You’ve probably heard about subsidies for training courses that help improve job skills. They are a great way to get training and development at reduced or even at no cost.
But not all courses are the same and not all can be subsidized. Recently, courses on labor risk prevention (LRP) were declared non-subsidized by the Spanish Audiencia Nacional. What makes a course eligible for subsidies? We explain it clearly in the following sections.
The National Court has recently ruled that Labor Risk Prevention training courses cannot be subsidized. This decision was based on the fact that the training in question does not meet the requirements to be eligible for subsidy as established by Law 30/2015.
This ruling is significant because it could have implications on other training courses that are currently offered as subsidized. It is also important to note that this ruling only applies to LRP training courses, and not to other areas of professional training.
Law 30/2015, of September 9, regulates the Professional Training System for employment. This law aims to establish the legal framework of the training actions that may be subject to subsidization through the National System of Professional Training for Employment, as well as to regulate the operation and management of such training actions.
According to this law, the training actions that can be subsidized are those aimed at the acquisition, improvement and permanent actualization of professional competencies and qualifications, favoring lifelong training for the working population.
Since LRP is treated as mandatory training, it cannot be considered as an action that increases worker productivity. For this reason, it cannot be eligible for a subsidy and must be covered by the employer
According to the government, only certain types of courses can be subsidized. The most important requirement is that the training must be aimed at the acquisition, improvement, and permanent updating of professional skills. In other words, the course must be aimed at helping the worker to remain productive and competitive in the workplace. It is also important for training to respond to the needs of workers, who often must adapt to changing economic conditions as well as professional opportunities.
It is mandatory for all companies to ensure that the employer provides their workers with sufficient and appropriate theoretical and/or practical training in preventive safety. This training not only covers issues related to occupational health and safety, but also includes legal issues such as the resolution of labor disputes, and even aspects related to human resources management. This training is mandatory by law and therefore, as mentioned above, it is not eligible for a bonus.
With all the above mentioned, we can deduce that only training courses aimed at the acquisition, improvement and updating of professional competences and qualifications are eligible for subsidies. This means that if you are an employer and you are going to offer training in occupational risk prevention, you will have to cover the cost out of your pocket.