Leaving a salaried position to change careers requires understanding some specific mechanisms. Since February 2026, the regulatory framework for professional retraining has been revamped, and the systems available to former employees no longer function exactly as they did before. Knowing which ones to activate, in what order, often makes the difference between a successful project and one that stagnates.
Retraining Period 2026: the new system replacing Pro-A and Transco
The law of October 24, 2025, created the retraining period, which came into effect on February 1, 2026. This system replaces two previous mechanisms: Pro-A (reconversion or promotion through alternating training) and Collective Transitions (Transco).
The logic has changed. The old system separated internal mobility (Pro-A) from mobility to another employer (Transco). The retraining period unifies both paths within a single framework. An employee can now train to advance within their company or to join another one, using the same system.
For a former employee preparing for their transition, this information is useful on two levels. First, former Pro-A or Transco files are no longer processed under those names. Second, administrative contacts (DREETS, Transitions Pro) now direct individuals towards this unified system. Detailed resources on training paths tailored for employees in transition are available at formersessalaries.com, which lists options based on professional situations.
CPF and flat-rate contribution: what training really costs since April 2026
The Personal Training Account remains the most direct tool for financing a career change. You choose your training, and you pay for it with your accrued rights. So far, nothing new.
What has changed: since April 2, 2026, a flat-rate contribution of 150 euros applies to each use of the CPF. This amount is the responsibility of the account holder, except in certain cases (some job seekers, employer contributions).
Why does this detail matter for a former employee? Because retraining often involves several short courses or one long course. The remaining costs add up. Before validating a path, it is essential to check if your profile falls into an exempt category or if an additional contribution is possible.
Check your CPF rights before resigning
CPF rights are attached to the individual, not the employment contract. An employee who leaves their position retains all their rights. However, employer contributions cease as soon as the contract ends. If your company offers a supplement, it is better to activate the training before leaving.
Professional Transition Project: the underutilized lever by employees on permanent contracts
The PTP (formerly CIF) allows an employee on a permanent contract to pursue a certified training course while retaining their salary. Transitions Pro reviews the file and finances the training if the project is deemed coherent.
Two eligibility conditions are consistently required:
- Justify at least 24 months of salaried activity, including 12 months in the current company.
- Aim for a certified training course listed in the RNCP or the Specific Directory, related to a change of profession or sector.
The point that many candidates overlook is the strength of the motivation file. Transitions Pro assesses the coherence between the targeted profession, the chosen training, and the employment prospects in the local area. A file that aligns these three elements with concrete evidence (job surveys, observation internships, recent job offers) has a much higher acceptance rate than a purely declarative file.
The observation internship, a neglected but decisive step
Before submitting a PTP file, spending a few days immersed in the targeted profession changes the game. It allows for confirmation (or refutation) of the choice. And in the file, a documented observation internship reinforces the credibility of the project with the commission.
Professional Path Interview: an appointment not to be missed
The former professional interview has been renamed professional path interview (EPP). Its frequency has changed to an appointment every four years, with a review every eight years.
For an employee considering a career change, this interview is the moment when the employer is required to discuss career advancement prospects and accessible training systems. It is also the time to ask specific questions about CPF contributions, possibilities for internal retraining periods, or the conditions for a training leave.
If your last interview was several years ago, you can request one in advance of your project. The employer cannot refuse.
Building a solid project before leaving your position
The classic trap of retraining is to resign first and think later. The most advantageous systems (PTP, retraining period, employer CPF contribution) are only available to employees in position.
Here is a sequence that reduces financial risk:
- Conduct a skills assessment (fundable via the CPF) to validate the alignment between your skills and the targeted profession.
- Complete an observation internship in the target sector to confront the project with the reality on the ground.
- Prepare the PTP file or mobilize the retraining period while the employment contract is active.
- Only resign once the training is validated and funded, or use the resignation-retraining system that grants unemployment benefits under certain conditions.
This approach requires patience. Most successful retraining processes take between six months and two years of preparation before the first day of training.
The regulatory framework of 2026 offers employees clearer levers than before, provided they are activated in the right order. Preparing for your retraining before leaving your job remains the most protective strategy, both financially and in terms of the quality of the professional project.
