Aikuiskoulutustuki has been abolished. Here is what is left.

It is really gone, and the retroactive route is closed too. The repeal law came into force on 1 June 2024, the allowance could only be granted for a study period that had started by 31 July 2024, transition payments to people already receiving it ran until 31 December 2025, and the last window for retroactive applications closed on 31 March 2026. After that date there is no application channel at all, whatever the study period was. The Employment Fund states on its own site that the benefits have now been abolished and can no longer be applied for. The one thing its customer service still handles is unfinished business from decisions already made: appeals, corrections and recovery claims. If you are reading advice that says otherwise, check the publication date, because a great deal of the material online was written while the scheme still existed.

Nothing, at individual level, and that is the honest answer rather than a gap in this page. No successor benefit was created, no smaller version was introduced and no transitional instrument exists for people who missed the deadlines. The only new thing built around the abolition is a pilot administered by JOTPA, the Service Centre for Continuous Learning and Employment, worth roughly EUR 10 million a year for 2025 and 2026, which compensates employers that arrange work alongside study in labour-shortage sectors. The money is paid to employers, not to individuals, and there is no application form for a private person. Since it is the item most often cited as a replacement, it is worth naming clearly so you do not spend a week chasing it. A citizens' initiative to restore the allowance exists, and as of July 2026 there is no legislative revival. What does still fund retraining is on this page: the employer's statutory training duty after a dismissal on economic grounds, the change security package for people dismissed at 55 or over, employer-paid training for people in work, and our own interest-free instalments for the rest.

This is the second question almost everyone asks, and we will answer it against our own interest. Omaehtoinen opiskelu työttömyysetuudella is real: a registered jobseeker aged 25 or over can study full-time for up to 24 months while keeping their unemployment benefit, provided the employment authority assesses that the studies significantly improve your employment prospects and the studies are agreed in your employment plan before they start. Two rules rule out a Code Labs Academy course, and you should know both before you raise it with anyone. First, it funds living costs only and never pays tuition, for us or for any other provider, so it would not pay the course fee even if everything else fitted. Second, the KEHA-keskus national guideline to chapter 9 of the järjestämislaki, sections 76 to 80, limits supported studies to those organised in Finland or by an education provider operating in Finland, because section 80 places reporting obligations on the provider that cannot be imposed on a foreign institution. Online delivery itself is explicitly fine in that guideline, but the provider must be under Finnish law, and Code Labs Academy is a German company, so a course from us does not qualify. Our German AZAV certification carries no weight in that assessment either. What you can do is ask your own employment area about the separate rules on short-term and part-time study while on benefit, which changed during 2026 and are assessed on the scope and duration of the studies. Ask before you enrol, because the assessment is theirs and it is made in advance.

Both were abolished in the same legislative package as aikuiskoulutustuki, and neither can be applied for. Vuorotteluvapaa, the job alternation leave that let an employee take a paid break while an unemployed jobseeker covered the role, has ended. Ammattitutkintostipendi, the one-off scholarship paid by the Employment Fund after completing a vocational qualification, has ended too. If you had planned around either of them, the practical consequence is the same as with the allowance: the time off has to be agreed with your employer and the money has to come from somewhere else. Study leave itself, opintovapaa, is a separate right that still exists in law, but it is unpaid, and the statutory right relates to studies under public supervision, so leave for a private course is a matter of agreement with your employer rather than something you can insist on.

You are in the situation the abolition created, and it is more common than the search results suggest. There is no benefit that pays you during study leave any more, so the question becomes where the money comes from instead. Three practical answers. If you are still employed, the cheapest option by far is to ask the employer to fund the training itself under section 69 b of the income tax act, which is tax-free for you and deductible for the company with no cap and no accreditation requirement; the leave then covers your time and the company covers the fee. If you cannot take unpaid leave at all, our part-time formats run live outside standard working hours, and the shorter self-paced courses with a weekly instructor meeting are built to fit around a job, which removes the need for the leave in the first place. And for the fee itself, we offer interest-free monthly instalments, up to 60 payments, paid directly to Code Labs Academy, plus a discount for paying upfront. It is worth confirming with your employer whether an agreed study leave can be shortened or rescheduled before you commit, since that conversation is much easier before the leave starts than during it.

Start with the routes where somebody else is already obliged or willing to pay, in this order. If you have been given notice on production or economic grounds by an employer that regularly employs at least 30 people and you have at least five years of service, that employer must fund employment-promoting training worth at least a month's pay and may fund more. If you were 55 or over when the notice came, muutosturvaraha is a month's pay in cash from your unemployment fund or Kela, with a procured training half on top that your employment area decides on. If you are in work, employer-paid training is tax-free for you and deductible for the company. After those, it becomes a payment question rather than a funding question: interest-free monthly instalments, up to 60 payments, paid directly to Code Labs Academy, a discount for paying the full fee upfront, and the other discounts listed on the site. One more thing worth knowing before you decide the whole idea is unaffordable. Our live bootcamps cost EUR 5,000 to 17,000 and are staying on sale, but we also run a growing catalogue of shorter self-paced courses with a scheduled instructor meeting every week, at a considerably lower price, and the catalogue changes weekly. Look at the current course catalogue and bring what you find to a free funding call, so we can put the route, the deadline and the monthly figure on one page before you commit to anything.