The Federal Learning Account (FLA) is likely to be postponed until 1 January 2026.

The introduction of the Federal Learning Account (FLA) is likely to be postponed again, now until 1 January 2026. A new delay for the Federal Learning Account (FLA) is being prepared in parliament. The ultimate goal is to abolish and replace the FLA with a less burdensome administrative system.

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Federal Learning Account

The Federal Learning Account (FLA), which is the system used to register training, has been postponed to 1 September 2025.

The coalition agreement states: “We will abolish the Federal Learning Account and then look for a system that is less administratively burdensome.”

It is still unclear what this new system will look like. In the meantime, the start date has been moved to 1 September 2025. There is now a legislative proposal to delay the FLA for a third time until 1 January 2026.

The ultimate goal remains the abolition of the FLA.

What about the training plan?

The abolition of the FLA, however, does not affect your obligation as an employer to create a training plan. If the FLA is abolished, your employees will still have the right to attend training. The FLA is simply the tool used to register that training. Additionally, the FLA will be replaced. Your obligation as an employer to continue offering training remains unchanged. Therefore, you must still always create a training plan, as long as you meet the necessary conditions.

What about individual training rights?

Individual training rights will also remain in place.
In companies with at least 20 employees, the individual training right amounts to 5 days, unless otherwise specified at the sectoral level.

However, there are a number of changes coming.
The coalition agreement includes the following statement: “We will maintain an individual training right, but will implement it with more flexibility and partial collectivisation. In consultation with social partners, we will focus on the employees who need it most and reduce administrative hassle by excluding, among others, flexi-jobs, seasonal workers, and students. Accumulated training rights cannot be converted into wage payments. Informal training within SMEs will be counted. To this end, the existing exemptions and exceptions will remain for companies with fewer than 10 and 20 employees.”