Töötukassa services for entrepreneurs: how to obtain support for training and wage costs

Eesti Töötukassa does more than support unemployed people. Employers can use assistance from Eesti Töötukassa to find suitable employees, train employees and hire people belonging to certain target groups. In some cases, compensation may also be available for supervising work practice or to reduce the costs associated with hiring an employee with health-related limitations.

However, the grant is not awarded automatically. Each service has its own target group, deadlines and conditions, and in most cases the activity must be agreed with Töötukassa before the training begins or the person starts work.

In brief: a training grant can generally cover up to 80% of eligible costs, but one employer may receive a total of up to 2500 euros over three years for training the same employee. The wage subsidy covers 50% of the employee's wage costs up to the statutory maximum, but it may only be used when hiring an unemployed person who meets specific conditions.

The conditions stated in the article were checked on 7 September 2026. Before submitting an application, the current conditions of the specific service must be reviewed on the Töötukassa website, as service budgets, target groups and requirements may change.

Who can use the services provided by Töötukassa for employers?

Eesti Töötukassa services are not a single general grant that can be used to cover every business-related expense. Eligibility depends on the specific service.

The following may apply for a training grant:

• private legal entities, such as private limited companies and public limited companies;
• sole proprietors as employers;
• institutions of a local government unit.

Private individuals may also apply for a wage subsidy if they employ an eligible unemployed person for at least six months or under an open-ended employment contract.

This means that merely owning a company is not enough. For example, a private limited company without employees cannot apply for support for the owner's personal training simply because the training could benefit the company. The training grant is linked to the employer and employee, and the employee's employment contract must meet the established conditions.

The legal basis for the services of Töötukassa is the tööturumeetmete seadus and the „Tööhõiveprogramm 2024–2029“ established by a regulation of Vabariigi Valitsus. The previously applicable tööturuteenuste ja -toetuste seadus was replaced by the tööturumeetmete seadus on 1 January 2024.

What training grant can an employer apply for in 2026?

The purpose of the Eesti Töötukassa training grant is to help employers teach employees the skills required to adapt to changes in the economy. A grant is not provided for freely chosen training merely because the employer considers it useful. The training must meet at least one of the grounds set out in the programme.

1. Training grant for recruiting a new employee

Support may be requested if the employee is hired or takes up another position in a core occupation in a field where, according to an official labour demand survey, demand for workers exceeds supply. As an exception, Töötukassa may also designate other occupations if the demand for labour in those occupations arises from circumstances substantiated in the survey.

The employer must first search for a suitable employee among unemployed people registered through Töötukassa. If no suitable person is found there, the candidate may also be found by other means, and support may be requested for their training.

The employment contract must be open-ended or remain valid for at least six months after the application is submitted. The application must be submitted after the employment contract has been concluded but before the training begins and no later than four months after the employee starts work.

If an employer hires a suitable person registered as unemployed with Töötukassa, the grant may cover up to 100% of eligible costs, but no more than 2500 euros per employee. More detailed conditions and a list of eligible occupations are available on the Töötukassa recruitment training page.

2. Training grant for business changes

Support may be granted when employees' knowledge and skills need to be improved in connection with:

• the restructuring of the company's economic activities;
• the introduction of new technology;
• with the renewal of qualification requirements.

Restructuring business operations may mean, for example, making significant changes to the production or service process, entering a new target market or adding a new area of activity, provided that the restructuring also entails a change in the number of employees.

In the case of new technology, it must be a device, machine or other solution whose use requires the employee to acquire new knowledge. A change in qualification requirements must generally result from an amendment to legislation or an occupational standard. The change in technology or qualification requirements must not have occurred more than two years before the application was submitted.

The conditions are published on the training grant for business changes page.

3. Training grant for learning Estonian

From 1 January 2026, an employer may apply for a training grant only for Estonian language continuing education that prepares an employee for the Estonian language proficiency examination.

Support is no longer granted for:

• solely for teaching conversational language;
• A1-level training, because no national proficiency examination is held at this level.

The training provider must hold an activity licence to provide continuing education in Estonian at the relevant language proficiency level. Therefore, both the objective of the curriculum and the training institution's activity licence must be checked before ordering the training.

Additional information: training grant for developing an employee's Estonian language skills.

4. Training grant for developing digital skills

The ICT training grant can be used to develop an employee’s information and communication technology skills. Subject to the conditions, this may include, for example, skills in using software, automation, data analysis, cybersecurity or other digital solutions required in the company’s work processes.

The word “digital”, “IT” or “artificial intelligence” in the name of a training course does not in itself guarantee funding. Töötukassa assesses the content, necessity and cost of the training and its relevance to the employee’s work.

If the required training is not offered in Estonia, it may be possible, by agreement with Töötukassa, to participate in training held abroad. In this case, eligible costs may also include travel expenses related to the employee's participation in the training. However, training abroad is not automatically eligible for support and must be approved by Töötukassa before any expenses are incurred.

More information: training grant for developing an employee’s ICT skills.

5. Training grant for developing green skills

Green skills help improve energy and resource efficiency, reduce greenhouse gas emissions and introduce circular economy principles more widely in the company.

Training can be supported based on the list of curricula and educational institutions published by Töötukassa. As an exception, Töötukassa, in cooperation with Majandus- ja Kommunikatsiooniministeerium, may also designate another curriculum based on labour market needs.

Additional information: training subsidy for developing an employee's green skills.

How much is the training grant?

Subject to prior agreement with Töötukassa, up to 80% of eligible costs are generally reimbursed. If a suitable person registered as unemployed with Töötukassa is hired when recruiting a new employee, the reimbursement may amount to up to 100%.

The same employer can receive a total training subsidy of up to 2500 euros over three years for training the same employee. The limit is calculated across training related to recruitment, situations of change, the Estonian language and ICT skills. A separate three-year limit of 2500 euros applies to green skills training.

The support may reimburse:

• the cost of the training;
• labour costs calculated for the time the employee participated in training, up to the statutory minimum hourly wage;
• travel expenses related to training abroad, if agreed in advance with Töötukassa.

Töötukassa may reduce or refuse the grant if the price of the training is not justified in view of its duration and the prices of comparable training courses.

What general conditions must be met to receive a training grant?

Before preparing the application, it is worth checking at least the following requirements:

• the employee's employment contract is permanent or remains valid for at least six months after the application is submitted;
• the total duration of the planned training is at least 50 academic hours;
• the training lasts no more than 12 months;
• the training provider meets the requirements of the Adult Education Act;
• the application is submitted before the training begins;
• in the case of training in adapting to changes, Estonian, ICT or green skills, the employer has paid employer unemployment insurance contributions for at least 24 months during the 36 months preceding the application;
• the employer has no overdue tax arrears of at least 100 euros;
• the employer has no annual report that was not submitted by the deadline;
• neither the employer nor the training institution is subject to liquidation or bankruptcy proceedings, nor have they received a warning of removal from the commercial register.

The subsidy is not paid for an employee whose employment contract was terminated due to redundancy by the same employer during the six months preceding the application.

Documents proving training expenses must be submitted to Töötukassa no later than six months after the training ends. Payment of the invoice must be verifiable by bank transfer.

Wage subsidy: hiring which employee can reduce costs?

Wage subsidy is not a general benefit for hiring every new employee. Its purpose is to support the employment of an unemployed person who is less competitive or disadvantaged.

A wage subsidy may be granted if the employer hires a person who meets at least one of the following conditions:

• they have been registered as unemployed for at least 12 consecutive months;
• they are aged 16–24 and have been continuously registered as unemployed for at least six months;
• they have been registered as unemployed for a total of at least 12 months during the last 15 months, and their registration was interrupted for a reason specified by law;
• they were released from prison within the 12 months preceding their registration as unemployed;
• they have a health-related barrier and have been continuously registered as unemployed for at least six months.

An open-ended employment contract or an employment contract lasting at least six months must be concluded with the employee. An employer may apply for a wage subsidy only once for hiring the same person.

Among other cases, the wage subsidy is not paid if the person being hired is a member of the company's management or supervisory body or owns more than 50% of the company. A sole proprietor cannot receive the subsidy for hiring themselves.

How much is the wage subsidy and how long is it paid?

The wage subsidy in one calendar month amounts to 50% of the employee's wage costs. The subsidy may not exceed 50% of the estimated monthly remuneration specified in the administrative contract or the applicable minimum wage.

As a rule, the wage subsidy is paid for six months from the employee's start date, but for no longer than 12 months from the date of the administrative contract concluded with Töötukassa. For a person with a health-related barrier, the subsidy is paid for up to 12 months, but for no longer than 24 months from the conclusion of the administrative contract.

In the case of a fixed-term employment contract, the subsidy is paid for half the duration of the employment relationship, subject to the statutory maximum limits.

Important: the wage subsidy must be agreed with Töötukassa before the person starts work. If the employer begins the employment relationship before concluding the required administrative contract, they may lose the subsidy.

The risk of the subsidy being reclaimed must also be considered. If the employer terminates the employment relationship too early on its own initiative and none of the exceptions provided by law applies, Töötukassa may reclaim the wage subsidy it has paid out.

A work placement is not a free trial day

Work placement aims to provide jobseekers with work experience and an opportunity to acquire the professional knowledge and skills needed to secure employment.

To organise a work placement, Töötukassa concludes an administrative contract with the employer. The placement generally lasts up to two months, but may last up to four months if the person has greater support needs.

The employer must appoint a supervisor. One supervisor may simultaneously supervise or provide support as a support person to a total of up to four people. Töötukassa pays the employer a supervision fee for the days attended during the placement:

• 100% of the daily supervision fee rate in the first month;
• 75% in the second month;
• 50% in the third and fourth months.

No employment contract is concluded with the person for the duration of the work placement, but the employer must comply with the requirements specified in the programme regarding working time, rest periods, the employment of minors, occupational health and safety.

A work placement may not be used to replace a regular employee or obtain unpaid labour. Its content and duration must be based on the need to develop the trainee's skills.

Trial work will be available again from 1 September 2026

From 1 September 2026, Töötukassa will once again offer a trial work service as part of its job-matching services.

A work trial allows:

• enable the employer to assess the candidate's work skills;
• the jobseeker to familiarise themselves with the duties and the employer’s work organisation before entering into an employment contract.

Trial work and work placement are not the same service. The purpose of trial work is to assess suitability for a specific vacancy, while the purpose of a work placement is to develop a person's skills and provide them with work experience. Trial work must be arranged through Töötukassa, and its terms must be agreed with a consultant before it begins.

Outside the services of Töötukassa, great caution should be exercised with so-called unpaid trial days. If a candidate performs actual work under the employer's direction, this may constitute a paid employment relationship. The Employment Contracts Act provides for a probationary period to assess an employee's suitability over a longer period.

Finding an employee through Töötukassa

An employer can post a job vacancy free of charge on e-Töötukassa and view the CVs of candidates who match the vacancy. Töötukassa can help preselect candidates and advise the employer on recruitment-related matters.

Using job-matching services is especially important when an employer wishes to apply for a training grant or wage subsidy for a new employee. Eligibility for support is linked to the specific person's status and the length of time they have been registered as unemployed, so the candidate's own confirmation is not sufficient. Töötukassa verifies whether the conditions are met.

Additional information: Töötukassa job placement services for employers.

What assistance is available when hiring a person with a health-related limitation?

If a person with a health-related limitation works or is about to start working for an employer, other services may be available in addition to the wage subsidy:

• adaptation of work premises or work equipment;
• provision of work-related assistive equipment for use;
• working with a support person;
• employer counselling;
• reimbursement of social tax for an employee with reduced work ability.

The need for the service is assessed based on the specific person's health-related limitation, job duties and working environment. Not all options are granted automatically or necessarily at the same time.

An employer who employs a person with reduced work ability can submit an application to Töötukassa for the state to pay the social tax. As a rule, the application cannot be submitted retroactively, so it should be submitted as soon as the employment relationship has begun and the employee is eligible for the benefit.

Further information: supporting the employment of a person with health-related limitations and reimbursement of social tax.

How to apply for support?

The exact steps depend on the selected service, but the following is a safe sequence of actions for the employer.

1. Define the actual need

Write down whether the company needs a new employee, training for an existing employee, workplace adaptations or support for hiring someone from a specific target group. The same need may not qualify for several forms of support.

2. Check the conditions before making binding commitments

Do not order training or allow the employee to start training before submitting the application. In the case of a wage subsidy, do not allow the candidate to start work before concluding the necessary agreement and administrative contract with Töötukassa.

3. Contact a Töötukassa consultant

A consultant can check whether the selected service is suitable for the company’s and employee’s circumstances. Prior consultation is particularly important for wage subsidies, work placements and trial work.

4. Submit the application through e-Töötukassa

The company must be represented by a legal representative or an authorised person. The application for training support must justify the need for training and provide information about the employee, training, trainer, scope, schedule and cost.

5. Wait for the decision or conclude an administrative contract

Submitting an application does not yet mean that the support will be granted. Training or the subsidised employment relationship may begin only when the decision or agreement of Töötukassa permits it.

6. Retain expense documents and comply with reporting requirements

Keep invoices, proof of bank transfers, attendance records and other documents proving use of the service. Expenses paid in cash or insufficiently documented may not be reimbursable.

Common mistakes that may cause an employer to lose eligibility for support

Problems most often arise when the employer:

• starts the training before submitting the application;
• hires the person before agreeing on the wage subsidy;
• assumes that every useful training course meets the subsidy conditions;
• commissions an Estonian-language communication course in 2026 that does not prepare participants for a proficiency examination;
• selects a training provider who does not meet the requirements or does not have the activity licence required to provide Estonian language training;
• does not take into account the requirement of at least 50 academic hours;
• fails to submit the annual report;
• has an unscheduled tax debt of at least 100 euros;
• treats a work placement as an unpaid trial period;
• does not retain invoices, proof of bank transfers or participation records;
• terminates the employment relationship with an employee hired with a wage subsidy too early and fails to take into account the possibility that the subsidy may be reclaimed.

Frequently asked questions

Can every Estonian company receive a training grant from Töötukassa?

No. The applicant, employee, employment contract, purpose and duration of the training, training provider and the company's tax compliance must meet the conditions of the specific grant.

Can a member of a company's management board receive a grant for their own training?

Being a member of the management board alone is not sufficient. The training grant is linked to the employee and a compliant employment contract. The eligibility of the specific person must be verified with Töötukassa before ordering the training.

Can the training be shorter than 50 academic hours?

For an employer training grant, the total duration of the planned training must be at least 50 academic hours. As a rule, an individual short seminar is not funded through this grant.

Does Töötukassa reimburse the full cost of the training?

As a rule, up to 80% of eligible costs are reimbursed. When hiring an unemployed person registered with Töötukassa, the grant may amount to 100% under certain conditions. A grant limit applies per employee.

Can a wage subsidy be obtained when hiring any new employee?

No. The person being hired must belong to a target group defined by law. Töötukassa checks whether they are eligible for a wage subsidy.

Is an employment contract concluded during a work placement?

No. To arrange a work placement, Töötukassa and the employer enter into an administrative contract. However, the employer must comply with the working time and occupational health and safety requirements specified in the programme.

What is the difference between a work placement and a trial day?

A work placement develops a jobseeker’s professional knowledge and skills and may last several months. Trial work helps assess a candidate’s suitability for a specific vacancy before entering into an employment contract.

Summary

Töötukassa may help an employer reduce the cost of training an employee or hiring someone from a specific target group, but the support cannot be regarded as automatic reimbursement. The most important rule is to proceed in the correct order: check the conditions, speak to a consultant, submit the application, and start the training or employment relationship only after the necessary decision or agreement has been made.

If a company is looking for an employee, it is worth using Töötukassa's job-matching service and increasing the visibility of the job vacancy through other suitable channels as well. Easyfind.ee allows you to publish job vacancies and present the company, the nature of the work and the contact details required to apply on a single page.

Official sources

• Töötukassa services for employers
• Training grant for employers
• Wage subsidy
• Job placement
• Work placement
• Trial work
• Labour Market Measures Act
• Employment Programme 2024–2029

Editor's note: This article provides a general overview of the conditions in force on 7 September 2026. Eesti Töötukassa decides whether to award the grant based on the specific application and circumstances. Before incurring any costs, always check the current conditions of the specific service on the Töötukassa website.

Artificial intelligence was used in the preparation of this article.