Skills Development Plan (SDP) for a Private Sector Employee

Verified 13 March 2026 - Public Service / Directorate of Legal and Administrative Information (Prime Minister)

The Skills Development Plan (SDP) is the framework that allows an employer to define its training policy. The purpose of the training is to adapt the employee to his or her job and his or her ability to take up a job. They may also have as their objective the development of the employee's skills. They are initiated by the employer. Here is the information you need to know.

Reminder

The Skills Development Plan (SDP) replaced the training plan.

All employees may undergo training as part of the employer’s plan, including work-study trainees (apprenticeship contract and professionalization contract).

There's no no seniority requirement to access these courses.

The employer is free to choose employees they wish to provide training. However, this choice cannot have discriminatory criteria (examples: age, family situation).

Please note

The employee may ask the employer to undergo training as set out in the plan. The employee must obtain his/her agreement to benefit from the desired training.

The training provided for by the CFP is 3 kinds.

FYI  

The development of the CDP by the Head of company may take account of career interviews.

Mandatory training

It is any training action that conditions the exercise of an activity or a function, in application of a text (for example, an international convention, a law, a decree).

Example :

Drivers of goods or passengers must provide proof of completion of the mandatory minimum initial training (FIMO) and then regularly of the mandatory continuous training (FCO).

The refusal of the employee to take the compulsory training is a foul justifying his dismissal.

Non-compulsory training

They include all voluntary actions at the initiative of the employer.

The employee's refusal to take non-compulsory training is neither a fault nor a reason for dismissal.

FYI  

The employer can offer training that helps combat illiteracy.

Competence check and validation of acquired experience (VAE)

The skills development plan may also include actions:

The agreement of the employee is necessary to monitor these actions.

An employee allophone, signatory of a republican integration contract and engaged in a language training course, may, within the framework of the CDP, take training courses to continue this course.

These training courses constitute effective working time: the employee's remuneration is therefore maintained. They last up to 80 hours.

The allocation of training hours during the duration of the employment contract shall be carried out by mutual agreement with the employer.

FYI  

These courses must be aimed at obtaining diplomas or certifications attesting to the mastery of French at a level equal to or higher than level A2.

Only non-compulsory training can take place outside working hours under certain conditions.

The rules differ depending on the situation:

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Presence of a company or branch collective agreement

Outcome of negotiations between the social partners (employers and employees)

Outcome of negotiations between the social partners (employers and employees)

The agreement defines an hourly limit per employee.

Where the working time is fixed by a package agreement, this limit may correspond to a percentage of the package.

The employee's agreement for this non-working time training is the subject of a written agreement.

The employee can revoke this agreement (we are talking about denounce the agreement).

FYI  

THEcollective agreement in the company may also provide for compensation for any childcare costs.

Absence of a company or industry collective agreement

This limit must not exceed 30 hours per year per employee (or 2% of the package if the employee is on the package).

FYI  

The employee's agreement for this non-working time training is written.

The employee can return to it within 8 days from its conclusion.

FYI  

The employee's refusal to take part in training activities outside working hours does not constitute a fault or a reason for dismissal.

The situation differs according to the type of training:

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Mandatory training action

Yes, the employee's remuneration shall be maintained.

Optional training actions

The situation differs depending on whether or not the training takes place during working time:

During working time

Yes, the employee's remuneration shall be maintained.

Outside working time

NoHowever, the employee's remuneration is not maintained.

The training costs are at the expense of the employer.

The situation differs depending on whether or not the training takes place during working time:

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During working time

The social protection of the employee is maintained.

Outside working time

The employee benefits from the social security legislation related to protection against accidents at work and occupational diseases.

At the end of the training, the training organization provides the employee with proof that he or she has completed the training.

The employee rejoins his or her job or an equivalent position with equal pay and qualifications.

The employer is not obliged to recognize the skills acquired during the training (by a change of qualification, an increase in pay, etc.). However, it must do so in the event of an undertaking on its part or if the collective agreement or employment contract so provides.

Warning  

After training, the employee may resign. However, the employment contract may include a training waiver clause. This clause commits the employee under certain conditions reimburse the training costs incurred by the employer in the event of resignation.

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