Education Vouchers for Working Adults: Three Ways to Access Subsidized Continuing Education in 2026

Education vouchers aren't just for job seekers. There are also three ways for working professionals to access subsidized continuing education. Which one is right for you depends on your current situation.

If you plan to stay in your current job and want to upskill at the same time, the Qualification Opportunities Act may be an option. If your job is at risk of being eliminated, you can education voucher submit your request before the termination takes effect. And if you want to actively initiate the transition out of your job, there’s a clear-cut way to do it. In this article, we’ll show you StackFuel’s three-way decision tree—with clear rules on who submits what and when!

Am I eligible for an education voucher as a working person?

Yes! Even if you're working, you have Eligibility for an Education Voucher, if your job is affected by change or if you want to make a career change. There are three funding options available: the Qualification Opportunities Act (while you remain employed), the training voucher for employees facing potential termination (if your job is at risk), and the training voucher after termination (if you are actively initiating the transition).

„The most common assumption—‚Education vouchers are only available to the unemployed‘—isn’t entirely correct. It’s also possible for employees to receive training. However, a different law applies in that case: the Qualification Opportunities Act.“ — Maria Schwenke · StackFuel Advisory Team

For the Traditional education voucher option under Section 81 of SGB III She is right about that. However, for working people, there are two important additions: the Qualification Opportunities Act under Section 82 of SGB III, which is specifically designed for working people undergoing continuing education due to structural change; and the preventive education voucher for people at risk of unemployment—that is, before their termination takes effect.

Three questions will help you decide which path is right for you: Will you stay in your current job? Is your job at risk of being terminated? Or will you initiate the transition yourself? The comparison table below clearly illustrates the differences in 30 seconds.

A Comparison of Three Pathways to Subsidized Continuing Education

The three options differ in almost every detail: who applies, who pays, when the right time is, and who makes the final decision. Important: none of the three options is „better“ than the others. Which one is right for you depends entirely on your current situation.

Criterion	Option 1: Qualification Opportunities Act	Option 2: BGS in the Event of a Threat of Termination	Option 3: BGS After Termination
Who can apply?	Your employer	You at AfA	You at AfA
Current Status	Actively employed, job remains	Employed, but at risk of being laid off	Registered as a job seeker early on
Timing	During employment	1–3 months before termination	Upon receipt of the notice of termination
Who pays for what?	AfA pays the rate (100/50/25 %) + wage adjustment portion	AfA Pays Course Fees (100 % AZAV)	AfA Pays Course Fees (100 % AZAV)
Wages During Continuing Education	Full salary from the employer (including the AfA subsidy)	Full salary until the end of the notice period, followed by ALG I	ALG I During Continuing Education
Who decides?	Depreciation + Employer Participation	Depreciation	Depreciation
Risk of a lockout?	None	None	Possible—usually avoidable

The most important row in the table is „Current Status.“ This is where you determine your own situation: if you remain actively employed and your employer is on board, it’s Option 1. If you’re employed but your job is at risk, it’s Option 2. If you initiate the transition yourself and register as a job seeker early on, that’s Path 3. If in doubt, a consultation can clarify this in just a few minutes.

Which option is right for your situation?

Three questions will guide you in the right direction. Answer them honestly. The funding process is strict, and an inaccurate self-assessment will cost you time or money later on.

Question 1: Are you staying in your current job?

If so, and your employer supports continuing education while you work, the Qualification Opportunities Act is the way to go. This is the standard scenario for working professionals who want to upskill while holding down a job. If your employer does NOT support this, this option is not available. In that case, only Option 2 or Option 3 are possible.

Question 2: Is your job at risk of being terminated?

If so—for example, due to restructuring, a plant closure, the elimination of your position, or reduced working hours—Option 2 is the direct path for you. You must register with the Employment Agency as being at risk of unemployment before your termination takes effect. This applies the same training voucher logic as for job seekers, only as a preventive measure. Important: „at risk of unemployment“ is the formal term used by the Employment Agency. In everyday language, „at risk of termination“ or „short-time work“ are also used. All three can qualify you for Option 2!

Question 3: Do you want to actively initiate the transition?

If neither Option 1 nor Option 2 applies, but you want to leave your job—for example, to switch industries—Option 3 is the right choice. You register as a job seeker well in advance (one to three months before your employment ends), clarify the details of your continuing education with the Employment Agency (AfA) during your notice period, and start the program seamlessly after your employment ends. Following this proper sequence avoids a waiting period under Section 159 of SGB III.

Option 1: Qualification Opportunities Act – You Keep Your Job

The Qualification Opportunities Act (Qualifizierungschancengesetz) under Section 82 of SGB III provides financial support for workers whose jobs are affected by digital or structural change. Your employer applies for this support through the Employment Agency. If approved, AfA covers up to 100 percent of the course costs and a portion of your salary. You will remain employed during the training. Prerequisite: The program must last more than 120 hours and be AZAV-certified.

Specifically: Your employer submits the application; you participate in the continuing education program during work hours or while continuing to work, and you keep your full salary. With an AfA subsidy to cover lost wages. The amount of the subsidy depends on the size of the company: small businesses (fewer than 10 employees) receive up to 100 percent of the course costs plus 75 percent wage compensation, medium-sized companies (10–249 employees) receive about 50 percent plus 50 percent wage compensation, and large companies with 250 or more employees receive about 25 percent plus 25 percent wage compensation. For you as an employee, your salary remains unchanged.

The Qualification Opportunities Act is particularly relevant if your current job is being transformed by automation or digitization: administrative work, traditional reporting, simple data maintenance, and manual bookkeeping. A Further training as a data analyst ...or in the field of AI, it almost always fits this pattern.

The The Qualification Opportunities Act in Detail, Including All Application Steps We explained this in a separate article.

Would you like to talk to your employer about this path? We'll help you organize your preparation. A free consultation lasts half an hour.

Option 2: Education Voucher When Facing the Threat of Termination – Your Job Is at Risk

Anyone facing the threat of termination—for example, due to restructuring or the elimination of their position—is entitled to a training voucher BEFORE the termination takes effect. You should register with the Employment Agency early on as someone at risk of unemployment. This means the same rules for training vouchers apply as for job seekers. Important: You should begin the application process no later than three months before the end of your employment so that your continuing education can start seamlessly.

Specifically, „at risk of unemployment“ means: You have received written notice of the impending termination of your employment (a termination agreement, a social plan, written notice of staff reductions, or a notice of termination that has already been issued), or you are on short-time work. In all of these cases, you can register with the AfA and apply for a training voucher without having to wait until your last day of work. The Official AfA Information on ‚At Risk of Unemployment‘ You can find it directly at the Employment Agency.

The practical advantage: The continuing education program can begin immediately after your last day of work. You’ll transition seamlessly from your job to the subsidized training program. During the training, you’ll receive ALG I in the amount of your previous net income, and the course fees at AZAV-certified providers will be covered 100 percent by the AfA. What exactly are the requirements?, we've summarized in a separate article.

Most important step: the consultation with the AfA, ideally with a specific training program in mind. Be sure to bring the name of the training provider and the program number with you. This will make the application process much easier. If you need help preparing for this meeting, scheduling a consultation with us is the quickest way to get started.

Option 3: Education Voucher After Termination – You Take an Active Role in Shaping the Transition

If you resign voluntarily, you are not automatically eligible. The education voucher is generally issued only after you have registered as a job seeker. The proper sequence is: register as a job seeker one to three months before your employment ends, then discuss continuing education with your placement counselor during your notice period, and start the program immediately after your employment ends. A waiting period is possible, but can usually be avoided.

The Waiting Period Under Section 159 of SGB III This is the most important point in Option 3. Anyone who terminates the employment relationship themselves or contributes to its termination through a termination agreement risks a waiting period of up to twelve weeks. During this period, no ALG I benefits are paid. However, anyone who begins a subsidized continuing education program at the same time can avoid or reduce the waiting period. Prerequisites: the continuing education program must begin immediately after the end of the employment relationship, be AZAV-certified, and align with the AfA’s vocational integration strategy.

Important: „Registered as a job seeker“ is not the same as „registered as unemployed.“ You are considered a job seeker as soon as you know that your employment is ending—even if you’re still working. You can (and should) register as a job seeker early on. You’re not officially registered as unemployed until your first day without a job. Keeping these two steps clearly separate gives you the most flexibility when planning your continuing education.

If your application for an education voucher is denied, that's not the end of the story. We've explained what you can do in a separate article, and How to File an Appeal Against the Rejection, if you want to take the process that far. In practice, we've found that thorough preparation for the AfA meeting helps avoid most rejections.

What You Should Clarify Before Your Appointment at the Employment Agency

A well-prepared AfA appointment can significantly shorten the entire process. There are three things you should bring with you—no matter which of the three options applies to you.

A specific measure: the planned continuing education program, including its title and Action Number from my NOW. The AfA generally does not make a decision without specific measures. It needs something concrete to base its decision on.

The educational provider: AZAV-certified (required), ideally with a practical component and career services. An established provider with a clear curriculum makes approval more likely.

Regional evidence: 10–15 current job postings from your region for the target role. This is the most concrete evidence that the continuing education program leads to a profession in high demand. And this is one of the most important approval criteria for the AfA.

Bonus: If you choose Option 1, make sure your employer is willing to cooperate—whether formally or informally. If you choose Option 2, bring written documentation of your upcoming termination (termination agreement, notice of a social plan, or termination letter). If you choose Option 3, register as a job seeker in a timely manner—BEFORE your AfA appointment.

Frequently asked questions

Can I take a part-time continuing education course while I'm working?

Yes! Many AZAV-certified programs are available on a part-time basis (typically: three to five hours per day, evening classes, weekends). For Path 1 (Qualification Opportunities Act), this is the standard arrangement. For Paths 2 and 3, full-time is more common, but part-time options are available. Be sure to ask specifically when you’re planning—the providers often offer both options.

What is the difference between an education voucher and a training grant?

These two terms are often confused. The education voucher (§ 81 SGB III) covers course fees and ALG I for job seekers or those at risk of unemployment. The Training Allowance (Section 82a of Book III of the Social Code, effective April 2024) is a separate benefit for employees participating in continuing education due to structural change: it is a wage replacement, not a cost-sharing program. Under the Qualification Opportunities Act, both typically apply: an AfA subsidy for course costs plus wage compensation.

Is it really worth the effort?

By the numbers: A subsidized data analyst training program at AZAV-certified providers typically costs between 8,000 and 16,000 euros. The cost is fully covered by the AfA. The Starting salary in the data field According to current salary data usually between 40,000 and 50,000 euros per year. For most working professionals, the investment pays for itself within the first year after graduation.

How long is the waiting period if I resign?

Up to 12 weeks without ALG I (Section 159 of SGB III). Anyone who begins a subsidized continuing education program immediately after the end of their employment can avoid the waiting period—provided the program is AZAV-certified and part of the AfA’s vocational integration strategy. Timely registration as a job seeker is crucial.

How much does the employer pay under the Qualification Opportunities Act?

Depends on the size of the company (Section 82 of SGB III). For small businesses (fewer than 10 employees), the AfA covers up to 100 percent of the training costs plus 75 percent of lost wages. For medium-sized companies (10–249 employees), approximately 50 percent plus 50 percent wage compensation. For large companies (250+ employees), approximately 25 percent plus 25 percent wage compensation. Your employer covers the rest.

What is the difference between the Qualification Allowance and the Qualification Opportunities Act?

The Qualification Opportunities Act (Section 82 of SGB III) covers the costs of training courses and provides wage compensation to the employer. The Qualification Allowance (Section 82a of Book III of the Social Code, effective April 2024) is a separate wage replacement benefit paid directly to you if you are undergoing extensive retraining due to structural changes. Both benefits can apply simultaneously, but they are legally distinct.

Let's plan your path together

You now know what the three options are. But the best way to determine which one is right for your specific situation is to discuss it in person. Book a free consultation with us. Together, we'll look at what financial aid is available to you, what steps to take next, and what continuing education opportunities align with your career goals.

StackFuel has been AZAV-certified since 2020; all training programs are listed on mein NOW, and cohorts start every nine weeks—both full-time and part-time. More than 8,000 graduates have completed continuing education programs in data and AI with us, with a graduation rate of 93 percent and an integrated career service. Beatrix Bauer worked at Telefónica for 22 years and used the COVID-19 pandemic as an opportunity to change career paths. Today, she is a financial data engineer:

„With StackFuel, I was able to learn at a time that suited me, at my own pace, and in a place where I felt comfortable.“ — Beatrix Bauer · Financial Data Engineer · Telefónica Germany · Data Scientist Training Program

Education vouchers aren't just for job seekers. There are three ways for working professionals to access subsidized continuing education as well. Let's figure out together which one is right for you!