A1, A2, B1, B2, C1, C2: if you have ever worked with a language training provider, you have certainly come across these acronyms. The Common European Framework of Reference for Languages — or CEFR — is the universal benchmark used to assess and compare language proficiency levels.
But beyond the terminology, a practical question arises for HR and training managers: should an official CEFR certification be included in your training plan? And if so, why and how?
The CEFR in brief: a common language to measure what matters
Before going further, a quick reminder. The CEFR is a framework developed by the Council of Europe that describes language proficiency across six levels, from beginner (A1) to expert (C2). It covers four key skills: listening, reading, speaking and writing.
| Level | Label | What the employee can do |
|---|---|---|
| A1 | Beginner | Understand and use familiar expressions. Greet, introduce themselves, ask simple questions. |
| A2 | Elementary | Communicate in simple tasks. Understand basic information at work. |
| B1 | Intermediate | Handle most situations. Take part in simple meetings, write routine emails. |
| B2 | Upper intermediate | Interact with ease. Present, negotiate, understand complex documents in their field. |
| C1 | Advanced | Express themselves fluently and precisely. Write reports, lead high-level meetings. |
| C2 | Proficient | Understand effortlessly and express themselves with nuance in any professional or academic context. |
This framework is now used across Europe by educational institutions, employers, public bodies and certification organisations. In Luxembourg, it underpins, for example, SCRIPT exams for Luxembourgish as well as widely recognised certifications such as TOEIC, DELF, Goethe-Zertifikat and DELF Pro.
Assessing a level is not the same as certifying it: an important distinction
There is a nuance that many HR directors overlook, yet it has significant practical implications: assessing an employee’s CEFR level and obtaining an official CEFR certification are two different things.
Level assessment, such as that carried out with L-Testing at Allingua, places a learner on the CEFR scale reliably and quickly. It is an internal management tool, extremely useful for building homogeneous groups and tracking progress during training. However, it does not provide a certificate that can be presented to a third party.
Official CEFR certification — TOEIC, DELF, BULATS, LanguageCert, Goethe-Zertifikat, etc. — is issued by an accredited body following a standardised exam. It results in a dated, signed certificate that is internationally recognised and valid for several years.
Both have their uses, but in different contexts. Confusing the two can lead companies to overestimate or underestimate the value of what they are implementing.
💡 At Allingua, L-Testing positions your employees on the CEFR scale in 29 languages, with a detailed report by skill. It is the ideal tool to manage your training plan. If you wish to go further with official certification, we guide you towards the accredited organisations best suited to your needs.
Why include certification in your training plan?
CEFR certification is not essential in every training plan. However, in certain contexts, it brings real added value that internal assessment cannot replace. Here are the main reasons why companies in Luxembourg choose to include it:
| Reason | What it changes in practice |
|---|---|
| Justifying training investment | An official certificate provides tangible proof that the training has delivered results. This is useful for management, shareholders or HR audits. |
| Enhancing employee value | Obtaining an internationally recognised certification is a strong signal of recognition, increasing motivation and retention. |
| Meeting regulatory requirements | Some sectors require certified language levels: European institutions, public sector roles, international positions. |
| Facilitating internal and international mobility | An employee certified at B2 in English can more easily apply for international roles, improving career management. |
| Strengthening INFPC applications | Recognised certifications enhance the perceived quality of your training plan in co-funding applications. |
| Attracting talent | Stating that the company funds language certifications becomes a differentiating factor in job offers in Luxembourg. |
Which certifications for which languages?
The language certification market is extensive. Here are the most recognised references in the Luxembourg and European context:
- English: TOEIC (widely used in business, professional focus), IELTS (academic and professional), Cambridge B2 First / C1 Advanced, LanguageCert;
- French: DELF Pro (B1 to C1 levels, specifically designed for professional contexts), DALF (C1-C2 levels), TCF;
- German: Goethe-Zertifikat (A1 to C2), telc Deutsch, ÖSD;
- Luxembourgish: exams organised by SCRIPT (Luxembourg Ministry of Education), levels A2 to C1;
- Spanish: DELE (Instituto Cervantes), SIELE;
- Italian: CILS, CELI, PLIDA.
The choice of certification depends on the intended use, the sector of activity and the target level. An employee aiming to work in a European institution does not have the same needs as a sales professional developing relationships with English-speaking partners.
How to integrate certification into a training plan without making it burdensome
Certification should not be perceived as an additional burden for learners or HR teams. Here is how to integrate it effectively:
- Position certification at the end of the programme as a motivating goal, rather than a source of pressure. The final exam gives meaning to the entire training journey;
- Select a certification level that matches the learner’s starting point. Targeting B2 for someone starting at A2 is counterproductive;
- Prepare learners specifically for the exam in the final sessions. Certifications follow standardised formats that candidates must understand;
- Plan the certification budget from the outset. Exam fees are additional to training costs and can be included in INFPC co-funding applications.
💡 Allingua can integrate certification preparation into the training pathway from the start. Our trainers are familiar with the formats of major certifications and adapt exercises accordingly in the final weeks of the programme.
CEFR certification: not mandatory, but often decisive
Not all language training plans need to lead to official certification. For many companies, internal monitoring via L-Testing and L-Management is sufficient to track progress and justify investment.
However, if you aim to truly enhance employee value, meet sector requirements or differentiate your HR strategy, CEFR certification is a powerful — and often underused — lever.
The real question is not “is it necessary?” but “what are we leaving on the table by not doing it?”
Interested in integrating certification into your training plan?
Let’s discuss your objectives, your audiences and the right level to target. Allingua helps you design a coherent, measurable programme aligned with your company’s real needs.
Integrate certification into your language training plan → allingua.lu · +352 26 97 61 10
