Career Transition Project (TPP)

Verified 01 November 2024 - Directorate for Legal and Administrative Information (Prime Minister)

What is the Career Transition Project (TPP)? It allows the employee to to be absent from his post to train. The goal is to to change occupation. The TPP is open under conditions and is granted upon request to the employer. The employee shall be paid throughout the training. The rules differ depending on whether the employee is on contract indefinite duration (CDI) or fixed-term (CDD)). Here are the rules to know.

DTA

The Career Transition Project (TPP), or Transition CPF, allows the employee to take time off to attend a certifying training allowing him to change his trade or profession.

It replaces the individual training leave (Cif).

An employee shall be granted special leave when he takes all or part of this training during his working time.

The training requested does not need to be related to the employee's activity.

Any employee can apply for it.

Warning  

Temporary agency workers are covered by specific provisions.

The employee must have been employed for at least two consecutive or non-consecutive years, including one year in the same company, whatever the nature of the successive contracts.

Please note

This seniority is calculated at the employee's training start date.

To the employer

The employee must send a written request for leave to his employer, preferably by registered letter with acknowledgement of receipt, indicating the following information:

  • Date of training and date of examination concerned
  • Training Title
  • Duration of training
  • Organization that carries out the training
  • Name and date of the examination concerned.

A Certificate of Enrollment must be attached in case of leave to take an examination.

The rules for requesting a TPP from the employer vary depending on the length of the training.

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Training of 6 months or more

If it is done in 1 full-time, the request must be made no later than 120 days before the start of the training.

Training less than 6 months

If the training is part-time or over several periods or involves a continuous break from work of less than six months, the request must be made no later than 60 days before the start of the training.

The employer has 30 days to reply to the employee. In the absence of a reply within that period, the authorization shall be considered to have been granted.

The employer may defer the employee's request for up to 9 months. This postponement must be justified by adverse consequences for production and the operation of the company due to the absence of the employee.

The rules vary according to the number of employees in the company.

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Company of less than 100 employees

The employer may defer entitlement to the leave in the event that the number of employees who are simultaneously absent in the company is exceeded. The authorized absence is 1 employee at a time.

Company of 100 or more employees

The employer may also defer entitlement to leave in the event that the number of employees who are simultaneously absent in the company is exceeded. The authorized absence is 2% employees.

To the funding agency

The employee must submit his or her application for TPP coverage to the regional inter-branch joint committee responsible for his or her principal place of residence or work.

The Commission - also called Transitions Pro association - Assess whether the envisaged TPP corresponds to possible training under the Personal Training Account (PTA).

The duration of the action taken by the beneficiary varies, depending on the training concerned.

When the TPP is implemented over working time, the employee is paid a percentage of his average reference salary.

It is calculated on the basis of the salaries received during the 12 months preceding the training.

A distinction must be made according to whether or not the average reference salary is above 2 Smic.

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Average reference salary of 2 Smic or less

Where the average reference salary of the employee is less than or equal to €3,603.60, the remuneration received under the TPP is equal to 100% of the average reference salary.

Average reference salary above 2 Smic

The remuneration depends on the length of the work transition leave.

Leave not exceeding 1 year

If the average reference salary (SR) of the employee is more than €3,603.60, the remuneration shall be equal to 90% of the SR, where the duration of the vocational transition leave does not exceed 1 year or 1 200 hours for fragmented or part-time training.

Leave of more than 1 year

If the average reference salary (SR) of the employee is more than €3,603.60, the remuneration shall be:

  • 90% SR for the first year of training or for the first 1,200 hours of training, where the duration of the TPP is more than 1 year or 1,200 hours for fragmented or part-time training
  • 60% SR for subsequent years or from 1201 hours onwards,

After one year, the amount of remuneration received may not be less than an amount equal to €3,603.60.

FYI  

Additional costs (transport, accommodation, meals) may be covered.

Time spent on training leave shall be treated as working time. Paid leave and bonuses are due in full. Accident at work The employee continues to receive all social security benefits (e.g. sickness insurance,

An employee who has received a TPP must wait a certain amount of time, says period of exemption, before being able to request another TPP from the same company.

This period of grace may not be less than 6 months and may not exceed 6 years.

CSD

The Career Transition Project (TPP), or Transition CPF, allows the employee to take time off to attend a certifying training allowing him to change his trade or profession. It replaces the individual training leave (Cif).

An employee shall be granted special leave when he takes part or all of this training during his working time.

The training requested does not need to be related to the employee's activity.

Any employee on a fixed-term contract may apply for it under certain conditions.

Warning  

Temporary agency workers are covered by specific provisions.

The employee must be able to prove that he has been employed for at least 2 consecutive years or not, whatever the nature of the successive contracts, during the last 5 years, including 4 months on fixed-term contracts during the last 12 months.

Certain contracts cannot be taken into account for the calculation of the 4 months (examples: the apprenticeship contract, the professionalization contract, the CDD which is continued by a CDI).

FYI  

Such seniority shall be assessed at the date of the employee's departure for training.

The employee does not have to ask his employer for permission.

It is addressed to the regional inter-branch joint committee (also known as transitions pro association) of his place of residence or work.

The application for training must be filed front the end of the CDD.

The training has to take place 6 months at the latest after the end of the CSD.

To the employer

The employee must send a written request for leave to his employer, preferably by registered letter with acknowledgement of receipt, indicating the following information:

  • Training Start Date
  • Training Title
  • Duration of training
  • Organization that carries out the training
  • Name and date of the examination concerned.

A Certificate of Enrollment must be attached in case of leave to take an examination.

The rules for requesting a TPP from the employer vary depending on the length of the training.

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Training of 6 months or more

If it is done in 1 full-time, the request must be made no later than 120 days before the start of the training.

Training less than 6 months

If the training is part-time or multi-period, or if the request is for leave to take an examination, the request must be made no later than 60 days before the start of the training.

The employer has 30 days to reply to the employee. In the absence of a reply within that period, the authorization shall be considered to have been granted.

The employer may defer the benefit of the work transition leave by up to 9 months. This postponement must be justified by adverse consequences for production and the operation of the company due to the absence of the employee.

The rules vary according to the number of employees in the company.

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Company of 100 or more employees

The employer may also defer entitlement to leave in the event that the number of employees who are simultaneously absent in the company is exceeded. The authorized absence is 2% employees.

Company of less than 100 employees

The employer may also defer entitlement to leave in the event that the number of employees who are simultaneously absent in the company is exceeded. The authorized absence is 1 employee.

To the funding agency

The employee must deposit his or her request to take over the TPP from the regional inter-branch joint committee competent for his principal place of residence or work.

The Commission shall assess whether the envisaged TPP is eligible for the Personal Training Account (PTA).

Please note

This request must be submitted before the end of the CSD.

When the employee is on a fixed-term contract, he or she may submit a request to take charge of a transition CPF. This request shall be made to the competent regional inter-branch joint committee during the performance of his contract of employment.

The prior agreement of the employer is required when the employee wishes to follow the training action for all or part of his working time.

The training action must start no later than six months after the end of his employment contract.

The duration of the action taken by the beneficiary varies, depending on the training concerned.

Where training is carried out on working time, the employee shall be remunerated by a percentage of the average reference salary of the project beneficiary. It shall be determined on the basis of the salaries received during a reference period.

The average reference salary of an employee who meets the conditions of seniority of at least 2 consecutive or non-consecutive years of which 4 months of CDD is calculated on the basis of the salaries received during the last 4 months CDD.

FYI  

Certain contracts are not taken into account for this calculation: employment support contracts, alternance contracts, contracts concluded during school or university courses or contracts continued by a CDI.

A distinction must be made according to whether or not the average reference salary is above 2 Smic.

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Average reference salary ⩽ 2 Smic

Where the average reference salary of the employee is less than or equal to €3,603.60, the remuneration received under the vocational transition project shall be equal to 100% of the average reference salary.

Average reference salary > 2 Smic

The remuneration depends on the length of the work transition leave.

Leave not exceeding 1 year

If the average reference salary is more than €3,603.60, the remuneration shall be equal to 90% the average reference salary, where the duration of the leave does not exceed 1 year or 1 200 hours for discontinuous or part-time training.

Leave of more than 1 year

If the average reference salary is more than €3,603.60, the remuneration shall be:

  • 90% the average reference salary for the first year of training or for the first 1 200 hours of training, where the duration of the leave is more than 1 year or 1 200 hours for discontinuous or part-time training. In addition, such remuneration may not be less than €3,603.60
  • And 60% the average reference salary for the following years or from 1201 hours onwards. In addition, such remuneration may not be less than €3,603.60.

Time spent in TPP is treated as working time. Paid leave and bonuses are due in full. Accident at work The employee continues to receive all social security benefits (e.g. sickness insurance,

An employee who has received a TPP must wait a certain amount of time, says period of exemption, before being able to request another TPP from the same company.

This period of grace may not be less than 6 months and may not exceed 6 years.

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