INFPC Co-Financing: How Luxembourg Healthcare Employers Can Save 15–35% on Training
Training budgets in healthcare are always under pressure; you’ve got staff shortages, shift work, and patient safety to think about.
The good news? INFPC co-financing can pay back part of your eligible training spend — and yes, that can include language training when it’s structured and documented properly. The base rate is 15%, and in some cases the wage-cost part can be covered at 35% for specific employee profiles.
In this article, we’ll explain how INFPC co-financing works, what refund rates apply, and how healthcare providers can use it to fund Luxembourgish and medical language training for their staff.
What is INFPC co-financing (and who can use it)?
INFPC (Institut National pour le développement de la Formation Professionnelle Continue) is the national body that processes Luxembourg’s state aid for continuing vocational training for private-sector employers.
Through this programme, companies can recover between 15% and 35% of eligible training costs invested in employee development during the financial year.
This applies to a wide range of professional training activities — including language training.
Note for healthcare employers: Language courses, including Luxembourgish for patient communication, are explicitly listed as eligible training under the INFPC framework.
In practice, this means hospitals, care homes, home-care providers, and medical organisations can receive substantial refunds for structured language training programmes delivered to their staff.
Why INFPC co-financing matters in healthcare language training
If you’ve managed training in a healthcare setting, you’ve probably seen this before:
Language training is one of the few training categories that can improve:
And because INFPC can co-fund eligible training costs, it often changes the internal conversation from “nice idea” to “ok, we can make this work.”
INFPC refund rates: 15% vs 35% (what “up to 35%” really means)
Let’s make this crystal clear, because this is where people misunderstand the scheme.
📍Base refund rate: 15% (broadly applies)
The state contribution is 15% (taxable) of the annual amount invested in eligible training.
Eligible expenses typically include items such as:
The exact eligibility depends on how the training is set up and reported, but 15% is the baseline most employers can plan around.
📍Enhanced refund rate: 35% (salary costs only, for specific profiles)
The contribution increases to 35% (taxable) for the wage costs of participants who meet specific criteria at the start of training, such as:
In healthcare, that often includes nursing assistants, care aides, and support staff — which is why the 35% wage-cost rate can be very relevant.
Worth the effort? If your workforce includes a lot of staff fitting those profiles, often yes.
Deadline: when you must apply (and why people miss it)
Most missed funding isn’t because the training wasn’t eligible. It’s because the paperwork came in late.
⏱️ INFPC applications must reach INFPC within five months of the end of the financial year — no later than 31 May. No extensions. Late submissions are rejected.
If your finance year ends on 31 December, the “31 May” deadline is straightforward. If your financial year ends on a different date, the five-month rule still applies — you just need to map it properly.
Teams often start collecting documents in April. That’s already risky. A safer rhythm is:
What’s eligible (and what isn’t): keep your claim clean
This part saves you headaches.
Commonly eligible: structured, documented training
INFPC is built around the idea of a training plan (even if you don’t call it that internally). Language training tends to fit well when it has:
Not covered: training that’s legally mandatory for regulated professions
Guichet’s guidance is explicit: the aid doesn’t cover continuing training that is mandatory by law for the exercise of regulated professions.
This matters for healthcare. If a course is legally required (not just “recommended”), treat it carefully in your training plan and documentation.
Real cost examples: Lëtz Care language programme (with INFPC impact)
To make this more specific, let’s look at Educateme’s Lëtz Care programme, designed specifically for healthcare professionals working with patients in Luxembourg.
Programme Pricing & INFPC Impact
The good news? INFPC co-financing can pay back part of your eligible training spend — and yes, that can include language training when it’s structured and documented properly. The base rate is 15%, and in some cases the wage-cost part can be covered at 35% for specific employee profiles.
In this article, we’ll explain how INFPC co-financing works, what refund rates apply, and how healthcare providers can use it to fund Luxembourgish and medical language training for their staff.
What is INFPC co-financing (and who can use it)?
INFPC (Institut National pour le développement de la Formation Professionnelle Continue) is the national body that processes Luxembourg’s state aid for continuing vocational training for private-sector employers.
Through this programme, companies can recover between 15% and 35% of eligible training costs invested in employee development during the financial year.
This applies to a wide range of professional training activities — including language training.
Note for healthcare employers: Language courses, including Luxembourgish for patient communication, are explicitly listed as eligible training under the INFPC framework.
In practice, this means hospitals, care homes, home-care providers, and medical organisations can receive substantial refunds for structured language training programmes delivered to their staff.
Why INFPC co-financing matters in healthcare language training
If you’ve managed training in a healthcare setting, you’ve probably seen this before:
- The team wants better communication with patients
- Supervisors want fewer misunderstandings on the ward
- HR wants smoother onboarding for new international staff
- Finance wants a number they can live with
Language training is one of the few training categories that can improve:
- patient communication (comfort, consent, clarity)
- teamwork (handover notes, shift briefings, incident reporting)
- retention (staff feel more confident and less “out of place”)
And because INFPC can co-fund eligible training costs, it often changes the internal conversation from “nice idea” to “ok, we can make this work.”
INFPC refund rates: 15% vs 35% (what “up to 35%” really means)
Let’s make this crystal clear, because this is where people misunderstand the scheme.
📍Base refund rate: 15% (broadly applies)
The state contribution is 15% (taxable) of the annual amount invested in eligible training.
Eligible expenses typically include items such as:
- external trainer or training provider fees
- certain training-related operating costs
- wage costs during training (when documented properly)
The exact eligibility depends on how the training is set up and reported, but 15% is the baseline most employers can plan around.
📍Enhanced refund rate: 35% (salary costs only, for specific profiles)
The contribution increases to 35% (taxable) for the wage costs of participants who meet specific criteria at the start of training, such as:
- employees over 45
- employees without a recognised qualification who have worked for the employer less than 10 years
In healthcare, that often includes nursing assistants, care aides, and support staff — which is why the 35% wage-cost rate can be very relevant.
Worth the effort? If your workforce includes a lot of staff fitting those profiles, often yes.
Deadline: when you must apply (and why people miss it)
Most missed funding isn’t because the training wasn’t eligible. It’s because the paperwork came in late.
⏱️ INFPC applications must reach INFPC within five months of the end of the financial year — no later than 31 May. No extensions. Late submissions are rejected.
If your finance year ends on 31 December, the “31 May” deadline is straightforward. If your financial year ends on a different date, the five-month rule still applies — you just need to map it properly.
Teams often start collecting documents in April. That’s already risky. A safer rhythm is:
- January–February: gather training records + participant lists
- March: check wage-cost eligibility for 35% profiles
- April: finalise totals, confirm invoices, prep application file
- Early May: submit (and keep proof of submission)
What’s eligible (and what isn’t): keep your claim clean
This part saves you headaches.
Commonly eligible: structured, documented training
INFPC is built around the idea of a training plan (even if you don’t call it that internally). Language training tends to fit well when it has:
- clear objectives (patient communication, healthcare vocabulary, workplace situations)
- defined hours and attendance tracking
- invoices + participant details
- proof the training actually happened (certificates, registers, reports)
Not covered: training that’s legally mandatory for regulated professions
Guichet’s guidance is explicit: the aid doesn’t cover continuing training that is mandatory by law for the exercise of regulated professions.
This matters for healthcare. If a course is legally required (not just “recommended”), treat it carefully in your training plan and documentation.
Real cost examples: Lëtz Care language programme (with INFPC impact)
To make this more specific, let’s look at Educateme’s Lëtz Care programme, designed specifically for healthcare professionals working with patients in Luxembourg.
Programme Pricing & INFPC Impact
*35% applies to salary costs of eligible employees only.
💰 Real-world example
10 nursing assistants, average age 50, enrolled in the Full Programme:
For many healthcare organisations, this turns language training from a “nice to have” into a financially strategic decision.
A practical INFPC checklist for healthcare HR
If you only take one thing from this articla, make it this checklist. It prevents 80% of avoidable back-and-forth.
Before training starts
✅ Confirm training objectives and link them to job roles (patient communication, onboarding, safety)
✅ Build a participant list with roles, age brackets, qualification status (for 35% checks)
✅ Confirm schedule format (shift-friendly delivery, attendance tracking method)
During training
✅ Keep attendance records (session-by-session, signed or digitally tracked)
✅ Keep training materials / course plan (a simple syllabus is enough)
✅ Track training hours per participant
After training
✅ Collect certificates or completion statements
✅ Store invoices + proof of payment (don’t chase this in May)
✅ Prepare a short HR report (who attended, hours completed, outcomes)
Why healthcare teams choose Educateme for INFPC-eligible language training
Healthcare doesn’t run on neat office hours. And language training fails fast when it doesn’t respect shifts, workload, and real patient interactions.
When you train with Educateme, the goal is simple: language progress that shows up on the floor, plus admin that doesn’t eat your HR team alive.
What you get:
No drama. No missing documents the week before submission.
The bottom line for Luxembourg healthcare employers
INFPC co-financing is one of the most practical ways to reduce the cost of staff development in Luxembourg healthcare — especially when your training is planned, documented, and aligned with real job needs. The base 15% refund already helps. And if part of your workforce fits the eligible profiles, the 35% wage-cost reimbursement can move the numbers in a big way.
If you’re considering Luxembourgish or medical language training for your team, the smartest next step is to map your participant profiles and your calendar now — not in April.
👉 Book a free 15-minute consultation to check eligibility, choose the right training format for shift work, and estimate what you could recover via INFPC co-financing.
💰 Real-world example
10 nursing assistants, average age 50, enrolled in the Full Programme:
- Total investment: 10 × €9,600 = €96,000
- Effective cost after INFPC (salary costs at 35%): ≈ €62,400
- Total savings: €33,600
For many healthcare organisations, this turns language training from a “nice to have” into a financially strategic decision.
A practical INFPC checklist for healthcare HR
If you only take one thing from this articla, make it this checklist. It prevents 80% of avoidable back-and-forth.
Before training starts
✅ Confirm training objectives and link them to job roles (patient communication, onboarding, safety)
✅ Build a participant list with roles, age brackets, qualification status (for 35% checks)
✅ Confirm schedule format (shift-friendly delivery, attendance tracking method)
During training
✅ Keep attendance records (session-by-session, signed or digitally tracked)
✅ Keep training materials / course plan (a simple syllabus is enough)
✅ Track training hours per participant
After training
✅ Collect certificates or completion statements
✅ Store invoices + proof of payment (don’t chase this in May)
✅ Prepare a short HR report (who attended, hours completed, outcomes)
Why healthcare teams choose Educateme for INFPC-eligible language training
Healthcare doesn’t run on neat office hours. And language training fails fast when it doesn’t respect shifts, workload, and real patient interactions.
When you train with Educateme, the goal is simple: language progress that shows up on the floor, plus admin that doesn’t eat your HR team alive.
What you get:
- INFPC-ready documentation: attendance certificates, training records, participant profiles, invoices, HR-friendly summaries
- Healthcare-specific content: Medical Luxembourgish (Lëtz Care), patient-focused situations, clear competency checklists
- Deadline support: reminders and help spotting which employees may qualify for the 35% wage-cost rate
No drama. No missing documents the week before submission.
The bottom line for Luxembourg healthcare employers
INFPC co-financing is one of the most practical ways to reduce the cost of staff development in Luxembourg healthcare — especially when your training is planned, documented, and aligned with real job needs. The base 15% refund already helps. And if part of your workforce fits the eligible profiles, the 35% wage-cost reimbursement can move the numbers in a big way.
If you’re considering Luxembourgish or medical language training for your team, the smartest next step is to map your participant profiles and your calendar now — not in April.
👉 Book a free 15-minute consultation to check eligibility, choose the right training format for shift work, and estimate what you could recover via INFPC co-financing.