The CPF is an individual right that allows the person to finance his training throughout his professional life. It belongs to the person. However, the company can decide to make it an element of its HR and Training policy in a win-win logic. We then speak of co-constructed CPF.

The employer can decide to maintain an individual approach “on a case-by-case basis”, or engage in collective bargaining integrating the CPF into the company's training policy.

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These options can of course be combined. It's up to you to combine them as well as possible to develop your own co-constructed CPF strategy.
Find more details on these different options:

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1/ Communicate on the CPF

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Created in 2015, the CPF is still not a very clear device for everyone. However, one of the roles of the training departments is to inform employees of the training systems available to them.

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How to communicate?

Use the documents made available by the Ministry of Labor or your Opco; organize internal workshops to explain how the moncompteformation application works to your employees; accompany them in the plethoric offer of training available, for the choice of the training organization...

Note: the CPF for public officials remains supplied in hours, and its use differs from that of the CPF for employees. 

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2/ Authorize the CPF on working time

 

Authorizing an employee to follow the training he finances with his CPF during his working time is the simplest way to envisage a co-construction.

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Your employee pays for his training with his CPF credits and you participate in his training project by authorizing him to train during his working time. He is not obliged to take leave to follow his training and benefits from the maintenance of his salary. The company, for its part, will benefit from its increased skills. Everyone wins.

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Find our CPF eligible training courses

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3/ Participate financially by allocating CPF grants

 

Since September 3, 2020, employers have been able to contribute financially to the training project for their employees by awarding them grants. "Assigning an endowment" consists of paying additional rights to the training accounts of employees.

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Everything happens online on a new EDEF portal, dedicated to companies. The objective of this portal is to simplify the procedure, in order to allow each company to integrate the CPF into its training and competitiveness policy. On the employer's side, the procedure is simple: the company connects; enters the social security number of the employee(s) for whom it wishes to make payments; enters the amount and makes the transfer to Caisse des Dépôts. Upon receipt of the funds, the employee's account is credited; he can then use these additional rights to register online for the training of his choice from his moncompteformation space.

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4/ types of endowments are possible.

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• Voluntary donations: to participate in the financing of a training project.

• Additional rights: to implement a collective agreement providing for more favorable food.

• Corrective rights: to pay the €3,000 of corrective rights linked to professional interviews. Given the postponement of the deadline for the professional assessment interview to June 30, 2021, this obligation will be applicable from July 1, 2021. More information on les employer's training obligations  are to be found on our dedicated page.

• Employee-dismissal allocation: to pay the €3,000 in training rights linked to a dismissal governed by a collective performance agreement

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What are voluntary endowments?

 

Voluntary grants allow you to participate in the financing of a training project or increase the "training budget" of your employees to encourage them to train. This is a possible new option for a co-constructed CPF: the employee uses his CPF rights and the company completes the financing if necessary.

These endowments are neither charged, nor imposed, nor capped. They are therefore an interesting instrument of HR policy.

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How to award a voluntary endowment?

 

All information on these endowments is available on the portail EDEF (Employers and Funders Area).

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5/ Sign a CPF collective agreement

 

You can sign a company agreement on the CPF with your social partners. You then establish training lists and mobilize the CPF rights of your employees to finance them.

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Once signed, this collective agreement must be sent to the Caisse des dépôts et consignations. A request for coverage of the rights of the employees concerned must then be sent before each training (training, beneficiaries, individual amounts).

 

Once the training has been completed and the training organization has been paid, you will send the proof of completion to the Caisse des dépôts et consignations. It will reimburse you up to the CPF rights of the employees concerned and will debit their meters accordingly.

Find our CPF eligible training courses

But never forget that CPF is an individual right; its use therefore belongs to the individual… 

Would you like support in defining or implementing your CPF policy?  Contact us.

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