Presented by the Chancellor as the first step in the grand coalition government’s ‘National Strategy for Life-Long Training’ (c.f. article No. 10801), Employment Minister Hubertus Heil’s (SPD) draft law that aims too boost life-long training in companies impacted by digitalization is set to be adopted by the government on 19 September. However this draft law, which will result in a significant drain on state funds to support in-company life-long training, has been severely criticized, and especially by business leaders who believe that the legislation risks delivering windfall effects for those not in real need. Susanne Seyda, Senior Economist at the employer-friendly IW German Economics Institute and in charge of Professional Training and Skilled Personnel together with Iris Pfeiffer, head of the f-bb Research Institute for Vocational Education and Training, and Planet Labor, review the current support mechanisms for life-long training and what will be changing as a result of the new legislation.
A broad range of provisions at both regional and national level. Broadly speaking, in-company life-long training in Germany is only lightly regulated. In-company life-long training is essentially the joint responsibility of the employer and the employee who negotiate together over the costs and the nature of the training (company specific or broader). However Iris Pfeiffer, head of the f-bb Research Institute for Vocational Education and Training, clarifies that there are a series of legal provisions at both regional (Länder) and federal level that aim to promote life-long training.
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