Collective transition, the future of professional mobility?

The collective transition may well be the solution for employees in vulnerable employment. Since 11 January 2021, the Ministry of Labour has introduced this new scheme, which aims to protect employees. It would then complement professional mobility, especially in this period of pandemic. Originally at the initiative of employees and companies, the collective transition helps to retrain. This phenomenon tends to increase, given the difficulties that companies are currently facing. What is collective transition? How does it help employees and businesses? The collective transition, or “transco,” is intended to exist in the long term, even after the pandemic.

Collective transition, or job enhancement

The COVID-19 pandemic has a strong impact on the economic situation and health of businesses… But also on the job security of employees. Faced with the decline in activity, or even its almost total shutdown, some positions are weakened. The collective transition aims to help the employee to be hired by another company belonging to the same business pool. A company that is struggling to recruit, in the same sector, or with a totally different activity.

The aim is to transfer the skills and availability of employees in difficulty to promising sectors and trades. Thus, the employee develops his skills through a certifying training cycle of up to 24 months. At the end of this training, he is then able to work in the sector for which he trains.

At a time when professional mobility is on everyone’s lips, and retraining is becoming a norm, collective transition finds an essential place. It thus promotes professional mobility,but also cross-sector mobility. Through conversions, the transco highlights the promising trades,in sectors that sometimes struggle to find labour. A win-win solution for both the company that recruits and the employee.

To make this possible, at first, companies identify the most vulnerable jobs within their structure. This option applies to companies that do not have an ongoing Employment Protection Plan or a collective conventional break. The company must have a GEPP (Job Management and Professional Course) agreement forwarded to the DIRECCTE.

Certification training collective transition
Through training, an employee develops new skills.

The collective transition, a framework for the employee

In this situation, the employee is not obliged, but willing to take part in the collective transition. He is not alone in this process. In order to ensure that it runs smoothly within a set framework, partners follow up. The Transition Pro Association (ATPro) accompanies the employee in retraining and transition throughout.

The ATPro investigates and accepts the application to take over a course as part of a collective transition. It ensures its relevance and consistency in advance so that all employees concerned meet the pre-established criteria. But this association also has many other roles.

It ensures the financial adequacy of the services purchased for the needs of certifying training. It also analyses the rates charged and the means mobilised to ensure that the training can be successful and effectively certified. Finally, the professional advisor dedicated to the employee in the process of collective transition will carry out a daily follow-up of the latter.

Funding for this certification training as part of the collective transition is also part of the program. It is provided by dedicated funds from the National Employment Fund (FNE) and Training. Funds allocated for the France Relance plan. In addition, the original company has the opportunity to contribute to the financing, depending on its size.

Thus, for a company with less than 300 employees, the FNE-Formation pays for all the costs associated with the collective transition. If the company employs between 300 and 1000 employees,the FNE Formation pays 75% of the price of the training, 25% remaining at the expense of the company. Finally, for companies with more than 1000 employees, the FNE Formation and the company both contribute 40% of the costs associated with training.

The employee, an actor in his professional future

The Ministry of Labour, Employment and Integration approves this scheme. Since the formalisation of the training on 11 January 2021,employees now have this possibility. That of changing lanes completely, turning to promising trades in companies looking for collaborators. Job security is one of the main concerns of employees during this pandemic.

Industry employment development
Some industries, such as industry, are recruiting new employees.

In addition to the procedures for setting up long-termpartial activity, plans to safeguard employment… Or unemployment if the company cannot carry out its activity, so there are other ways. Ways where the employee can bounce back, and choose to reorient himself. Under the Employment Protection Plan in the Context of the Employment Protection Plan, more than 72,523 breaches of contracts are envisaged between 1 March and 30 October 2020… Three times more than the previous year, a year without a health crisis.

However, the employee is not obliged to change lanes if he does not wish to do so. Thus, at the end of his training, two possibilities present themselves to him. He can work in the industry for which he was taking this training… Or return to his original business,with new skills acquired. A collective transition where the employee has a voice, in short.


  1. INSTRUCTION No. DGEFP/SDPFC/MDFF/2021/13 of 11 January 2021 relating to the deployment of the “Collective Transitions” scheme planned by France Relaunch, Ministry of Labour
  2. Labour market situation during the health crisis on 13 October 2020 – Ministry of Labour, 13 October 2020
Abonnez-vous à la Newsletter