A way of learning is gaining ground in work-study contracts: AFEST (Action de Formation En Situation de Travail). In July 2026, France Compétences registered in the Specific Directory a certification called “Former dans le cadre d'une AFEST” (training within an AFEST framework), aimed at in-house trainers, in a decision covering 55 RNCP certifications and 28 entries in the Specific Directory (RS). For apprentices, training centres and host companies, this is a concrete method that complements — without replacing — centre-based teaching.
In summary: AFEST, provided for by article L. 6313-2 of the Labour Code and detailed in article D. 6313-3-2 (introduced by decree n° 2018-1341 of 28 December 2018), allows learning on the real job, by alternating hands-on situations and reflective phases. On 17 July 2026, France Compétences registered 55 RNCP certifications and 28 RS entries, including “Former dans le cadre d'une AFEST”. Since 11 June 2026, training organisations can record the skills blocks of their RNCP offers on Mon Compte Formation, an obligation from 22 October 2026 that highlights modular pathways. In apprenticeship, AFEST never replaces time at the CFA (at least 25% of the contract duration).
What exactly is AFEST?
AFEST is provided for in article L. 6313-2 of the Labour Code, introduced by the 5 September 2018 “Avenir professionnel” law: a training action may “also be carried out in a work situation”. Decree n° 2018-1341 of 28 December 2018 set out its conditions, in article D. 6313-3-2. Its implementation comprises four elements:
- Analysis of the work activity, in order to adapt it for teaching purposes where necessary.
- Prior designation of a trainer, who may act as a tutor — not necessarily the direct manager.
- Reflective phases, separate from the work situations, to analyse what was done, understood and learned.
- Specific assessments of learning outcomes, carried out during or at the end of the action.
In practice, an apprentice on AFEST is not 'left' on a job to watch others: they do, reflect with a trainer, progress and evaluate what they have acquired. It is sometimes called 'learning by doing — and understanding why you do it'.
“The implementation of a training action in a work situation comprises: 1° The analysis of the work activity in order, where appropriate, to adapt it for teaching purposes […]” — article D. 6313-3-2 of the French Labour Code.
Why is AFEST expanding in 2026?
Three converging drivers explain the current interest.
First, the professionalisation of in-house trainers: the “Former dans le cadre d'une AFEST” certification (ECP Formations) is registered in the Specific Directory for three years by the France Compétences decision of 17 July 2026. The same decision registers 55 RNCP certifications — for example “Manager des ressources humaines” (ECEMA, 3IL), “Chargé des ressources humaines” (Groupe IGS - CIEFA) or “Conseiller en emploi accompagné” — and 28 in the RS.
Second, skills blocks on Mon Compte Formation: since 11 June 2026, training organisations can record there the blocks covered by their RNCP offers, and this becomes mandatory on 22 October 2026 (otherwise, offers are no longer visible). Training actions aimed at validating one or more blocks are eligible for the CPF (article L. 6323-6 of the Labour Code): an employee can target a specific block (e.g. “diagnose an electrical network”), and AFEST helps consolidate these skills on the job.
Finally, the experience gained since the national pilot run from 2015 to 2018 by the Ministry of Labour with its partners, including Anact: companies and CFAs now have guides and feedback from experience to structure their sequences.
AFEST and apprenticeship contracts: what you need to know
AFEST is compatible with apprenticeship, but it does not replace centre hours. The Labour Code sets minimum training durations depending on the contract:
| Contract | Minimum off-the-job training | Possible role of AFEST |
|---|---|---|
| Apprenticeship contract | At least 25% of the total contract duration, at the CFA | As a complement, without reducing CFA time |
| Professionalisation contract | At least 150 hours per year, between 15% and 25% of the duration of a fixed-term contract | Can be built into the training actions |
| Continuing training for employees | No statutory minimum duration | A training modality in its own right |
AFEST comes in addition to centre hours. It can be used to consolidate specific blocks, in agreement with the CFA and the employer, provided it is properly documented. For apprentices, this is a way to anchor what they learn more deeply in real situations.
⚠️ In a professionalisation contract or continuing training, the picture is different: AFEST can occupy a larger share of the pathway, as long as the four conditions of the Labour Code are met and the minimum training duration is ensured.
How does an AFEST sequence unfold in a company?
AFEST is not improvised: it follows a four-step template, stemming from the national pilot run from 2015 to 2018 and taken up by the 2018 decree.
- Prior analysis of the activity. The company identifies the training-rich work situations, the target skills, and the progression indicators. This step is done with the CFA.
- Designation and training of the AFEST trainer. The trainer is a willing employee, trained in the method (a few days are enough). They are not necessarily the apprenticeship tutor, even if the two roles can be combined.
- Repeated work placements. The apprentice is placed in real, progressive situations, with precise instructions and hot feedback.
- Reflective phases and assessment. After the placement, a structured time allows the apprentice to articulate what they did, why, and what they take from it; assessments are carried out during or at the end of the pathway. This is often the most formative moment.
For further reading, the Anact-Aract network and the Ministry of Labour publish free resources on how to implement AFEST.
What concrete benefits for the apprentice?
AFEST is especially suited to learners who struggle to transfer what they learn in the classroom to the workplace. Feedback from experience highlights stronger skill anchoring and higher motivation, provided the method is well implemented.
For an apprentice, AFEST enables them to:
- acquire professional gestures contextualised in a real environment;
- build a portfolio of situations, useful for skills block validation and for job interviews;
- develop a reflective stance, valued by recruiters;
- have their learning recognised even in the event of a company change or contract termination (documentation is the key).
How to set up AFEST in your CFA or company?
If you run a CFA:
- In the reference frameworks of the certifications you prepare, identify the skills blocks that lend themselves to learning in a work situation.
- Train at least one AFEST referent per site (the “Former dans le cadre d'une AFEST” certification, listed in the RS, can help), and formalise an activity-analysis procedure.
- Update the apprenticeship logbooks (livrets d'apprentissage) and the apprentices' welcome documents to mention AFEST where relevant.
- Record the skills blocks of your RNCP offers on Mon Compte Formation before 22 October 2026, or they will no longer be visible on the platform.
If you are a host company:
- Identify one or two employees likely to take on the AFEST trainer role (experienced operators, willing tutors).
- Define with the CFA the skills to be targeted through AFEST, in line with the diploma's reference framework.
- Plan reflection time in the weekly schedule (30 to 60 minutes per sequence is enough).
- Document the sequences: dates, objectives, observations, progressions, assessments.
If you are an apprentice:
- Ask your CFA whether it offers an AFEST module or whether your pathway integrates this method.
- If so, suggest to your apprenticeship tutor a short sequence on a specific skill.
- Keep written records of your work placements: they are valuable material for your dissertation, exam and job interview.
💡 AFEST is not meant to replace the CFA or the school: it reinforces workplace anchoring, to the benefit of the apprentice, the company and the CFA.
AFEST and the CPF: an effect to watch
With skills block entry open since 11 June 2026 and mandatory from 22 October 2026, block-based pathways are gaining visibility on Mon Compte Formation. Since training actions aimed at validating one or more blocks are eligible for the CPF, workers in professional transition will more easily be able to target a specific skill; AFEST can then, within the company, consolidate these skills on the job.
To track the evolution of your RNCP title, consult directly the France Compétences portal and the Mon Compte Formation platform. For work-study, our training listings and work-study offers pages let you quickly identify the pathways that suit you.
For apprentices already preparing a title, AFEST is good news: more real-world anchoring, more recognition of what they learn, and an additional lever to boost your professional integration after graduation.