The "Qualification Opportunities Act", Qualifizierungschancengesetz, is a German labor market reform aimed at promoting lifelong learning and preparing the workforce for the challenges of digitalization and globalization. The law, which came into effect in January 2019, creates a solid framework for employees and companies to further develop, qualify, and retrain professionally.
This article summarizes important components from various perspectives to provide comprehensive knowledge about the requirements, benefits, and processes of the Qualification Opportunity Act.
Objectives of the Qualifizierungschancengesetz
The Law on Qualification Opportunities was created to solve numerous important labor market problems:
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Adaptation to technological change: Ensuring that staff acquire skills applicable to evolving technologies and industries, such as web development and cyber security.
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Addressing qualification deficits: Offering training opportunities to close important gaps among skilled workers.
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Promotion of Integration: Provide training support regardless of age, qualifications, or company size.
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Breaking down training barriers: Offer employees financial incentives, wage subsidies, and coaching.
The focus of the law on further and retraining aims to better prepare workers for the future demands of the labor market while simultaneously increasing Germany's economic competitiveness. Whether you're looking to learn to code or specialize in areas like UX/UI design or Python programming, the Qualifizierungschancengesetz offers an accessible path to growth.
Who Benefits from the Qualifizierungschancengesetz?
The provisions of the law are intended to benefit both employees and companies, leading to a win-win situation:
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Employees: Employees, regardless of their educational level or age, can receive financial and institutional support for higher education. The main groups include:
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Employees without formal qualifications: Those without a vocational qualification can retrain or partially qualify while receiving full pay.
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Employees with existing qualifications: can further develop their skills in future-oriented topics such as digital competencies, tech jobs, or green technologies.
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Employers: Companies benefit from having trained personnel who can meet the changing business requirements. This is particularly important for companies facing rapid technological breakthroughs and a shortage of skilled workers.
Requirements for Employees
To be eligible for support under the Qualification Opportunities Act, employees must meet certain requirements:
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Employment status: The person must be employed and contribute to the social security system.
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Eligibility for funding based on the type of training:
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Without a professional qualification: The training must lead to a recognized qualification or a partial qualification.
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With professional qualification: The training must go beyond job-specific skills and include new or expanded competencies, such as web development or Python programming.
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Timeframe between trainings: Employees who have already completed a funded training must wait at least four years before they can receive new funding, unless the training was in a completely different field.
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Certification of the training program: Both the selected course and the educational institution, such as Code Labs Academy, must be certified according to the Accreditation and Approval Regulation for Employment Promotion (AZAV).
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Training duration: The program must include at least 160 hours of instruction.
Requirements for Employers
Employers play an important role in this process. They bear, among other things, responsibility:
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Depending on the size of the company, employers must cover part of the training and wage costs.
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The Federal Employment Agency (BA) covers up to 90% of the costs for small companies with fewer than 10 employees.
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Medium-sized companies (10-249 employees): up to 75% of the costs are covered.
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Large companies (>250 employees): Up to 50% of the expenses are covered.
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Wage subsidies: Employers can receive wage subsidies for the duration of the training, which range from 25% to 75% depending on the size of the company and the type of training.
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Setting training objectives: Employers must jointly identify qualification gaps with their employees and select appropriate training programs in areas such as cyber security or UX/UI design.
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Documentation and compliance with regulations: Companies must ensure accurate documentation and adherence to labor and educational standards.
Financial Support and Benefits
The Qualification Opportunities Act offers various financial incentives to promote participation in further training measures:
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Training costs: Employees without qualifications or in small businesses can have up to 100% of the training costs reimbursed. For the remaining staff, the percentage varies depending on the size of the company and the type of training.
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Reimbursement of wages: Employers are reimbursed a portion of the wages during the training period, which reduces their financial burden.
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The Federal Employment Agency can finance additional costs, including travel expenses, accommodation for training courses that take place outside the employee's immediate place of residence, and expenses for childcare.
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Training bonuses: Employees who pass necessary exams, such as intermediate or final exams offered by the chambers of commerce, can receive a bonus of up to €1,500.
Practical Steps to Access Funding
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Determination of training needs: Employers and employees should work together to assess the existing skill level and identify areas for improvement. This also includes examining industry trends and technological advancements like tech jobs and digitalization.
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Selection of a certified program: Both parties must select an AZAV-certified training program, such as those offered by Code Labs Academy, that aligns with the goals of the employee and the company.
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Application for funding: The application for funding is submitted to the Federal Employment Agency. This procedure involves creating a specific educational plan to outline the expected benefits of the program and submitting the required documents. If you or your company need assistance for the application, Code Labs Academy has partnered with
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Conducting the training: As soon as the training program is approved, it begins. Employers and employees should monitor the development and ensure compliance with the requirements. Evaluate the results of the program after its completion.
Challenges and Considerations
Despite its advantages, the Qualification Opportunities Act poses some challenges:
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Awareness: Not all qualified employees and employers are aware of the features and benefits of the program.
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Complexity of administration: The application and compliance procedures can be time-consuming.
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Risks in employee retention: Employers might worry that employees will leave after completing their training.
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Access to certified programs: It can be difficult to find the right training provider, especially in specialized industries like cyber security or UX/UI design.
To overcome these difficulties, the parties involved must communicate effectively, plan strategically, and collaborate.
Conclusion
The Qualification Opportunities Act is a forward-looking strategy aimed at preparing the workforce in Germany for the future. Through financial support and the opportunity for lifelong learning, it enables people to improve their skills in areas like cyber security, web development, UX/UI design, artificial intelligence - and so much more - while simultaneously assisting companies in addressing qualification deficits. Furthermore, by including wage subsidies and covering the associated costs, financial barriers are being reduced for both companies and individuals.
Understanding the rules and benefits of this legislation is crucial for both individuals and businesses to take advantage of its provisions. Whether you want to secure your future in the job market or develop your team's talents, the Qualification Opportunities Act offers a practical and effective alternative for professional growth.
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