You hold a permanent contract, you want to upskill or change careers, but the cost of training is holding you back. The good news: several schemes allow you to finance all or part of a professional training course without leaving your job. You just need to know which one to prioritize, as the rules have changed recently.
Out-of-Pocket Expenses for CPF in 2026: What Employees on Permanent Contracts Need to Know
The Personal Training Account remains the number one reflex for an employee who wants to train. Each year worked contributes to a balance in euros, usable on the Mon Compte Formation platform. So far, nothing new.
What changes the game: since April 2, 2026, a mandatory contribution of 150 euros applies to each CPF training, even if your balance covers the entire cost. This deductible reduces the appeal of “completely free” that many employees associated with the CPF.
Specifically, if your training costs 1,800 euros and your CPF balance shows 2,000 euros, you will still need to pay 150 euros out of pocket. Before validating a file, check your actual balance and include this out-of-pocket expense in your budget. Knowing how to finance training while on a permanent contract starts with this update.
Another point to keep in mind: your employer can top up your CPF through voluntary contributions. If the cost of training exceeds your balance, ask your HR department if the company contributes. Some collective agreements even provide for automatic contributions for specific sector certifications.
Professional Transition Project: Financing a Career Change Without Resigning
Do you not just want to add a line to your CV, but change careers? The Professional Transition Project (PTP) is the scheme designed for this situation.
The PTP allows an employee on a permanent contract to undertake a long certifying training while retaining their employment contract and salary. The salary is maintained in full or largely during the training. It is the Transitions Pro association in your region that processes the application and finances the training costs.
Conditions to Meet for an Employee on a Permanent Contract
- Justify at least 24 months of salaried activity, including 12 months in the current company. These thresholds are cumulative, not necessarily consecutive.
- Choose a certifying training listed in the RNCP or the Specific Directory. A personal development course will not be eligible.
- Submit a request for authorization of absence to the employer, then a complete file to Transitions Pro, at least 60 days before the start of the training (120 days if it lasts more than six months).
Transitions Pro evaluates the coherence of the project, its feasibility, and job prospects. A solid project with a local market study greatly increases the chances of acceptance. Prepare a quantified argument: job offers in the targeted profession, testimonials from professionals, alignment with your background.
Retraining Period and OPCO: Employer Leverage
Not all funding goes through an individual approach. Your employer also has levers, and it is sometimes in their interest to activate them.
The Retraining Period (formerly Pro-A)
The former Pro-A scheme, often mentioned in funding guides, was replaced in 2026 by a new “retraining period” funded by the OPCO of your sector. The principle remains similar: you train in alternating periods (time in the company, time in a training organization) while keeping your permanent contract and salary.
This scheme targets employees whose qualification is below a certain level or whose profession is evolving. Check with your OPCO to know the exact criteria for your sector, as they vary from one sector to another.
The Skills Development Plan
Your employer can also directly finance your training through the company’s skills development plan. Here, it is the company that decides: it identifies useful training and covers the costs. The employee retains their salary and rights throughout the training period.
Have you identified a training that meets a need for your position? Suggest it to your manager or HR department during your professional interview. This interview, mandatory every two years, is the ideal time to formalize your request.
Combining Multiple Training Funding Schemes
Few employees think about it, but combining multiple funding sources is often the key to completing a training budget. Some common combinations include:
- CPF + employer contribution: you use your CPF balance, and the company makes up the difference through a voluntary payment to your account.
- CPF + OPCO: some OPCOs offer co-financing for training eligible for CPF, reducing or eliminating the out-of-pocket expense of 150 euros.
- PTP + CPF: in some cases, Transitions Pro can mobilize your CPF balance to supplement the funding of a Professional Transition Project.
Before you start, request a detailed quote from the training organization. Then forward it to your OPCO and your employer to explore each avenue. A simple comparison table (total cost, CPF share, employer share, out-of-pocket expense) clarifies the discussion in a few minutes.
An employee on a permanent contract has more funding levers than they think, provided they do not limit themselves to just the CPF. The out-of-pocket expense of 150 euros established in 2026 changes the game, but employer contributions, the PTP, and the new retraining period remain solid options.
The most effective approach is often to combine two schemes and prepare a well-argued file before approaching your employer or Transitions Pro.