United Kingdom

The Adult Education Budget (AEB) funds qualifications and programmes for learners aged 19+. The total AEB budget is set by the UK Government, with the Education and Skills Funding Agency (EFSA) confirming each FE provider's funding allocation or maximum contract value for the forthcoming year. Providers earn funding up to their maximum by delivering education and training that is approved for public funding. Employers and learners can access AEB funding via their local training provider or FE College. The AEB is a resource for employers who need to improve the skills of their workforce to meet the future challenges of automation and skills shortages. It can support staff to gain new skills, improve their current level of knowledge in an occupation, or prepare them for an apprenticeship. Individual learners can gain new skills to support career development for career changes, or improve progression opportunities in their employment.

Advanced learner loans are based on contracts between the Secretary of State for Education, acting through the Education and Skills Funding Agency, and education and training providers. The contract allows education and training providers to receive loans payments from the Student Loans Company on behalf of learners (if they are 19 years of age or older) and loans bursary payments from the Education and Skills Funding Agency. The Advanced Learning Loan Scheme is a scheme designed to help learners cover the cost of college or training courses. The course must meet the eligible Level 3 or 4 courses. Repayment depends on income. Learners make repayments at 9% of annual earnings above GBP 21 000 (approx. EUR 24 946). If annual earnings fall below GBP 21 000 (approx. EUR 24 946), repayments stop and only restart when earnings increase to more than GBP 21 000 (approx. EUR 24 946). There is no opportunity to re-use the loan.

Public funding is available for apprenticeships for adults (aged 25 and over) in a number of economically important sectors. The public co-funding is 50% of the eligible education and training costs for the off-the-job component from the Department for the Economy. The eligible costs are the training component in eligible courses by pre-approved suppliers. For employers who have an apprentice who successfully completes a level 2 or level 3 course, there is an Employer Incentive Payment, ranging from between GBP 250 - 1 500 (approx. EUR 297 - 1 782) depending on the complexity and level of the programme and the age of the apprentice on joining the programme. There is no preferential treatment.

Companies of the construction sector with a total wage bill of over GBP 80 000 (approx. EUR 95 031) must contribute 0.5% of their payroll and 1.5% of their sub-contractor payroll to a training fund. In return, training costs of employers (including those not liable to pay the training levy) are refunded. The grant is GBP 50 (approx. EUR 59) per person for each full day of training. Eligible education and training activities include apprenticeships, professional courses, technological management, short-duration training, vocational courses, and some e-learning/modular training programmes. Only CITB-registered firms can benefit from the fund.

Companies of the construction engineering sector are obliged by law to contribute a share of the payroll (1.2% of the total payments to employees and labour-only contractors) to a training fund. In return, training costs of employers (including those not liable to pay the training levy) are refunded. Eligible education and training activities include apprenticeship, upskilling, reskilling. Engineering constructions companies are the principal eligible group. Training grants and graduate development grants are available to employees of eligible companies.

The MOD promotes lifelong learning among members of the Armed Forces, and this is encouraged through the Learning Credit schemes. The Enhanced Learning Credit (ELC) scheme helps eligible Service personnel (SP) or Leavers (SL) with the cost of learning. The scheme allows a single award in each of a maximum of three separate Financial Years, or a single aggregated lower-tier award. ELCs may be claimed for learning which is an integral part, and results in the cost-effective achievement, of a nationally recognised qualification at Level 3 or above. 80% of eligible costs can be covered (up to EUR 7 127). The ELC scheme permits Regular SPs to pursue their personal development, both during their Service and generally for 5 years after discharge.

The FWDF provides UK Apprenticeship Levy-Payers (levy set at 0.5% of annual pay bill) with flexible workforce development training opportunities to support inclusive economic growth through up-skilling or re-skilling of their employees. The FWDF is particularly targeted at addressing skills gaps and the training needs of the older workforce and those with protected characteristics. The FWDF is a flexible fund, meaning employers can choose the training they need, select a college of their choice, use the Fund to address priority skills gaps, and pass on the benefits of the Fund access to their supply chain. Each levy-payer is able to access a maximum total funding of GBP 15 000 per year (approx. EUR 17 800).

The Film Skills Investment Fund (FSIF) directly supports skills and training for the UK film industry, including bursaries for individual beneficiaries. Studios and production companies producing films in the UK are encouraged to contribute 0.5% of their core UK expenditure up to a cap of GBP 58 200 (approx. EUR 69 270) per production, into the Film Skills Fund. If films receive public support, they are required to contribute the 0.5% to the FSIF. High-end TV Skills Fund, established in return for the tax credit productions costing more than GBP 1 000 000 (approx. EUR 1 187 888) an hour, supports training programmes for new entrants and the continuous professional development of crew and talent. Sector workers in the Film and High-end TV sectors in the UK are eligible for this scheme. Eligible costs for a bursary include accommodation, disability access support, care, driving lessons, equipment/clothing/software licenses, subsistence, training, travel, and bespoke training/coaching.

In the UK, the applicable laws set no explicit limitations to a payback clause, that is an agreement between employer and employee on the payback of training costs covered by the employer in case of voluntary termination of the employment by the employee. The parties can freely agree on any component of the payback clause. Agreements deemed unfair, however, can be challenged in the Labour Courts. Overall, the application of payback clauses for training costs is perceived as of limited importance within the overall co-funding arrangements for CVT.

A Professional and Career Development Loan is a commercial bank loan to help learners pay for learning that leads to their employment. Only individuals who have been unemployed for at least three months before starting the course are eligible for this loan. The maximum amount that a learner can borrow with a Professional and Career Development Loan is GBP 10 000 (approx. EUR 11 879). Up to this limit, a learner can borrow 100 % of the course fee only if they have been registered as unemployed for at least three months before starting their course. If a learner has not been registered as unemployed for at least three months, they will only be able to borrow a maximum of 80 % of their course fees. While they are in learning, and for up to one month afterward, the Skills Funding Agency will pay the interest on the loan.

Individuals may apply for the grant to finance their learning/training if they are not undertaking any secondary, further, or higher education, do not have a degree or above, and have an income of GBP 22 000 (approx. EUR 26 133) a year or less or are on benefits. The eligible activities include education and training delivered by 460 approved learning providers. The maximum funding individual may receive amounts to GBP 200 (approx. EUR 238). The same applicant can re-use the grant once in each calendar year.

The Department for Health provides funding for employers in the care sector to up-skill their staff. Employers may apply for funding for training programmes that range from health and social care 'license to practice' qualifications to higher-level apprenticeships and Master's courses. Funding is available for course fees (or employer contributions) and associated costs such as employees' salaries while they are undertaking training, coaching and mentoring costs, venue costs for the training, and wage replacement costs. All costs must be incurred before being claimed and employers will need records in place to provide evidence. Organisations apply for the fund through a Partnership and must be operating in England, comply with Adult Social Care Workforce Data Set requirements. The sectors eligible for funding (i.e. priority training areas for fundings) are defined each annual funding cycle and available through the skills for care website. This is de minimis grant funding.

Skills Support for the Workforce is managed by Serco (contractor) through 15 Local Enterprise Partnerships to provide a range of bespoke training programmes and qualifications including IT, leadership, and management, as well as vocationally relevant courses targeting specific areas of improvement. The training is designed to meet skills gaps within local businesses, with a focus on the LEP's priorities to help boost the local economy in each area. Local companies (depending on region and regional priorities) can apply for fully-funded training for their workforce. There is no defined co-funding minimum or maximum, this is a demand-side instrument that is then allocated through regional enterprise partnerships. Similarly, eligible training is defined according to regional priorities. Employers can receive full or partial funding training costs for their employees. This is de minimis funding.

Employees of bigger companies (at least 250 people) may have the right to ask for a leave for training or study. They must have worked for their employer for at least 26 weeks. Training must help staff do their job better. Time off is usually unpaid unless the employer agrees to pay it.