Germany’s Qualification Opportunities Act (QCG) Guide 2026

In 2026, German employers are still adapting to digital transformation, demographic change, and persistent skills shortages. Hiring alone often cannot close the gap quickly enough, especially for fast-moving tech roles and tooling.

The Qualification Opportunities Act (Qualifizierungschancengesetz, often shortened to QCG) is one of Germany’s main frameworks for funding employee upskilling and reskilling. It has applied since 1 January 2019, with important updates that took effect on 1 April 2024.

This guide is informational and focuses on practical steps. For binding eligibility and exact funding in your case, check the official guidance from the Federal Employment Agency.

What the QCG is designed to do

The QCG helps companies invest in employee development when job requirements change. It supports both workforce competitiveness and individual job security by reducing the cost of training time and course fees.

In practice, support usually comes through one of two routes. Many employers use individual funding for selected employees, while Qualifizierungsgeld targets larger structural change initiatives that affect a significant share of the workforce.

Route 1: Individual funding for employees

With individual funding, employers can receive support for employees who are in an existing employment relationship. Funding is typically split into two components: support for time spent in training and support for course costs.

The employer applies and coordinates with the Federal Employment Agency. The training plan and provider need to meet defined criteria.

Typical requirements you should plan for

To be eligible in common scenarios, the training usually needs to meet all of the following:

• The training totals more than 120 hours and does not need to be completed in one block.
• The training and the provider are approved for funding.
• The training content goes beyond short, purely workplace-specific refreshers.
• Training that is mainly about a company-specific tool, such as a single internal software setup, is generally not funded.

How much can be funded in 2026

As of the standard rates shown in the official guidance, funding depends on company size. The two main elements are wage support during training and coverage of course costs.

Wage subsidy during training (Arbeitsentgeltzuschuss)

• Under 50 employees: 75%
• Under 500 employees: 50%
• 500+ employees: 25%

Course cost coverage (Lehrgangskosten)

• Under 50 employees: 100%
• Under 500 employees: 50%
• 500+ employees: 25%

In specific cases, higher support can apply. For example, support can rise up to 100% where an employee lacks a recognised vocational qualification and the training is directly linked to obtaining a vocational qualification.

An additional increase of 5 percentage points may be possible when a qualifying agreement exists with a social partner, such as a works agreement or a collective agreement.

What is typically not funded

The goal is future-relevant occupational skills, not short internal onboarding. In many cases, the following types of training are not funded:

• Training required by law for a role or licence
• Short, workplace-specific adaptation courses that do not build broader occupational skills
• Training that is mainly focused on a single company-specific software solution

If you are unsure where your course fits, clarify the training objective and scope with the agency before committing.

Route 2: Qualifizierungsgeld since 1 April 2024

Qualifizierungsgeld is an alternative to the wage subsidy route. It is designed for companies facing structural change where jobs are at risk and training is needed to keep employees employed in the same company.

It is not aimed at single, isolated training cases. A core condition is a structural change in skills needed affecting a significant part of the workforce.

When Qualifizierungsgeld can be used

Qualifizierungsgeld is built for situations where structural change creates a training need for:

• at least 20% of employees, or
• at least 10% if the company has fewer than 250 employees

A works agreement or a company-specific collective agreement is typically required to document the structural change needed and the use of Qualifizierungsgeld. Micro companies can have exceptions, depending on the situation.

The training must still total more than 120 hours. For Qualifizierungsgeld, provider approval is required, while approval of the measure itself may not be required in every case.

What Qualifizierungsgeld pays

Qualifizierungsgeld is a wage replacement benefit. It is paid at:

• 60% of the net pay difference, or
• 67% if the employee has at least one child

Employees must agree to participate. Qualifizierungsgeld can only be granted for future periods, and official guidance states that the application should be filed no later than three months before the measure begins.

Employers finance the training costs, and employees must not be required to contribute to those costs.

Application process in practice

The employer submits the application and should start early. Funding decisions depend heavily on timing, documentation, and how the training schedule is structured.

A practical checklist:

1. Define the skills gap and who is affected.
2. Select training that clearly builds future-relevant occupational skills.
3. Confirm the provider and course approvals required for your funding route.
4. Speak with the Federal Employment Agency early and align on the route and documents.
5. Apply before training starts and keep attendance and scheduling records.

How Code Labs Academy fits into an upskilling plan

If you are building digital capability in areas like Web Development, Data Science and AI, UX/UI Design, or Cybersecurity, a structured programme can help employees progress beyond short tool-based training.

Explore our employer-focused options here: Corporate Training

If you are comparing funding routes and payment options, start here: Financing Options

Key takeaways for 2026

The QCG can subsidise training time and course costs when training exceeds 120 hours and meets approval requirements. Standard funding rates depend on company size and can increase in defined situations.

Qualifizierungsgeld is designed for structural change cases affecting a notable share of the workforce. It pays 60% or 67% of the net pay difference during training and comes with additional documentation requirements.

To avoid delays, align your training plan and the funding route with the Federal Employment Agency before you book or announce training dates.