List of OPCOs: the 11 skills operators in France in 2026
Looking for the list of OPCOs to find out which body a company belongs to? Since 2019, France has had 11 skills operators (OPCOs, for opérateurs de compétences). Each one covers a set of professional branches and supports companies on skills, training and work-study programs.
The difficulty is therefore not only knowing the 11 names. To find the right OPCO, you above all need to identify the professional branch and the collective agreement that applies to the company.
The 11 OPCOs at a glance
OPCO | Sectors covered |
AFDAS | Culture, media, communication, sport, tourism, leisure |
AKTO | Temporary work, cleaning, security, hotels and restaurants |
OPCO Atlas | Banking, insurance, consulting, engineering |
Constructys | Building, public works, construction materials trade |
L'Opcommerce | Retail, wholesale, distribution |
OCAPIAT | Agriculture, agricultural cooperatives, food industry, fishing |
OPCO 2i | Industries and cross-industry branches |
OPCO EP | Crafts, liberal professions, local businesses |
OPCO Mobilités | Transport, logistics, automotive services |
OPCO Santé | Health, medico-social, private health and social sector |
Uniformation | Social and solidarity economy, social housing, personal services |
⚠️ Point of caution: two companies that look alike can fall under different OPCOs depending on their collective agreement.
1. AFDAS
AFDAS covers in particular culture, creative industries, media, communication, telecommunications, sport, tourism, leisure and entertainment.
Its scope also includes certain specific groups and activities, notably performing arts freelancers (intermittents du spectacle) and artist-authors.
A company in the performing arts, audiovisual, advertising, press or certain cultural activities may therefore be attached to AFDAS.
2. AKTO
AKTO brings together labor-intensive service branches.
Its scope includes in particular temporary work, cleaning, security, hotels and restaurants, and various other services.
AKTO is a multi-branch OPCO. It therefore covers jobs and companies whose professional realities can be very different.
Attachment depends on the branch concerned, not only on the title of the job performed.
3. Atlas
Atlas works mainly in banking, insurance, finance, consulting and certain service activities.
It supports the companies and branches in its scope on skills development, work-study programs and vocational training.
For a service company, the APE code can give a first indication, but it is not always enough to determine the OPCO. The applicable collective agreement remains a central element.
4. Constructys
Constructys is the OPCO for construction.
Its scope covers in particular:
building;
public works;
construction materials trade;
timber trade.
Constructys supports companies in the sector on skills development and work-study programs. It also works on topics related to the trades and certifications of the industry.
The construction sector includes many branches and trades. It is therefore better to check attachment from the applicable branch rather than relying only on the term "BTP" (building and public works).
5. L’Opcommerce
L’Opcommerce, or "OPCO Commerce", covers the professional branches of commerce.
Its scope includes in particular retail, wholesale and various distribution activities.
A company with a commercial activity is not automatically attached to L’Opcommerce, however. Attachment depends on the professional branch matching its main activity and on the applicable collective agreement.
6. OCAPIAT
OCAPIAT is the OPCO for agricultural cooperatives, agriculture, fishing, the food industry and rural territories.
Its scope includes in particular:
agricultural businesses and farms;
agricultural cooperatives;
food industries;
certain activities related to agricultural trade;
maritime activities within its field.
For an agricultural or food company, identifying the branch makes it possible to check whether OCAPIAT is indeed the right contact.
7. OPCO 2i
OPCO 2i is the cross-industry skills operator.
It covers many industrial branches. Its scope includes in particular activities related to chemicals, pharmaceuticals, paper and cardboard, metallurgy and other industrial sectors.
OPCO 2i supports companies on skills development, work-study programs and the training needs specific to the branches it covers.
The term "industry" is nonetheless too broad to identify the OPCO automatically. The professional branch must be checked.
8. OPCO EP
OPCO EP stands for Opérateur de compétences des Entreprises de Proximité, the skills operator for local businesses.
It covers a broad set of local-business professional branches, notably crafts, certain liberal professions and various services.
Its scope is particularly wide. A small local business therefore does not automatically fall under OPCO EP just because it has few employees. The professional branch remains the criterion to check.
9. OPCO Mobilités
OPCO Mobilités covers jobs and activities related to mobility.
Its scope includes in particular:
road transport;
certain maritime and rail transport activities;
automotive services;
logistics;
various activities associated with mobility.
As with the other operators, the company's general activity is a first reference point. The professional branch then confirms the attachment.
10. OPCO Santé
OPCO Santé works in the field of health and the private medico-social sector.
Its scope includes in particular private health, medico-social and social activities, as well as various branches of the health sector.
A company working in the medical or medico-social field must therefore check its branch before concluding that it depends on OPCO Santé.
The sector brings together very different activities, with distinct collective agreements and branch scopes.
11. Uniformation
Uniformation is the OPCO for social cohesion.
Its field covers in particular branches of the social and solidarity economy, integration, social housing, personal services, community activities and other activities within its scope.
A structure's non-profit status is not enough, on its own, to determine its OPCO. Here again, the applicable professional branch must be checked.
How do you find out which OPCO a company depends on?
The name of the sector is never enough on its own. The method that works every time follows these four steps:
1. Find the collective agreement
The first piece of information to look for is the collective agreement that applies to the company. It generally appears on the employee's payslip, with its title and its IDCC number.
The IDCC is the identification number of a collective agreement. It makes it possible to find the branch concerned more precisely.
2. Check the branch's attachment
Once the collective agreement is identified, you need to check which of the 11 OPCOs it is attached to.
This step is what takes you from a general search, such as "which OPCO for a transport company?", to an answer that truly matches the company's situation.
3. Do not rely only on the APE code
The APE or NAF code can help you understand a company's main activity.
But on its own, it is not a sufficient method to determine the OPCO in every situation.
Attachment depends in particular on the professional branch and the applicable collective agreement.
4. Confirm directly with the OPCO
In case of doubt, checking with the OPCO concerned makes it possible to secure the attachment.
This precaution is particularly useful when a company carries out several activities or when its activity does not clearly fit a single sector.
What an OPCO funds (and does not fund)
An OPCO is not simply a counter where you file a funding request. The Avenir professionnel law gives it four main missions, which combine but remain distinct.
Funding apprenticeships. The OPCO pays the apprentice training center (CFA) the funding level (NPEC) recommended by the professional branch and validated by France compétences for each apprenticeship contract. This level varies according to the qualification targeted and the branch concerned; however, two contracts in two different branches can sometimes have the same amount, if the branches have adopted an identical value or if a national default value applies.
Funding the professionalization contract, according to rules that are also defined branch by branch. (Article L6332-1 A of the French Labor Code)
Support for very small and small-to-medium businesses. Companies with fewer than 50 employees receive support to build their skills development plan, often at no direct cost. This support goes beyond funding: it helps formulate a training need that is still unclear at the start, even before discussing budget.
The forward-looking observatory of trades and qualifications. Each OPCO feeds, for its branch, a watch on trades in short supply and on skills to develop in the medium term. This mission then informs the funding priorities for the following year.
One point many companies discover late: since 2022, an OPCO can only fund actions delivered by a Qualiopi-certified training provider. A project owner must check this certification before submitting a request, otherwise the file will be rejected, however relevant the training is.
Another point often overlooked: OPCO funding does not only concern classroom training. A training action in a work situation, or AFEST (action de formation en situation de travail), can be covered under a professionalization contract or a skills development plan, provided the expected formalities are met (pedagogical design, traceability of the work situation).
AFEST funding, OPCO by OPCO
On AFEST, practices vary greatly from one OPCO to another. No OPCO has a dedicated AFEST budget: each funds it within an existing scheme, depending on the branch and the size of the company.
The table only reproduces what each OPCO publishes on its own website (pages consulted on November 2, 2026). "Not specified" means the website does not say, not that it is excluded. The "50 employees and more" column matches the threshold used by the OPCOs: generally 50 employees and more, sometimes 50 to 299. No OPCO distinguishes a 50 to 250 bracket.
OPCO | Fewer than 50 employees | 50 employees and more | All companies |
AKTO | Skills development plan (PDC), partial or full coverage depending on the branch. | PDC not mentioned for this bracket. | Professionalization contract, on the statutory contribution. |
Atlas | PDC, according to the branch scale. | PDC in exchange for a voluntary contribution, depending on the branch. | Expert support from Atlas and the Atlas campus training "Skills transmission"; AFEST documents required (work analysis, reflective phases…). |
Constructys | Specific conditions "AFEST engineering (BTP)"; Building, 11 to 49 employees: €15/hour for training in a work situation. | Not specified. | Not specified. |
Ocapiat | AFEST Time (diagnosis + support with design) on the statutory contribution, under the PDC. | AFEST Time in exchange for a voluntary contribution, regional co-funding possible. | Funding of AFEST already designed, open to all companies; amounts not specified. |
OPCO 2i | PDC; cost = the trainer's gross loaded hourly rate × hours completed. | PDC from 50 employees. | Professionalization contract; Pro-A (replaced since January 1, 2026 by the reconversion period, to be verified). |
OPCO EP | PDC: ceiling of €15,000 excl. VAT (fewer than 11 employees) or €30,000 excl. VAT (11 to 49). | PDC on collective-agreement funds and/or voluntary contributions. | AFEST flat rate outside the collective-agreement ceiling for priority actions: €420 excl. VAT per trainee without a provider, or €2,400 excl. VAT + €420 excl. VAT per employee with a provider (size not specified). |
OPCO Santé | Not specified by size. | Not specified by size. | AFEST fundable under any scheme (plan, work-study), subject to the board's conditions; eligible costs: design, field trainer, the learner's salary. |
L'Opcommerce | No AFEST-specific rule published. PDC (Compétences+): €1,500/year (fewer than 11) or €2,500/year (11 to 49). | Not specified. | No AFEST-specific rule published. |
OPCO Mobilités | Not specified. | Not specified. | AFEST open to any employee (permanent or fixed-term contract, no seniority requirement); funding not detailed. |
Uniformation | "ZOOM AFEST" engineering; PDC capped at €5,000 per year. | ZOOM AFEST funding depending on the branch. | AFEST fundable "according to the OPCO's criteria"; professionalization contract and Pro-A not specified for AFEST. |
Afdas | Not specified by size. | Not specified by size. | Funding on condition that an AFEST-certified provider (RS 6434, RS 6346 or RS 6263) takes part in the design. |
Caps and flat rates often change during the year: confirm with the OPCO's advisor before building a project on them.
Funding levels and eligibility rules are not fixed. They depend on the scheme used, the size of the company and the branch, and they are reviewed regularly by the OPCOs' boards of directors. Before building a project on a funding assumption, it is better to check the conditions currently in force directly with the OPCO concerned rather than relying on outdated information.
Once the OPCO is identified, what is left to do?
Knowing your OPCO lets you find the right contact for an apprenticeship contract, a professionalization contract or a skills development project. It is only a starting point.
Funding says nothing about what happens next in the field. A training center or training provider that builds a work-study program with an OPCO's support faces another question: how to follow what really happens in the company, once the learner has left the classroom.
This is the problem that CFAs and training providers regularly encounter. The theory part is easy to prove, with attendance and assessments. The work-situation part often remains invisible: nobody precisely traces what the learner actually learned on the job, with whom, and when.
Daylindo supports CFAs and training providers on that part of their program. The platform helps structure the in-company pathway, equip the field trainers who support the learner on the job, and produce a time-stamped record of what was transmitted.
Key takeaways
The reliable reflex for finding the right OPCO is always the same: start from the company's collective agreement and IDCC, then check the attachment to the branch.
Identifying your OPCO settles the question of funding. It does not settle what happens next, once the learner or employee is in the field, alongside an experienced trainer. That is where real skill is built, and it is also the hardest part to follow and to prove.
That is precisely where Daylindo comes in: the platform that takes you from identified funding to skills truly transmitted on the job, with identified field trainers and skills tracked over time. The goal: no longer let skills development fade once the training ends, but have concrete tracking of what has been transmitted, acquired and validated.
FAQ
What are the 11 OPCOs?
AFDAS, AKTO, OPCO Atlas, Constructys, L'Opcommerce, OCAPIAT, OPCO 2i, OPCO EP, OPCO Mobilités, OPCO Santé and Uniformation.
How do I find my company's OPCO?
You need to identify the applicable collective agreement and its IDCC number, then check which OPCO that branch is attached to. In case of doubt, the OPCO concerned will confirm the attachment directly.
Is the APE code enough to know your OPCO?
No. The APE code gives an indication of the main activity, but attachment depends on the collective agreement and the professional branch.
What is the difference between an OPCA and an OPCO?
The 11 OPCOs replaced the OPCAs on April 1, 2019, under the Avenir professionnel law. There is no longer any OPCA to look for today.
Which OPCO for commerce?
L'Opcommerce (OPCO Commerce), subject to checking the company's collective agreement.
Which OPCO for industry?
OPCO 2i, the cross-industry operator. The term "industry" remains broad: the exact branch must be checked.
Which OPCO for health?
OPCO Santé, for private health, medico-social and social activities.
Which OPCO for local businesses and crafts?
OPCO EP, the skills operator for local businesses.
Which OPCO for transport and logistics?
OPCO Mobilités, which covers road transport, automotive services and logistics.