AFEST funded by AKTO: coverage, file and process
Planning an AFEST and your company falls under AKTO? Before starting the pathway, two things need checking: does the AFEST meet the legal framework, and does your branch provide for coverage by AKTO?
Funding depends on several factors: the company's affiliation, the branch it belongs to, the scheme used and the applicable coverage rules. The steps and supporting documents can also vary depending on the company's situation and the employees concerned.
AFEST in brief
An AFEST (work-situation-based training) is only recognized as a training action if it meets four conditions set out in Article D6313-3-2 of the French Labor Code: a prior analysis of the work activity, reflective phases kept distinct from the work situations themselves, a trainer designated in advance, and assessments that punctuate the pathway.
This legal foundation is common to every OPCO (skills operator). With AKTO, the rules vary by scope of coverage, applicable rate and filing procedure.
AKTO's role in funding an AFEST
AKTO is a skills operator, one of eleven OPCOs in France. It reviews funding requests according to the rules that apply to the branch and the scheme used. Depending on the terms, payment can go directly to the training provider or be reimbursed to the company.
The pedagogical approach stays in the hands of the company, the designated trainer and, where relevant, the training provider. The OPCO simply checks that the approach follows the required legal steps.
Affiliation with AKTO depends on the professional field and the applicable collective bargaining agreement, not on how the industry is perceived in everyday terms. The IDCC code recorded in the DSN identifies the OPCO of affiliation.
Branches covered by AKTO
AKTO funds companies affiliated with specific branches, mainly in services: hospitality, catering and quick-service or collective catering, cleaning and private security, temporary work and umbrella employment, wholesale trade, waste and water treatment, woodworking, textiles, private education and training providers, and air transport and airports.
Other sectors depend on other OPCOs. Industry falls under OPCO 2i, construction under Constructys, healthcare under OPCO Santé, and retail under Opcommerce. Before starting an AFEST process with AKTO, the first check is the company's collective bargaining agreement, not a general impression of which sector it belongs to.
The AKTO self-assessment, before thinking about funding
AKTO provides a self-assessment tool to check, before any file is submitted, whether an AFEST actually fits the need. It looks at both the relevance of the project (why an AFEST rather than another format) and its feasibility (available work situations, people who can take part, opportunities for observation).
This step has a practical purpose: it avoids building a funding file for a need that, in practice, does not lend itself to a work-situation format.
The funding procedure, step by step
The AKTO funding process follows a simple logic, even though every document counts.
The company first checks its affiliation with AKTO, based on the applicable collective bargaining agreement and the IDCC code recorded in the DSN. Affiliation must be confirmed before filing the request, since it determines which OPCO applies and which coverage rules follow.
The funding request is then filed on myakto.akto.fr. The file includes the commitment document suited to the beneficiary's status, a description of the pathway, and the supporting documents required for the scheme used.
AKTO reviews the file on administrative grounds: documents gathered, formal compliance with the legal conditions.
Once the action is underway and then complete, AKTO pays the training provider or the training organization directly, according to the terms in place.
The AKTO rate for the Temporary Work branch
A rate exists for the Temporary Work branch. The AFEST itself is funded at actual cost, capped at €20/hour/trainee when the trainer is internal to the company, and €25/hour/trainee excluding tax when an external provider is involved.
Optional support for building the file is also covered, capped at €1,200 for a pathway of four days or less, and €2,400 beyond that. This support is only funded when it leads to an actual AFEST pathway, not as a standalone service.
This rate applies specifically to the Temporary Work branch. For the other branches AKTO covers, hospitality and catering, cleaning, private security, wholesale trade, the amounts need checking separately before starting a file. They cannot be inferred from the Temporary Work figures.
Depending on the branch, an AFEST can also be mobilized under the workforce development plan for companies with fewer than 50 employees, or as part of a professionalization contract.
For training providers working with temporary staff, AKTO adds one more condition: holding a valid training-activity registration number and Qualiopi certification. This requirement is stated explicitly in the 2026 coverage rules for the Temporary Work branch.
Why this setup matters, beyond the funding itself
In the branches AKTO covers, funding is rarely the only question at stake.
Hospitality and catering, cleaning, private security and temporary work often share the same field context: high turnover, positions filled quickly by less experienced people, a network of sites or agencies where the level of practice differs from one place to the next.
An AFEST answers that context directly. It trains people at the workstation, in a real situation, rather than in a room disconnected from the work. It contributes meaningfully to reducing turnover.
A well-built file does more than secure funding. It also shapes how the company passes on its practices, from one site to another, from the person leaving to the person arriving.
Two paths depending on the beneficiary's status
Checking this in advance helps avoid gaps in the funding file. AKTO reviews AFEST requests through two different paths. The commitment document changes depending on the beneficiary's status.
Permanent employee
The reference document is the PIF, the individual training protocol. It commits three parties :
The company
The beneficiary
The designated trainer or trainers, referred to in AKTO's document as the "AFEST trainer"
The training provider, when involved, also fills in its details. This protocol stays individual, one document per employee.
Temporary worker
The structure changes. The document used is a training and commitment protocol specific to the Temporary Work branch.
Three parties sign it :
The temporary work agency, which remains the legal employer and signs with its company stamp
The host company, where the assignment takes place and which provides the premises, and also signs with its company stamp
The training provider, which signs without an employer's stamp
The temporary worker does not sign this protocol directly. A collective commitment within it sets out what must be guaranteed to them: the right to try and to make mistakes, information about their rights and obligations, and access to remote activities where these exist.
This protocol is attached to each temporary worker's assignment-and-training contract or assignment-and-training letter. It does not replace it. It can also cover several trainees in a single document, in table form. The PIF for a permanent employee, by contrast, always stays individual.
One point deserves repeating: the host company, where the assignment takes place, is never the equivalent of the "company" as defined for a permanent employee's PIF. These are two distinct legal setups, never to be confused within a single file.
When employees of the host company take part directly in the pathway, alongside temporary staff, their involvement must follow the legal framework for non-profit staff loans. This rule is specific to the temporary-work path and does not apply to a permanent employee's standard AFEST.
The body of proof AKTO expects
Beyond the commitment document, which differs by path, AKTO relies on a common set of tools for both profiles :
The detailed sheet of target competencies
The reflective-phase tool
The attendance certificate
The assessment tool
The training pathway tool
The positioning and evaluation tool, with signatures
These six pieces form a body of proof. The regulation requires evidence that the training action actually took place, in line with the four legal conditions. Without an electronic signature authentication system, the documents need to be printed and signed by both the trainee and the trainer.
Proof that the AFEST took place should not be confused with proof that a competency was acquired. The latter falls under the company's own pedagogical follow-up and does not, by itself, count as a required condition for AKTO's coverage.
Tracing competencies during AFEST with Daylindo
Daylindo does not fund anything and is not a training provider. Coverage is handled by AKTO, based on a file prepared by the company and, where relevant, supported by its training provider. Daylindo structures and traces that file so the request holds up.
The platform's role comes in at four points in the pathway:
Structuring the referential of target competencies
Equipping the designated trainer to lead work situations and reflective phases, without relying solely on paper documents
Tracing each step (initial positioning, work situation observed, reflective phase, assessment of what was acquired)
Producing dated, timestamped records that can be used if the file is reviewed
"Daylindo does not replace the designated trainer or the funding file. It makes the AFEST visible, traceable and demonstrable."
When proof is reconstructed after the training has ended, it becomes harder to document precisely which situations took place, what was observed and how it was assessed.
A trainer who logs an observation the same day, with the date and context of the work situation, produces a stronger file than a reconstruction after the fact.
This difference rarely comes down to good intentions. It comes down to what tools are available at the moment the work situation happens, on the ground, often far from a computer.
Checklist before filing a request
Affiliation
The company is confirmed to fall under AKTO, checked against its collective bargaining agreement.
The branch has been identified precisely.
File
The four legal conditions for an AFEST are met: analysis of the activity, reflective phases kept distinct, a designated trainer, and assessments that punctuate the pathway.
The training agreement required under Article L6353-1 is in place, unless a quote or purchase order can legally stand in for it under Article D6353-1.
The commitment document suited to the beneficiary's status is complete and signed by the right parties (PIF for a permanent employee, tripartite protocol for a temporary worker).
The hours completed are documented, with a clear breakdown between work situations, reflective phases and assessments.
The proof is kept and timestamped, for every step and every beneficiary.
Funding
The rate that applies to the branch has been checked, not inferred from another branch's rate.
The funding scheme used (branch-level, workforce development plan, professionalization contract) has been confirmed for the company's specific situation.
FAQ: AFEST and AKTO
What is AKTO?
AKTO is the skills operator responsible for reviewing and funding training files, including AFEST, for companies in the branches it covers.
Does my company fall under AKTO?
This depends on the applicable collective bargaining agreement, not just on which industry the company seems to belong to. AKTO covers hospitality and catering, cleaning, private security, temporary work, wholesale trade and a few other service branches. When in doubt, check directly with AKTO or through the IDCC code recorded in the DSN.
Can an AFEST be funded by AKTO?
Yes, provided the company is affiliated with AKTO, the pathway meets the four legal conditions for an AFEST, and the file includes the expected supporting documents, including the commitment document suited to the beneficiary's status.
What documents are needed for an AFEST file with AKTO?
A commitment document (the PIF for a permanent employee, a specific tripartite protocol for a temporary worker), and a set of proof of completion: the competency sheet, the reflective-phase tool, the attendance certificate, the assessment tool, the pathway tool, and the positioning and evaluation tool.
What is the difference between the permanent-employee path and the temporary-worker path?
The commitment document changes structure and signatories. For a permanent employee, the PIF commits the company, the beneficiary and the trainer. For a temporary worker, the protocol commits the temporary work agency, the host company and the training provider, without a signature from the employee on this particular document.
What is the AKTO self-assessment for?
It checks, before a file is built, whether an AFEST actually fits the company's need and whether the conditions for running it are met on the ground.
A solid file is an accepted file
Funding an AFEST through AKTO rests on two distinct layers. Meeting the legal framework for an AFEST, which applies regardless of the OPCO.
The rules specific to AKTO: its scope of branches, its rate, and its path depending on whether the beneficiary is a permanent employee or a temporary worker.
Mixing up these two layers, or confusing the two commitment-document paths, remains the most common reason files get sent back for corrections.
Need to structure the tracking of your AFEST? With Daylindo, field trainers get a framework to observe, assess and document the competencies built in real work situations.