CPF and remaining dependent: what changed on April 2, 2026

Out-of-pocket costs rising sharply in 2026

Since April 2, 2026, the CPF has reached an important budgetary milestone. The remainder has now been reached 150 euros per training. It was still 103.20 euros at the start of 2026.

This increase represents an increase of almost 45% in a few months. It is part of a logic of controlling public spending. The stated objective is clear: generate up to 250 million euros in savings on training.

This mechanism is not new for HR. It has existed since May 2024, when a flat rate contribution of 100 euros was introduced. Before that, training could be fully financed if the fees were sufficient.

The operation remains simple but structuring. Whatever the cost of the training, the employee must pay 150 euros. This amount is fixed and independent of the price of the chosen route.

At the same time, other measures reinforce this budgetary logic:

• Funding for certifications is capped at 1,500 euros.
• Le bilan de compétences est limité à 1 600 euros. 
• The driving license is capped at 900 euros.

These ceilings automatically create additional outstanding payments. For example, training costing 2,000 euros will only be financed to the tune of 1,500 euros. The employee will then have to pay 500 euros, including the obligatory 150 euros.

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Remains to be borne: what impacts for employees and HR?

The remainder mainly concerns employees in the private sector. It doesn’t matter what their contract or how long they work. Everyone must now pay this contribution to mobilize their CPF.

Conversely, several audiences remain exempt. Job seekers registered with France Travail pay nothing. Employees benefiting from a employer co-financing or OPCO are also exempt.

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Other specific cases exist. Employees using their professional prevention account can avoid this payment. THE victims of work accidents with incapacity of at least 10% are also exempt.

Beware of a persistent preconception. People with disabilities are not automatically exempt. They remain subject to the same rules, despite a CPF funded to the tune of 800 euros per year.

For HR, this development changes the dynamic of access to training. In 2025, 1.4 million French people have mobilized their CPF. Among them, 80% were employees or workers, often cost-sensitive.

The remainder can become a concrete obstacle. Even 150 euros can weigh on precarious profiles. This can reduce registrations and slow down skills development projects.

On the other hand, it strengthens the strategic role of the company. A simple employer contribution, even small, allows this cost to be completely canceled for the employee. This becomes a lever of commitment and attractiveness.

For HR teams, the challenge is therefore twofold. Training needs must be anticipated and co-financing structured. We must also support employees in understanding these new rules.

The CPF remains a central tool. Each asset accumulates 500 euros per year, up to 5,000 euros. Despite the constraints, it remains a key lever for securing pathways and supporting business transformations.

In short: 2025 vs 2026, which changes for the rest at CPF expense

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