Training and Upskilling Grants for Canadian Employers 2026

Eligible training includes technical certifications, professional development courses, industry-recognized credential programs, workplace safety training, and skills upgrading delivered by approved third-party providers. Most provinces require the training to be occupation-relevant and connected to a documented business need. Training that does not qualify includes recreational courses, hobby classes, motivational seminars, team-building retreats, and conference attendance. The training must produce a measurable skill outcome — a certificate, credential, or documented competency — not just a participation record.

Each provincial program maintains its own list of eligible training providers. BC's ETG publishes an approved provider directory on the WorkBC website. Most provinces accept training from registered educational institutions, equipment manufacturers' certification programs, and industry-recognized training bodies, and consider any publicly-funded college, polytechnic, or university to be automatically eligible. Private training providers must typically be registered with the province's Private Career Training Institutions Agency or equivalent body. Contact your provincial program office directly for the current approved provider list before selecting a trainer.

Coverage ranges from 50% to 100% depending on the program and your business size. Nova Scotia's WIPSI covers 100% of the first $10,000 for small businesses when its intake is open. BC's ETG covers 80% up to $10,000 per employee. New Brunswick's WorkingNB reimburses 25 to 50%. Most other active provincial grants operate at 50 to 67% coverage with the employer paying the remainder. The employer share is always paid upfront, with the government portion reimbursed after training completion, so budget for the full cost initially.

Almost universally, no. Every provincial training grant except two requires training to be delivered by an eligible third-party provider — not by internal company employees. The two exceptions are New Brunswick's WorkingNB (which allows in-house training at Level 2 with reduced reimbursement rates of 25%) and Quebec's 1% Training Law (which counts in-house training as an eligible expense toward the mandatory training spend). If you need to train employees using internal expertise, WorkingNB or the Quebec model are your only options. All other programs require an arm's-length external provider.

Not for new applications. COJG was placed on pause in November 2025 for a ministry review, and its status has been uncertain since. The Ontario Ministry of Labour has not confirmed a timeline for resumption, so verify the current position before you plan around it. In the meantime, Ontario employers can use the federal Student Work Placement Program and Green Jobs STIP, and claim the Ontario Co-operative Education Tax Credit for co-op placements. Monitor COJG status at ontario.ca/page/canada-ontario-job-grant or call the Employment Ontario hotline at 1-800-387-5656 for updates.

Processing times vary by program. Active provincial training grants (BC ETG, WIPSI when in intake, SkillsPEI) typically process in 2 to 6 weeks when applications are complete. New Brunswick WorkingNB and Alberta CAPG take 4 to 8 weeks. Federal programs through delivery organizations (Green Jobs STIP, SWPP) can take 2 to 3 months because the delivery organization processes your application before submitting it to the federal funder. Always budget for the slowest realistic processing time when planning your training schedule, and remember that training cannot begin until written approval arrives.

Most provincial training grants cover both new hires and existing employees; the employee simply needs to be on your payroll at the time of training. BC ETG, WIPSI, WorkingNB, CAPG, and SkillsPEI all fund training for current staff. The employee must be a Canadian citizen or permanent resident with provincial work authorization. Some federal programs are more restrictive: Green Jobs STIP targets new hires (post-secondary graduates under 30), and SWPP covers currently-enrolled co-op student placements specifically. If your primary need is upskilling existing staff, provincial training grants are the correct tool.

Training grants reimburse the cost of courses, certifications, and educational programs — the tuition and fees charged by a training provider. Wage subsidies reimburse a portion of the employee's salary during a defined period. The two cover different expense categories, which is why they stack: an employer can claim a training grant for the course fees and a wage subsidy for the employee's salary during the training period without conflict. Training grants are typically claimed as a one-time reimbursement after training completion. Wage subsidies are claimed periodically (bi-weekly or monthly) during the employment period. Both reduce the real cost of workforce development, but through different mechanisms.

Yes, if the online course is delivered by an approved training provider and leads to a recognized certification or documented skill outcome. Most provincial programs accepted online training delivery during COVID-19 and have maintained that policy. The key requirement is that the provider must be eligible under the program's criteria — an online course from a registered college or recognized certification body qualifies, while a self-paced YouTube tutorial or unaccredited platform does not. Confirm with the provincial program office that your specific online provider and course are eligible before applying.

Yes, and this is one of the most effective funding strategies available to Canadian employers. Training grants cover course fees while wage subsidies cover salary. Applied to the same employee, both programs reimburse different cost categories without conflict. For example, a BC employer can claim the Employer Training Grant for an $8,000 cloud computing certification (80% covered) and the Student Work Placement Program for a co-op student's wages ($5,000 to $7,000), two different line items on the same hire. SR&ED tax credits add a third layer when the training relates to R&D work. Always disclose all concurrent funding sources on each application; failure to disclose is grounds for clawback.