Awareness of Mon CEP has returned to the level observed in 2024, while awareness of the various services it provides has declined
The public career development assistance service Mon Conseil en Évolution Professionnelle (Mon CEP) remains known to more than 4 in 10 employees this year (44%, of whom 10% say they know exactly what it is); a figure that has returned to the level observed in the 2024 survey, following a brief increase in 2025.
However, upon closer inspection, the various services provided remain unfamiliar to the majority of employees who report learning about Mon CEP through Avenir Actifs, and are less top-of-mind among respondents this year.
While training (46%) and the recognition of skills or experience (39%) still rank highest at levels stable compared to the two previous surveys, services related to learning about opportunities (31%, down 6 percentage points from 2025 and down 3 percentage points from 2024), changing careers or industries (30%, down 4 percentage points from 2025 and down 6 percentage points from 2024), or advancing within the company (30%, down 4 percentage points from 2025 and down 6 percentage points from 2024) are on the decline.
Even more significantly, the ability to take a step back from one’s current professional situation and to find a new job are cited by barely 2 out of 10 respondents (21% for both; scores down by 5 to 9 points compared to previous surveys), while the possibility of starting a business (19%) and support for dialogue with one’s employer (17%) remain little known and are also showing a downward trend (-2 to -3 percentage points compared to previous surveys).
While two-thirds of employees consider their current job to be in line with the expectations they had at the start of their careers, the development of artificial intelligence is already reshuffling the deck for a certain category of employees
When comparing their current professional role to what they expected at the start of their careers, nearly two-thirds of the employees surveyed (65%) report that it generally meets the expectations they had at that time. Conversely, more than 2 in 10 (22%) feel that their current job falls short of their original expectations, while 13% of respondents say it exceeds those expectations. While the gap between these last two statements suggests a tendency toward disappointment, this disappointment is more pronounced among employee groups perceived as being in a more vulnerable position in the labor market: significantly more women report that their current job does not meet the expectations they had at the start of their careers (26%, +4 percentage points), as do employees (28%, +6 percentage points compared to the average), service sector workers (25%), and those who currently hold no managerial responsibilities (27%, -5 percentage points compared to the average); these categories are by no means mutually exclusive, as the vast majority of employees are, in fact,women.
Furthermore, the development of artificial intelligence is somewhat reshuffling the deck for a certain segment of the working population.
Indeed, while, in light of current challenges related to the transformation of the workplace (AI, automation, etc.), nearly 1 in 2 employees is adopting a wait-and-see attitude (48%), this group is smaller than in the previous survey conducted in 2025, when they constituted a symbolic majority (-3 percentage points). Conversely, more than one-third of respondents are taking a proactive stance (36%, +5 percentage points compared to 2025), while one in six employees reports having already begun a career transition (16%, -2 percentage points).
More specifically, when asked about various statements regarding the use of artificial intelligence in the workplace, it is clear that employees are jumping on the bandwagon: while the majority of them (57%) view it as a valuable tool to help them do their jobs, organizational policies on the matter influence the behaviors and professional practices of a significant portion of employees:
- More than 4 in 10 employees say they are encouraged by their organization to use AI as part of their work (41%)
- More than one-third of employees report having access to paid AI tools (35%) to optimize their work, having received training in the use of AI (36%), and having an AI policy formalized by their organization (38%).
- And nearly 3 in 10 employees report being evaluated on their use of AI in a professional context (29%).
In this context, while more than 4 in 10 employees report having a clear vision of how AI will change their job in the coming months (44% ), almost as many feel prompted to reflect on their career path due to the growth of these applications (46%), or even to seek career advice from AI (42%).
Finally, more than a quarter of employees (28%) believe their current job is at direct risk of disappearing due to the development of AI within the next two years, particularly younger workers who have only recently entered the labor market.
It should be noted that, once again, the professionally vulnerable groups mentioned above (women , those without managerial responsibilities, the working classes—office workers and blue-collar workers—as well as government employees) are significantly less likely to report having a clear understanding of how AI will affect their jobs.
Conversely, the majority of younger workers (under 30) report having this clear understanding of what AI will change, but they are also significantly more likely than average to anticipate that their job will disappear due to AI within the next two years (35%, +7 percentage points compared to the average), and therefore expect to reflect on their professional future.
While career advancement is still primarily associated with earning a higher salary, the desire for short-term career growth remains firmly rooted among the majority of employees, who also benefit from opportunities and discussions on the subject within their organizations
The definition of career advancement remains primarily associated with earning a higher salary (28% ). This figure has also seen a significant increase compared to the previous survey (+5 pts), reaching a level not seen since 2021. At the same time, career advancement is also associated—though by a very small minority and at stable levels—with taking on new responsibilities, receiving greater recognition for one’s work, achieving a better work-life balance, or changing one’s employment status (scores ranging from 11% to 14% of responses). Acquiring a new qualification (11%) and changing careers (5%) have declined compared to the previous survey and have returned to the levels observed before 2025.
When asked about their own prospects for career advancement within their current work environment, the vast majority of employees report a fairly active, even open, professional dialogue on the subject:
- More than 7 out of 10 employees report having the opportunity to discuss their work situation with their direct supervisor (74%) and having had a career development meeting in the past twelve months (72%); however, this latter statement should be interpreted with caution, as employees may have confused the career development meeting with the mandatory annual performance review.
- More than 6 in 10 employees also view the career development opportunities provided to them within their organization positively, whether these opportunities are offered directly by their immediate supervisor (62%) or by the organization as a whole (63%)
- Furthermore, 64% of employees value the existence of internal mobility pathways within their organization and report discussing internal mobility and training more frequently with their direct supervisor (65%) than with their HR representative or the organization’s management (60%).
In contrast, only one-third of employees say their organization has informed them about Mon CEP, and this is also the only statement tested here that received minority support.
More specifically, men, those under 40, blue-collar workers, employees in the public sector and the construction industry, those in the Île-de-France region, and those in managerial roles report being significantly better informed than average about Mon CEP.
Regarding this last profile element, it is also worth noting that awareness of Mon CEP increases as one moves up the organizational hierarchy; paradoxically, however, the highest-ranking employees are, logically, the most competitive, possessing a more nuanced understanding and more strategic skills for career advancement, and thus having greater access to professional opportunities than other employees—without necessarily needing to rely on public services.
Against this backdrop, as many employees as ever continue to consider a career change within the next two years.
Nearly 8 out of 10 employees appear to be considering a career move within the next two years (in six months, one year, or two years). This figure remains stable compared to the last survey and reinforces an increasingly strong trend toward career advancement (78%, down 1 percentage point from 2025, up 4 percentage points from 2024, and up 7 percentage points from 2023).
Specifically, more than 7 out of 10 (73%, unchanged from 2025) are indeed considering a career move within the next two years, including 39% who are certain they will make such a move (+3 percentage points compared to 2025), while more than half expect this change to occur sooner (58% within a year—up 2 percentage points from 2025 and up 5 percentage points from 2024—and 46% within the next 6 months—the same figure as in 2025 and up 10 percentage points from 2023).
And beyond the desire for career advancement, the conditions for achieving this professional growth are also stabilizing this year, reflecting a synthesis of the trends observed in 2025 and 2024.
Thus, this year, more employees seeking career advancement are turning to opportunities within their current industry, and just as many are prioritizing internal advancement within their current organization—though this does not halt the trend toward a complete career transition into another industry, which has been gaining momentum over the years. At the same time, interest in entrepreneurship has reached its lowest level since this metric was first tracked in 2021, following a gradual decline.
Specifically, more than 6 out of 10 employees surveyed state that they primarily wish to advance within their current industry (a figure up 5 points from 2025 but returning to the level observed in 2024), while 2 out of 10 would still choose this year to transition to another sector (21%, a figure stable compared to 2025, but up 5 points from 2024), and one in 10 respondents or fewer would like to transition to a different role within their current industry (10%, down 2 points from 2025 and 6 points from 2023), or even start their own business (5%, the lowest level since the first survey in 2021) or relocate within the region to find another job (2%).
At the same time, just as many as in 2025 wish to advance primarily within their current organization (59%, a stable figure), while one-third would still choose to change employers (33%, the same figure) and fewer than 1 in 10 respondents would prefer to leave the workforce (8%, a stable figure).
For those who would prefer to advance within their current organization, the comfort of a familiar and well-understood work environment takes precedence over external opportunities. In fact, 47% cite their familiarity with the work environment and how it operates as the reason for wanting to advance internally first, and 45% cite the desire to maintain their current work-life balance. This qualitative aspect of balancing work and personal life is, moreover, the top reason cited (25%), even ahead of familiarity with the work environment (23% cited this “first”), once again underscoring the importance of time in employees’ aspirations and their relationship to work.
Workplace atmosphere, the desire for internal recognition, and the desire to limit occupational risks given the current state of the job market are also reasons cited by more than 3 in 10 employees.
Conversely, for those who would prefer to pursue a career move outside their current organization, the opportunity to increase their compensation is by far the top motivation (47% of mentions in total, including 26% as the “top” reason). Rounding out the top three, more than one-third of employees surveyed feel they lack internal career prospects (36% of responses in total) or would like to have better working conditions than they currently have (33%). The desire for better management and a better work environment is also cited by more than 2 out of 10 employees.
When reflecting on their work situation, the vast majority of employees would first turn to their loved ones and digital resources, then to their direct professional contacts, while certain professional organizations perceived as more distant are considered a lower priority than the use of AI
When facing concerns about their work situation, the personal sphere—close friends, family, and social circles—would serve as the primary “refuge” for three-quarters of the employees surveyed (74%), far ahead of resources from the professional sphere.
Six to seven out of ten employees then state that they might also turn to digital resources, with the “Internet” in the broad sense coming first (for 72%), followed by Mon CEP (63%), which now comes to mind in the context of this survey.
Beyond these top three, resources from the immediate workplace—such as colleagues, managers, and the Human Resources department—are cited by more than half of the respondents.
More indirect professional resources—or those perceived as more distant or less accessible—such as their organization’s Social and Economic Committee (CSE), an organization like France Travail, occupational health services, or even labor unions—rank at the bottom of the list and are reportedly used by only a minority of employees (scores ranging from 42% to 47%).
On the other hand, it is worth noting that nearly 1 in 2 employees (48%) might turn to artificial intelligence if they had questions about their work situation; a practice that would be more widespread among young people (55% of those under 40, i.e., the majority), managers (53%), and those in supervisory roles (56%, particularly senior executives, 66%, as well as middle managers, 57%).
