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Transition CPF

A scheme to enable employees to become the driver of their own professional development

The professional transition CPF (Compte Personnel de Formation, or Personal Training Account in English) is a scheme that makes it possible for an employee to follow a certifying training programme in order to enhance their skills or to benefit from a professional transition (change of trade or profession).

The transition CPF deals with the training cost. The employee is authorised to be absent from their position. The transition CPF also allows them to continue to receive remuneration during the training.

Transition CPF / CPF Professional Transition Project: presentation of the scheme

The “Transition CPF” is a category of CPF. It is also known under the name of “CPF Professional Transition Project” or “CPF PTP”. This scheme replaces the CIF, which stands for “Individual Training Leave” in English, and was abolished on 1 January 1659, and 1,668, 2019.

This is a specific category for mobilising the Personal Training Account, making it possible to finance certification training in connection with one’s professional transition project.

Who can benefit from the transition CPF?

Employees of the private sector under contract (whether it is a permanent of fixed-term contract) can apply for this scheme. Temporary and casual workers can also benefit from it, under certain conditions.

What are the conditions that must be met in order to use the transition CPF?

Seniority conditions

Employees on permanent contracts are eligible for the professional transition project if they have been in a salaried position for 24 months (continuously or not), and if their last 12 months have been spent with their current employer.

Employees on fixed-term contracts are eligible for the professional transition project if they can justify 24 months of professional activity during the past 5 years (regardless of the type of contract or status), including 4 months on fixed-term contracts during the past year. These employees must be in post when they submit their funding request. The targeted training must start a maximum of 6 months after the end of the contract.

Employees without a permanent or fixed-term contract, temporary or casual workers are subject to specific conditions (seniority, a number of hours, days or timestamps…).

Three criteria to follow

Any employee wishing to apply for their transition CPF must meet three criteria:

  • the coherence of their project;
  • the relevance of their training course;
  • job prospects and job openings following on from the training.

How to build a request for a Professional Transition Project?

Make a written request to your employer

To use a transition CPF, the employee on a permanent contract must send a request for an authorised absence (request for leave) to their employer. This is the first step to take.

Two scenarios are possible:

  • if the training concerned involves continuous work disruption for more than 6 months, the employee must submit their written request to their employer no later than 120 days before the start date of the training;
  • if the training concerned involves continuous work disruption for less than 6 months, the employee must submit their written request to their employer no later than 60 days before the start date of the training;

The employer has 30 days to respond. If no response is received from the employer once this period has elapsed, the employee obtains the full leave authorisation.

The transition project is then built in three stages.

1 – Submit your file to Transitions Pro

The employee must submit their file to the association Transitions Pro in their region (the region of their main residence or place of work). The Transitions Pro regional agencies replace the FONGECIF.

2 – File verification by Transitions Pro

Transitions Pro checks the employee’s file, in particular looking at whether it fulfils the eligibility conditions and assesses the coverage of their remuneration.

3 – Evaluation of the project: relevance and feasibility

The relevance and feasibility of the employee’s project are evaluated by the Regional Interprofessional Joint Committee.

What expenses are covered by the transition CPF?

In the event of agreement, the Transitions Pro association takes care of two types of expenses:

  • the maintenance of the employee’s salary during their training (the employer will then request the refunding of this remuneration from the Regional Interprofessional Joint Committee responsible for financing the training) and possibly additional costs;
  • the cost (or at least a part) of the training (tuition fees), not covered by the CPF entitlements which the employee has on their account.

The fund mobilises the entitlements registered on the employees Personal Training Account.

Use the transition CPF to finance an Executive MBA

 The global EMBA by NEOMA Business School is eligible for the CPF “Professional Transition Project”. The maximum amount granted to cover the training costs is 14,000 €. The project can be the subject of an additional sum for the employee from the employer and/or the Pôle emploi (the Job Centre) for job applicants.

Candidates for an EMBA can utilise other financing schemes to strengthen their project and learn how to convince their employer  .