Entry qualification for young people

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The entry qualification for young people , EQJ for short , is a long-term company internship and is intended to serve as a bridge to training. The aim is to impart knowledge and skills that prepare them for a recognized training occupation.

As part of the training pact , the leading business associations have promised to create 25,000 internship positions a year for young people who are not yet considered ready for training.

Requirements, duration and amount of funding

In order to be able to offer an EQJ place, a company must determine the content, duration and remuneration of the internship. When the offer has finally been reported to the competent chamber , the employment agency will participate in the selection of applicants after provisional confirmation. Young people who are registered with the Employment Agency and who are looking for training and who have limited placement prospects, young people without the required qualification for training, and those with learning difficulties and socially disadvantaged training seekers are eligible for funding. There are grounds for exclusion with regard to previous employment with the same employer and employment with a spouse, partner or parents. In addition, one and the same young person may only receive funding for a maximum of twelve months in total ( Section 235b SGB ​​III ). If a participant is found, the employer registers the applicant with the employers' liability insurance association . If the participant is required to attend vocational school, the company will register him / her for the vocational school . Exceptions are pupils who have been released from compulsory schooling for the period of the EQJ by the education authority . The employer can now submit an application for funding to the Employment Agency. It should be noted that there is no legal entitlement to funding. The employment agency reimburses the private employer for 6–12 months (max. 231 € per month, as of 01/2017). The applicant is usually paid this amount. In addition, the employer receives up to € 109 as a flat-rate total contribution to social insurance. Material and personnel costs as well as contributions to the employer's liability insurance association are borne by the employer.


The advantages for the company are many. Many companies appreciate being able to get to know the applicant better before starting their training. In contrast to the regular recruitment process, young people who are struggling with deficits also get a chance. You will be given the opportunity to reduce uncertainties and to grow with the tasks assigned. At the same time they acquire basic knowledge in the desired profession. A transition to regular training is possible within the normal training period . The EQJ time can at least partially be counted as training time. Crediting can only be done by a competent body (chamber).


It is criticized that displacement and deadweight effects occur. Paid workers in apprenticeships are laid off and replaced by the much cheaper interns. Sometimes an apprenticeship position is also promised after the internship, but the interns do not have a legal claim to it. It is also criticized that in individual cases young people complete an entry-level qualification , although there are apparently no deficits with them.

Web links

Individual evidence

  1. EQJ guideline ( Memento from September 16, 2011 in the Internet Archive ) on Arbeitsagentur.de (PDF)
  2. ^ Report from Mainz: Exploitation instead of training on swr.de.