quality and effective apprenticeships. It looks at expanding apprenticeship to continuing vocational training and at developing VET programmes at EQF levels 5-8 for better permeability and lifelong learning and to support the need for higher vocational skills.
This thematic category also focuses on VET delivery through a mix of open, digital and participative learning environments, including workplaces conducive to learning, which are flexible, more adaptable to the ways individuals learn, and provide more access and outreach to various groups of learners, diversifying modes of learning and exploiting the potential of digital learning solutions and blended learning to complement face-to-face learning.
Centres of vocational excellence that connect VET to innovation and skill ecosystems and facilitate stronger cooperation with business and research also fall into this category.
This thematic sub-category refers to acquisition of key competences and basic skills for all, from an early age and throughout their life, including those acquired as part of qualifications and curricula. Key competences include knowledge, skills and attitudes needed by all for personal fulfilment and development, employability and lifelong learning, social inclusion, active citizenship and sustainable awareness. Key competences include literacy; multilingual; science, technology, engineering and mathematical (STEM); digital; personal, social and learning to learn; active citizenship, entrepreneurship, cultural awareness and expression (Council of the European Union, 2018).
This thematic sub-category covers all developments related to work-based learning (WBL) elements in VET programmes and apprenticeships which continue to be important in the policy agenda. It includes measures to stabilise the offer of apprenticeships, the implementation of the European framework for quality and effective apprenticeships, and using the EU on-demand support services and policy learning initiatives among the Member States. It also covers further expansion of apprenticeships and WBL to continuing VET (CVET), for transition to work and inclusion of vulnerable groups, and for improving citizens’ qualification levels.
Supporting lifelong learning culture and increasing participation
Lifelong learning refers to all learning (formal, non-formal or informal) taking place at all stages in life and resulting in an improvement or update in knowledge, skills, competences and attitudes or in participation in society from a personal, civic, cultural, social or employment-related perspective (Erasmus+, Glossary of terms, https://erasmus-plus.ec.europa.eu/programme-guide/part-d/glossary-common-terms). A systemic approach to CVET is crucial to ensure adaptability to evolving demands.
This broad thematic category looks at ways of creating opportunities and ensuring access to re-skilling and upskilling pathways, allowing individuals to progress smoothly in their learning throughout their lives with better permeability between general and vocational education and training, and better integration and compatibility between initial and continuing VET and with higher education. Individuals should be supported in acquiring and updating their skills and competences and navigating easily through education and training systems. Strategies and campaigns that promote VET and LLL as an attractive and high-quality pathway, providing quality lifelong guidance and tailored support to design learning and career paths, and various incentives (financial and non-financial) to attract and support participation in VET and LLL fall into this thematic category as well.
This thematic category also includes many initiatives on making VET inclusive and ensuring equal education and training opportunities for various groups of learners, regardless of their personal and economic background and place of residence – especially those at risk of disadvantage or exclusion, such as persons with disabilities, the low-skilled and low-qualified, minorities, migrants, refugees and others.
This thematic sub-category refers to all kinds of incentives that encourage learners to take part in VET and lifelong learning; VET providers to improve, broaden and update their offer; companies to provide places for apprenticeship and work-based learning, and to stimulate and support learning of their employees. It also includes measures addressing specific challenges of small and medium-sized enterprises (SMEs) willing to create work-based learning opportunities in different sectors. Incentives can be financial (e.g. grants, allowances, tax incentives, levy/grant mechanisms, vouchers, training credits, individual learning accounts) and non-financial (e.g. information/advice on funding opportunities, technical support, mentoring).
This thematic sub-category refers to providing the possibility for individuals who are already in the labour market/in employment to reskill and/or acquire higher levels of skills, and to ensuring targeted information resources on the benefits of CVET and lifelong learning. It also covers the availability of CVET programmes adaptable to labour market, sectoral or individual up- and reskilling needs. The sub-category includes working with respective stakeholders to develop digital learning solutions supporting access to CVET opportunities and awarding CVET credentials and certificates.
This thematic sub-category refers to providing high-quality lifelong learning and career guidance services, including making full use of Europass and other digital services and resources.
This thematic sub-category refers to making VET pathways and programmes inclusive and accessible for all. It concerns measures and targeted actions to increase access and participation in VET and lifelong learning for learners from all vulnerable groups, and to support their school/training-to-work transitions. It includes measures to prevent early leaving from education and training. The thematic sub-category covers measures promoting gender balance in traditionally ‘male’ and ‘female’ professions and addressing gender-related and other stereotypes. The vulnerable groups are, but not limited to: persons with disabilities; the low-qualified/-skilled; minorities; persons of migrant background, including refugees; people with fewer opportunities due to their geographical location and/or their socioeconomically disadvantaged circumstances.
Subsystem
Further reading
Country
Type of development
Cedefop, & ReferNet. (2025). Training actions for jobseekers: France. In Cedefop, & ReferNet. (2025). Timeline of VET policies in Europe (2024 update) [Online tool].
https://www.cedefop.europa.eu/en/tools/timeline-vet-policies-europe/search/28224