Training Grants for Employers in Canada: A Practical Guide to Getting Started 

For Canadian employers, employee training can include everything from technology adoption and productivity improvements to workforce retention and new-hire development. Government funding may help offset eligible costs, but strong applications usually start with a clear business need rather than a search for the biggest available grant. 

For first-time applicants, the process can feel unfamiliar. For experienced employers, a return to the basics can help identify stronger projects and avoid missed opportunities. 

Start With the Skills Gap 

Before looking at training grants for employers in Canada, define what your workforce needs to do differently. 

A manufacturer may need employees trained on new equipment. A professional services firm may be introducing new software or AI tools. A growing company may need supervisors to develop new technical or leadership capabilities. 

The stronger the connection among the training, the employee outcome, and the business objective, the easier it is to assess whether government funding may fit. 

Timing also matters. Many programs have rules around when training can begin or when costs become eligible, so employers should investigate funding before registering employees, signing training contracts, or paying deposits. 

Funding Spotlight: Mesure de formation de la main-d’œuvre (MFOR) 

Quebec’s Mesure de formation de la main-d’œuvre (MFOR) is a strong example of employer-focused training support. 

The MFOR program helps Quebec employers identify training needs, carry out training projects, and evaluate their effectiveness. Eligible organizations can include private businesses, cooperatives, nonprofits, self-employed workers, and other qualifying employers.  

Funding is assessed according to factors such as the employer’s needs, the proposed project, government priorities, and available funding rather than through one standard reimbursement amount. The contribution is generally capped at $100,000 per agreement, with exceptions for certain larger or specialized projects.  

Eligible costs can include training-needs assessments, development or purchase of training content, instructor fees, evaluation tools, and certain related expenses.  

For Quebec employers, MFOR reinforces a useful funding principle of building the training plan first and then determining how funding can support it. 

Canadian Training and Hiring Programs for Employers  

The Canada Job Grant (CJG) remains an important framework for employer-led skills training across Canada, although programs are administered provincially and can differ by jurisdiction. 

In Ontario, the current Ontario Job Grant (COJG) supports eligible third-party training for existing employees and new hires. Funding can cover eligible training costs up to $10,000 per trainee, with additional flexibility for smaller employers and certain previously unemployed new hires. Ontario is currently accepting employer applications involving 25 or fewer trainees.  

Other relevant funding programs include: 

Building Up Manitoba Program: Supports eligible Manitoba employers with employee training and workforce development projects. 

Canada-Alberta Workforce Resilience Initiative: Provides employer-led training support for eligible Alberta organizations in trade-exposed sectors. 

Canada Summer Jobs: Helps eligible employers offset the cost of creating summer employment for youth aged 15 to 30. Private-sector employers with 50 or fewer full-time employees can receive up to 50% of the applicable minimum wage, while eligible nonprofits can receive greater support. The 2026 employment period has now concluded, so eligible companies should keep an eye out for the next employer intake.  

Employers planning larger workforce projects may also want to watch out for newer federal opportunities. The Sectoral Workforce Innovation Fund, launched in August 2026, offers continuous intake for larger collaborative workforce projects, with funding of up to $10 million for eligible projects. It is geared toward broader sectoral initiatives rather than routine employer training.  

Back to Funding Basics Before You Apply 

Whether this is your first training grant or your fiftieth, ask a few questions before submitting an application. 

What skills gap are you trying to solve? What should employees be able to do after the training? Is the training provider eligible? Have you applied early enough? Can you clearly document the costs, participants, timelines, and expected business outcomes? 

These fundamentals can be more important than the size of the grant itself. 

Government training and hiring programs change frequently, and eligibility varies by province, employer size, project type, and employee group. Building government funding into workforce planning early gives businesses more time to identify the right opportunity and prepare a competitive application. 

Ryan’s Canadian Government Funding team can help assess upcoming training, hiring, technology adoption, and workforce development projects against available federal and provincial funding programs. Connect with our team to identify relevant opportunities and start preparing your funding applications before your next workforce investment begins.