Dual training is a form of vocational education where the practical part takes place in a real corporate environment, at a dual training site, while the theoretical part is delivered at a vocational school or Vocational Training Centre. The employee enters into a vocational training employment contract with their employer; the process is organised within measurable frameworks in line with the Register of Vocational Qualifications and the Training and Outcome Requirements.
For HR teams and SME leaders looking to build a talent pipeline or cover shortage occupations in-house, with scheduling tailored to the company’s operations and a strong practical focus.
Relevant professional qualification + relevant experience, and/or a master craftsman certificate / trainer examination. We check eligibility.
Vocational Training Centre / school contract + vocational training employment contract with the employee; medical fitness certificate, fire safety and occupational safety training.
The statutory part of the training wage is typically eligible for tax and contribution allowances, and an employer success fee may also be available after a successful examination. The exact framework is agreed at the start.
It generally does not conflict with the de minimis framework; however, this depends on the specific project and applicable legislation — we carry out a preliminary check.
Transparent pricing: a fixed fee for the diagnosis and milestone-based fees for implementation; wage components and available allowances are optimised.
Two parts: an interactive section — written, computer-based — and a project task — oral/practical. We organise the administrative part and the preparation.
KPIs: completion rate, examination success, dropout rate, time and cost discipline, HR administration time saved, and management feedback. We provide a closing report.
Depends on the programme and financing structure; we provide the exact number during the preliminary screening.
Decision-making input is required during the preparation phase; we take over the ongoing administration during implementation. The average HR workload is estimated during the diagnosis phase.
Based on references and at least three independent quotations; ensuring FAR/SZIR notifications and preparing the eligibility of examination fees for accounting.
Uploading participant lists and schedules, preparing attendance and online participation documentation, and collecting certificates / qualifications. Employees participating in dual training cannot be included.
Fulfilment of branding and communication obligations on the website, ensuring online access and on-site auditability, and handling requests for missing information and official authority consultations.
We organise and document the training programmes in a way that, provided the effectiveness conditions are met — including continued employment for 180 days — the support can become non-repayable to the greatest possible extent.
We undertake the full implementation of the training programmes included in the already submitted / approved application: scheduling, selection and substantiation of trainer(s) through quotations and references, FAR/SZIR notifications and attendance records, accounting of wage and training costs, documentation of horizontal commitments, and preparation of the final settlement.
For SMEs, at least 3 participants must be included in the training, while for large enterprises, at least 8 participants are required.
Professional knowledge-based, soft skills, ICT and language training programmes; micro-credentials are available only for professional and ICT training.
Yes, at least 16 hours per training programme. One lesson must be at least 45 minutes and is equivalent to 1 working hour. A maximum of 12 different programmes can be recorded per application.
Contact, distance learning and closed e-learning may also be supported; however, wage support can only be accounted for contact-hour components, meaning interactive sessions delivered with an instructor.
Training programmes may start, at the applicant’s own responsibility, on the day following the submission of the application. The full programme must be completed within a maximum of 12 months from the date of the authority contract. The final settlement must be submitted within 90 days of the last training session. The effectiveness measurement is due on the 180th day after completion, but no later than 31 July 2027.
Between 5 March 2025 and 30 November 2025, or until the available funding is exhausted.
Training support: 70% for micro and small enterprises, 60% for medium-sized enterprises, and 50% for large companies. Lost wages and the costs of professional implementation may be supported from the de minimis framework.
As a general rule, HUF 250,000 per person; under certain conditions, this can be increased to HUF 350,000 per person, for example in the case of disadvantaged employees, disadvantaged regions, priority sector TEÁOR codes, if at least 25% of the training amount is allocated to ICT training, or based on SME status.
The hourly wage is calculated as the monthly wage specified in the employment contract divided by 174 hours. The hourly rate is capped at the hourly value of 1.5 times the minimum wage, and the calculation is based on the number of contact hours multiplied by the support intensity.
Each session must verifiably include the topic, date and time, duration, trainer, and list of participants; in the case of online training, logins, logouts and attendance must also be recorded.
Employees participating in dual training are not eligible for support; special conditions apply in the case of temporary agency workers.
Selection declaration covering eligibility, references and cost-effectiveness; FAR/SZIR identifiers; quotations for external training; and cost calculation methodology for internal training.
Up to 50% of the awarded total support, charged against training and professional implementation costs; at the end of the settlement, adjustments are made based on the actual number of participants.
Hourly fees up to the cap applicable to the training type, with separate tables for internal and external training, as well as examination fees, training materials, suitability assessments, etc., in accordance with the rules.
Branding and information requirements must be fulfilled; above HUF 50 million, one or more eligible horizontal activities must also be undertaken and reported on at project closure.
In cases of force majeure and certain employment termination cases, only the training support is reclaimed, without default interest; for the effectiveness measurement, the affected employee may be included in the baseline.
SME: maximum HUF 100 million, large enterprise: maximum HUF 150 million in the fourth phase.
We precisely follow the FAR/SZIR, wage and training cost, and horizontal documentation requirements. We manage the selection of trainers, attendance records and certificates, as well as the administration of advance payments and project closure all in one place — reducing the risk of errors and speeding up settlement.
We provide comprehensive support from developing the grant strategy through submission, contracting, implementation and project closure — whether the funding source is domestic or EU-based, direct or shared management. Our focus: finding the relevant funding source, strong professional content, error-free administration, and strict time/cost control.
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