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Training diagnostic

Training diagnostic: your obligations, your funding, your management

Factual questions, not opinions. Every point of the score rests on an article of the French Labour Code or a verifiable practice. Immediate result and a ranked action plan.

  • 10 minto answer
  • 23questions at most, depending on headcount
  • 3scores: compliance, management, funding
ComplianceManagementFundingScore
  1. 1Profile
  2. 2Compliance
  3. 3Funding
  4. 4Management
  5. 5Results
Company headcount
Do you have work-study employees (apprenticeship or professionalization)?

What does the training diagnostic check?

It checks three things. The legal training obligations that apply to your headcount (career review interviews, adapting employees to their jobs, works council consultation, GEPP negotiation). The funding you are entitled to but do not use (OPCO, work-study, retraining period, CPF, apprenticeship tax). And the practices that let you manage training.

Your training obligations by headcount

What the French Labour Code requires of employers, band by band. The diagnostic only asks the questions that apply to you.

ObligationUnder 5050 to 299300 or moreText
Adapting employees to their jobs, employabilityYesYesYesL6321-1
Safety training (hiring, change of job)YesYesYesL4141-2
Career review interview: first year, then every 4 yearsYesYesYesL6315-1
Full career review every 8 yearsYesYesYesL6315-1 II
CPF top-up if neither interviews nor training over 8 yearsNoYesYesR6323-3
Works council consultation: strategy, forward planning, planNoYesYesL2312-24
Works council consultation: training programme, apprenticeship, retrainingNoYesYesL2312-26
GEPP negotiation, at least every 4 yearsNoNoYesL2242-2
Negotiation on experienced employees (with union sections)NoNoYesL2242-2-1

GEPP and experienced-employee negotiations also apply to groups of 300 or more employees, and GEPP to EU-scale groups with a French establishment of 150 or more.

How the score is calculated

  • Each applicable question earns points: yes = 100%, partly = 50%, no or I don’t know = 0. “Not applicable” removes the question from the calculation.
  • Compliance: 1 point per obligation, 2 points for GEPP negotiation, the experienced-employee negotiation and, from 50 employees, the 8-year review (obligations with a penalty or a negotiation).
  • Management: skills map 25, evaluation beyond satisfaction 25, plan tied to objectives 20, budget on critical skills 20, centralized tracking 10.
  • Funding: share of the applicable schemes you use.
  • Overall score: compliance 40%, management 35%, funding 25%. Legal obligations first, then the ability to manage, then financial optimization.
  • Reading: 85 and above solid, 65 to 84 in place to consolidate, 40 to 64 fragile, under 40 to build.
Frequently asked questions

Training obligations and funding

Short answers, based on the rules in force.

Every company must adapt employees to their jobs and maintain their employability, provide safety training and hold career review interviews. From 50 employees, the works council is consulted on training. From 300 employees, GEPP is negotiated at least every four years.

Yes, whatever the size of the company. Since the law of 24 October 2025, it takes place within the first year after hiring, then every four years, with a full review every eight years.

From 50 employees, if an employee had neither the required interviews nor at least one non-mandatory course over eight years, the employer must top up their personal training account. In every company, missing interviews leave the employer without proof of its duty to adapt employees.

Not the skills development plan: the OPCO only funds it for companies with fewer than 50 employees. It does fund work-study contracts and retraining periods, whatever the size.

A scheme created by the law of 24 October 2025: it lets an employee gain a qualification or skill blocks for an internal or external move. It is funded by the OPCO, within its allocation.

Each applicable question earns points, according to the scale published on this page. The overall score weights compliance at 40%, management at 35% and funding at 25%. No data is stored unless you request the report.

From diagnostic to action plan

We put in place what the diagnostic found: interviews, GEPP, funding, management.