How much funding
can you get?
Answer a few honest questions and see right away what government funding is realistic for your AI training – based on current law. No sign-up, no data transfer.
A few steps to your funding guidance
Honestly calculated – the Federal Employment Agency always decides on a case-by-case basis. This check gives you a well-founded first orientation, not a guarantee.
What is this about?
What type of employment is this?
Under the QCG, only employees subject to social insurance contributions are eligible. Managing directors count if they are employed subject to social insurance.
How large is the company?
The funding level is staggered by company size (§82 SGB III).
Is there a works agreement or collective agreement on training?
If yes, funding increases by 5 percentage points.
Does this (also) concern employees aged 45+ or with a severe disability?
In companies with under 500 employees, up to 100% of course costs are then possible.
Is a larger part of the workforce affected by structural change?
e.g. because AI or digitalization is fundamentally changing tasks. Then qualification allowance (§82a) may additionally apply.
In the last 2 years, has there already been training funded under the QCG (§82)?
Important: only training already funded under §82 counts – previous education vouchers or self-paid courses do not.
As an employee, QCG funding runs through your employer – they submit the application. The figures below show the potential you can propose to them.
⚠ Important: Anyone who has already received §82 funding in the last 2 years is blocked for that period. For those people, QCG funding does not apply – other employees may still be eligible.
✓ Special rule for employees aged 45+ or with a severe disability: up to 100% of course costs.
✓ +5 percentage points thanks to a works or collective agreement on training.
ℹ With a works agreement or collective agreement on training, 5 percentage points more would be possible.
ℹ Requirement: the vocational qualification must generally date back at least 2 years at the start of the measure (§ 82 (1) no. 2 SGB III). Exceptions are possible in individual cases.
Of which approx. – € funded – your own contribution approx. – €.
Wage subsidy during training: up to approx. – € per month.
Additionally possible: Qualification allowance (§82a SGB III)
If structural change affects more than 20% of the workforce (more than 10% in companies with under 250 employees) and a works or collective agreement is in place, qualification allowance can be paid for wages during training: 60% (67% with a child in the household) of the net loss of earnings. The employer then bears the course costs – combining it with §82 for the same program is excluded.
How is this result calculated?
The basis is §82 SGB III. The funded share depends on company size: under 50 employees → up to 100% of course costs and up to 75% wage subsidy; 50–499 → 50% / 50%; 500 or more → 25% / 25%. A works or collective agreement on training increases both values by 5 percentage points. For employees aged 45+ or with a severe disability, up to 100% of course costs is possible in companies with under 500 employees.
Requirements: Only employees subject to social insurance are eligible (pure mini-jobs and working students without full social insurance liability do not count; managing directors only if employed subject to social insurance). Furthermore: an approved AZAV program (CITECH qualifies as a TÜV-NORD-certified provider), more than 120 hours, the vocational qualification was generally obtained at least 2 years ago, and no §82-funded training was taken in the last 2 years. The application is submitted by the employer before the program starts, via the Employer Service of the Federal Employment Agency.
✓ For degree-oriented training (leading to a recognized vocational qualification), additionally possible: a training allowance of €150 / month plus bonuses of €1,000 (interim exam) and €1,500 (final exam).
How does it work?
For unemployed people, job-seekers or employees at risk of unemployment, the Federal Employment Agency covers the costs of an approved AZAV program – usually 100% – via an education voucher (Bildungsgutschein), plus travel and, if applicable, childcare costs. Any unemployment benefit continues during this time.
Important: The prerequisite is a prior consultation at your Federal Employment Agency or Jobcenter, which issues the education voucher. The agency makes the decision.
Note: We are happy to check together with you whether our specific program is approved for your situation.
The Qualification Opportunities Act funds exclusively employees who are subject to social insurance contributions. Pure mini-jobs without social insurance liability, working-student employment, and self-employed or controlling shareholder-director roles are unfortunately not covered.
✓ That doesn't mean there's no way: we are happy to clarify special cases (e.g. social-insurance-liable mini-jobs that top up) and alternatives such as self-payer terms with you individually.
Legal basis: §82, §81 and §82a SGB III (as of 2026).
The three funding paths at a glance
Which path fits depends on your situation. The check above automatically guides you to the right instrument.
Qualification Opportunities Act
§82 SGB III · for employees
- Application via the employer
- Course costs up to 100% depending on size
- Wage subsidy during training
- More than 120 hours, approved AZAV program
Education voucher
§81 SGB III · for the unemployed
- For unemployed people, job-seekers, those at risk of unemployment
- Course costs usually 100%
- Plus travel and, if applicable, childcare costs
- Issued by the Federal Employment Agency after consultation
Qualification allowance
§82a SGB III · structural change
- When a larger part of the workforce is affected
- Wage replacement of 60% (67% with a child)
- Course costs borne by the employer
- Works or collective agreement required