Top Funding Programs for Hiring and Training in 2026

Hiring is hard enough, and training can be even harder. When your Canadian business does both, costs can pile up fast. 

The good news is that there are Canadian government funding programs that can offset wage costs, onboarding, internships, and third-party training. For mid-sized and enterprise employers, these funding programs can also support bigger initiatives such as workforce planning, skills modernization, and building internal capacity in hard-to-hire roles. 

In this 2026 update, we’ve focused on government funding programs actively available right now (open/continuous intake or ongoing application pathways through delivery partners). Where a funding program is technically “open” but has constraints (for example, budget allocation limits), we call that out clearly. 

“Young talent offers fresh perspectives that can fuel innovation.” 
– Government of Canada 

 

What to Know Before You Apply in 2026 

Hiring and training funding usually falls into three buckets 

Wage subsidies help reduce payroll risk while your business ramps up a new hire’s productivity. Training grants offset third-party skills development for new or existing employees. Work-integrated learning funding supports co-ops, internships, and student placements, so your business can build a talent pipeline before you compete for permanent hires. 

Many employers combine these buckets by bringing someone in through a supported placement, converting them to a full-time role, then applying a training grant to upskill them. 

“Open” doesn’t always mean “unlimited” 

Some hiring funding programs are open for continuous intake, while others are “open” but constrained by fiscal-year budgets, geographic eligibility, or delivery partner availability. For example, British Columbia’s Employer Training Grant is described as “open and continuous,” but the province also notes the budget for the 2024/25 fiscal year is fully allocated and points employers to WorkBC for specific application periods.  

This is why the most successful applicants approach funding like a process, not a one-off form. 

Your best advantage is preparation 

Compelling government funding applications bridge the gap between the requested capital and tangible business results, such as accelerated onboarding, reduced skills gaps, productivity improvements, retention, or the ability to adopt new tools and processes. If your business is planning for hiring in 2026, make sure to build funding into your workforce plan early, apply at the right intake timelines, and keep documentation tight. 

Federal Hiring and Training Government Funding Programs  

Student Work Placement Program (SWPP) 

The Student Work Placement Program (SWPP) supports paid work-integrated learning (WIL) by providing wage subsidies through delivery partners. It’s a practical way for employers to build a pipeline of early talent while controlling costs, especially for roles that require on-the-job learning (analytics, tech, finance, operations, HR, marketing, and more).  

Funding Snapshot: SWPP 
SWPP helps employers create quality paid student placements through delivery partners.  

• Objective: Support paid WIL opportunities for post-secondary students while strengthening employer talent pipelines.  
• Funding amount: Wage subsidies are delivered through Employer Delivery Partners and vary by partner and placement type.  
• Eligible applicants: Employers working with SWPP delivery partners (specific eligibility depends on the partner).  
• Eligible projects: Co-ops, practicums, internships, mentorship programs, and other student work placement activities.  
• Timeline: Ongoing; employers access funding through delivery partners as placements are available.  

Mitacs Accelerate 

Mitacs Accelerate funds research-based internships that connect employers with graduate students and postdoctoral fellows to solve defined business challenges. The model works well for employers who need applied research support tied to real outcomes: product development, process improvement, commercialization strategy, data science, and operational optimization.  

Funding Snapshot: Mitacs Accelerate 
Accelerate supports collaborative internships where your organization co-develops a project with an academic partner.  

• Objective: Drive applied research and knowledge transfer between employers and academic talent.  
• Funding amount: Common structure is leveraged funding of $15,000 per four to six-month internship, with an organization contribution starting at $7,500 (program structure and streams can vary).  
• Eligible applicants: For-profit and not-for-profit organizations partnering with eligible academic institutions (details vary by project and stream).  
• Eligible projects: Defined research or innovation problems with clear deliverables and supervision by an academic lead.  
• Timeline: Rolling intake (“apply anytime” guidance is commonly provided by participating institutions).  

NRC IRAP Youth Employment Program (YEP) 

Delivered by the National Research Council’s Industrial Research Assistance Program (NRC IRAP), the Youth Employment Program (YEP) supports eligible businesses hiring young post-secondary graduates to work on innovation-related projects. It’s best suited to employers with research and development (R&D) or technology-linked objectives (engineering, market analysis for tech products, process development, multimedia, and more).  

Important note: this program is not a fit for every enterprise, since eligibility is geared to incorporated, for-profit small and medium-sized enterprises (SME) (500 or fewer full-time equivalents). That said, many larger organizations explore this through eligible subsidiaries or innovation units where the criteria can be met. 

Funding Snapshot: NRC IRAP YEP 
YEP offsets salary costs for young talent contributing to innovation-focused business needs.  

• Objective: Help businesses hire young talent to support innovation capacity and business/technical projects.  
• Funding amount: Financial assistance is cost-shared and typically covers a portion of salary costs (details confirmed during the IRAP engagement process).  
• Eligible applicants: Incorporated, for-profit businesses with 500 or fewer full-time equivalents, ready to work with NRC IRAP.  
• Eligible projects: Projects with R&D, engineering, market analysis, product/process development, or related innovation activities.  
• Timeline: Ongoing pathway; businesses connect with IRAP, work with an advisor, develop a proposal, then hire and claim monthly reimbursements once approved. 

Provincial Hiring and Training Government Funding Programs 

WorkBC Wage Subsidy Program (British Columbia) 

WorkBC’s Wage Subsidy Program supports employers who hire eligible WorkBC clients needing on-the-job training and work experience. It’s a strong option for employers looking to fill roles while building skills internally, especially in operational or customer-facing positions where training is essential. WorkBC notes the subsidy can cover a portion of wages for up to 24 weeks, tied to coaching and training provided by the employer.  

Funding Snapshot: WorkBC Wage Subsidy Program 
This program covers part of wages in exchange for structured coaching and on-the-job training.  

• Objective: Match employers with WorkBC clients who require training and work experience, reducing hiring risk.  
• Funding amount: Temporary subsidy covering part of wages, with coverage described as up to 24 weeks.  
• Eligible applicants: Employers hiring eligible WorkBC clients (referrals typically coordinated through local WorkBC centres).  
• Eligible projects: Hiring and structured on-the-job training, coaching, and supervision.  
• Timeline: Active program; employers are directed to apply and/or contact local WorkBC for eligible client referrals.  

B.C. Employer Training Grant (ETG) 

The B.C. Employer Training Grant (ETG) is a cost-sharing program that supports employer-led skills training, including training for prospective new hires. The province describes funding of up to 80% of training costs, capped at $10,000 per employee and $300,000 per employer annually.  

The province also flags that the budget for the 2024/25 fiscal year is fully allocated and indicates that only certain communities may still apply, with employers directed to WorkBC for application periods. That doesn’t make ETG “dead,” but it does mean eligibility and timing require a closer look before you plan around it. 

Funding Snapshot: B.C. ETG 
ETG supports structured third-party skills training for employees and, in some cases, new hires.  

• Objective: Help employers fund training that adapts workforce skills to labour market needs.  
• Funding amount: Up to 80% of training costs, $10,000 per employee, and $300,000 per employer per year.  
• Eligible applicants: Employers operating in B.C. and in good standing (full criteria and timing flow through WorkBC).  
• Eligible projects: Skills training for current workforce; can include prospective new hires depending on rules.  
• Timeline: Described as “open and continuous,” but subject to allocation and WorkBC application periods.  

START Program (Nova Scotia) 

Nova Scotia’s START Program helps employers hire unemployed Nova Scotians by offering wage incentives and, in some cases, support for training costs and equipment. Funding amounts are determined case-by-case by Employment Nova Scotia, based on the job, wages, skill level, and other factors.  

Funding Snapshot: START Program (Nova Scotia) 
The START program can support wages, training, and job-related costs to help employers fill vacancies with eligible candidates.  

• Objective: Help employers connect with unemployed Nova Scotians and offset hiring and training costs.  
• Funding amount: Wage incentives and other support determined case-by-case by Employment Nova Scotia.  
• Eligible applicants: SMEs with a physical location in Nova Scotia; employees must live and work in the province.  
• Eligible projects: Hiring eligible unemployed individuals, including related training and direct costs tied to the new employee.  
• Timeline: Employers must apply before hiring the employee, and applications are submitted through the province’s Labour Market Programs Support System (LaMPSS) .  

Graduate to Opportunity (GTO) (Nova Scotia) 

The Graduate to Opportunity (GTO) program offers a salary incentive to help Nova Scotia employers hire recent graduates into new, permanent, full-time roles. GTO Grow provides 25% of the first year’s salary and 12.5% of the second year’s salary for eligible employers hiring a recent graduate. GTO Innovate supports innovation-focused roles with 30% in year one and 15% in year two.  

This program has clear employer-size conditions (for example, GTO Grow is tied to employers under 100 employees or other defined categories; GTO Innovate has a 200 full-time employee cap). If you’re mid-market, it’s often a strong fit. 

Funding Snapshot: GTO (Nova Scotia) 
GTO reduces the salary cost of hiring eligible recent graduates into permanent roles.  

• Objective: Strengthen the workforce and retain young people through salary incentives.  
• Funding amount: 
• GTO Grow: 25% (Year 1) + 12.5% (Year 2)  
• GTO Innovate: 30% (Year 1) + 15% (Year 2)  
• Eligible applicants: Defined employer categories for GTO Grow; GTO Innovate requires a for-profit business with no more than 200 full-time employees.  
• Eligible projects: New, permanent, full-time roles for recent graduates; Innovate requires significant innovation-based activities.  
• Timeline: Applications submitted online through LaMPSS; the province notes a typical review time of about two weeks.  

Mesure de formation de la main-d’œuvre – Volet entreprises (Québec) (MFOR) 

Québec’s Mesure de formation de la main-d’œuvre (MFOR) supports the development of workforce skills through training initiatives. For the “volet entreprises,” the guide explains it is aimed at workers already employed and supports competency development, with interventions aligned to priorities set at regional and local levels.  

The guide also notes support is prioritized for Québec SMEs (in the guide, a focus is described for 6–99 employees), but it may be possible to support employers outside that range with authorization. This is the kind of program where enterprise employers benefit from a guided approach: eligibility can be nuanced, and documentation matters. 

Funding Snapshot: Québec MFOR (Volet entreprises) 
MFOR helps fund workforce skills development for employees in Québec, aligned to regional priorities.  

• Objective: Support competency development for employed workers through employer-linked training measures.  
• Funding amount: The official guide focuses on the framework, prioritization, and how support is delivered. Funding levels and decisions are handled through the program administration process and may vary by region and project.  
• Eligible applicants: Québec employers (public and political bodies excluded), with prioritization described for SMEs; exceptions may be possible with authorization. 
• Eligible projects: Training initiatives that develop employee skills. Structure depends on the approved training plan and regional priorities.  
• Timeline: Program delivery is tied to regional/local priorities and the administrative review process; planning is critical. 

Connect with our Ryan Government Funding Team 

Hiring and training funding works best when it’s treated as part of workforce planning, not a last-minute scramble. Many of these programs can be thoughtfully layered by combining wage subsidy or placement funding to bring someone in, then a training grant to build role-specific capability, followed by a longer-term workforce development plan to improve retention and productivity. 

The other key takeaway: “open” programs still have rules, and those rules change. Employer eligibility, funding caps, and intake periods can shift by fiscal year, region, or delivery partner. Building a clean internal process for funding applications helps you move faster when the right opportunity appears. 

Our Ryan Government Funding team can help you identify the best-fit programs for hiring and training, confirm eligibility, map funding to roles and training plans, and support your application package end-to-end. If you want to reduce payroll risk, fund upskilling, and build a repeatable approach to workforce development funding, contact our team to start your funding strategy and move into application mode.