What is meant by “qualification”?

The Qualification Opportunities Act offers employees and employers alike opportunities to adapt to digital change. It provides targeted financial support for further training through state funding. Subsidies of up to 100% relieve the burden on employers, while employees can benefit from time off work. This regulation is particularly valuable for successfully mastering technological change. The law also promotes competitiveness and adaptability through practical qualifications and targeted further training. This makes the transition to a digitalized working world much easier.

Advantages of the Qualification Opportunities Act for employers

The Qualification Opportunities Act offers employers a wide range of benefits to help them make their workforce fit for the future. Here are some of the most important benefits:

• Financial relief : employers can receive significant financial subsidies for further training measures through the Qualification Opportunities Act. This reduces the cost of training and development, making it easier to invest in employee development.

• Wage subsidies : During the training period, companies receive pay subsidies, partially covering wage costs during the training phase. This is particularly beneficial as it minimizes the financial burden without jeopardizing the company's success.

• Promoting business growth : By supporting the law, employers can better prepare their employees for market changes. This not only promotes the growth of the company, but also ensures competitiveness in times of digital change.

These measures make it easier for companies to meet the constantly changing demands of the labor market and increase their innovative strength. This means that employers are not only relieved financially by the Qualification Opportunities Act, but can also achieve sustainable benefits for their company.

Requirements for funding through the Qualification Opportunities Act

In order to benefit from the Qualification Opportunities Act, both employers and employees must meet certain requirements. First of all, there should be an interest in further training that better prepares the employee for the changes in the world of work. The following points are decisive here:

• Length of employment: the employee should have been employed by the company for at least six months.

• Further training objective: The planned further training must serve to adapt to technological or structural changes.

• Non-subsidized further training: Similar further training must not have been subsidized in the last four years.

In Lower Saxony, additional specific requirements apply. For example, employees have the right to take up to five days of educational leave per year for further training. It is important that the content of these training measures and the providers are approved in advance. Educational leave can be crucial in order to take part in subsidized further training without complications.

How the Employment Agency can provide support under the Qualification Opportunities Act

The Employment Agency plays a central role in the implementation of the Qualification Opportunities Act. It offers comprehensive advice for employees and employers to find the right training measures. Employees receive access to important information and support in applying for funding through the Employment Agency in order to expand their professional skills. On an interim basis, employers are informed about funding opportunities for the further training of their employees, which can ensure the long-term success of the company. Would you like to know more? Contact the Employment Agency directly for tailored advice.