Workplace First Aid Training: Who Pays and What Subsidies Are Available?

You need to register three employees for workplace first aid training.

As you explore your options, you discover that some training courses may be subsidized.

Good news!

But a few questions come to mind. Is your company eligible? Can all three employees benefit from the subsidy? And who pays their wages during the two days of training?

For many Quebec employers, understanding how workplace first aid training subsidies work isn’t always straightforward.

Some assume that all training is automatically subsidized. Others believe the company must pay the full cost of every course.

The reality falls somewhere in between.

In Quebec, workplace first aid training may be subsidized depending on the company’s industry and number of employees. However, employers still have certain financial responsibilities, particularly when it comes to employees’ time spent in training.

Here’s how the subsidy program works, how to determine your needs and what to check before registering your employees.

 

Is workplace first aid training subsidized?

Yes, subject to the number of eligible training spots and the program’s requirements.

In Quebec, a subsidy program helps cover the cost of workplace first aid training for eligible establishments and construction sites.

The number of subsidized training spots depends on several factors, including the company’s industry, the number of employees and the need to ensure first aider coverage during each work shift.

However, these subsidies are not unlimited.

A percentage of the workforce may be used to determine how many employees can receive subsidized training over a three-year period.

For example, a company may qualify for several subsidized training spots but still need to pay for registrations that exceed the eligible number.

A business that chooses to train more first aiders than the number covered by the subsidy can certainly do so. It simply needs to budget for the additional training.

The important thing is not to assume that every registration will automatically be covered.

 

What are the subsidy percentages by industry?

The program uses different percentages to calculate how many employees may qualify for subsidized training.

These percentages do not represent a discount on the training price.

Instead, they are used to determine the number of employees whose training may be subsidized.

This distinction is important.

For example, if the applicable percentage for your establishment is 5%, it does not mean that you receive a 5% discount on each training course.

It means that the number of eligible training spots is calculated using that percentage.

The exact number remains subject to the program’s rules and the training provider’s applicable conditions.

 

Example: How many subsidized training spots are available for a company with 100 employees?

Let’s consider a hypothetical service company with 100 employees working at one establishment.

For general establishments, the applicable percentage is 5%.

The calculation is:

100 employees × 5% = 5 employees

In this example, training for five first aiders could be subsidized, subject to the program’s conditions.

However, previously subsidized training must also be considered, along with the need to ensure first aider coverage during each shift.

Suppose two employees completed subsidized training within the past three years and still hold valid certifications.

Those two training spots must be included in the calculation.

The company might therefore qualify for three additional subsidized training spots, subject to its shift coverage requirements.

This example illustrates how the calculation works. The final number must be confirmed according to the program’s administrative rules and the establishment’s specific situation.

 

Why does training completed within the last three years matter?

The number of subsidized training spots does not automatically reset every year.

Subsidies are calculated over a three-year period.

This corresponds to the validity period of workplace first aider certification, which is also three years.

Let’s say a company trained four employees last year.

It now wants to register three more employees.

Before assuming that all three new registrations will qualify for subsidies, the employer must verify how many training spots have already been subsidized during the applicable period.

This information can affect the amount the company will need to pay.

Keeping an up-to-date record of trained employees is therefore useful.

That record should include certification dates, previously subsidized training and employees who have left the company.

This helps employers avoid overestimating the number of new subsidized training spots available.

 

Is the subsidy paid directly to the employer?

No.

Under the workplace first aid training subsidy program, the subsidy is paid directly to the training provider according to the terms of its agreement.

The employer therefore does not have to pay the subsidized amount upfront and then wait for reimbursement.

However, if the number of registered employees exceeds the eligible number, the training provider may charge the employer for the additional registrations, following an agreement with the company.

This is why it is best to confirm subsidy eligibility before registering employees.

The provider can review the relevant information and explain which conditions apply.

It is also important to distinguish this subsidy from other government programs supporting workforce training, as eligibility requirements can vary.

 

Who pays employees’ wages during first aid training?

This is one of the most important questions for employers.

Under Quebec regulations, an employee designated as a workplace first aider may take the time required to obtain or renew their certification without losing wages.

In other words, employees should not experience a loss of income simply because they must temporarily leave their regular duties to attend mandatory first aid training.

The employer must therefore account for this expense.

For regular workplace first aid training, employers should generally plan for 16 hours of training.

When the selected training format includes an online theoretical component, that portion also counts as training time and must be paid.

Even when the training itself is subsidized, the company must consider these hours when planning its operations.

For example, it may need to reorganize tasks, temporarily replace certain employees or adjust work schedules.

These arrangements can create additional costs, even when training fees are covered.

Subsidized training does not necessarily mean that training comes at no cost to the employer.

 

Does the employer have to cover travel expenses?

Quebec regulations also establish certain responsibilities regarding travel expenses.

When training can be provided within 40 kilometres of the employee’s usual workplace, the employer must cover the designated employee’s necessary travel expenses, according to the applicable provisions.

The location of the training should therefore be considered when planning registrations.

For example, a company may find a training session in a nearby city.

In this situation, the cost of a non-subsidized 16-hour training course is not the only expense to consider.

Travel time, eligible travel expenses and work schedule adjustments may also come into play.

When training is not subsidized, the employer must budget for the registration fees as well as the employee’s wages for the full 16 hours of training.

For training offered farther away or requiring special travel arrangements, employers should verify the applicable rules and employment agreements before assuming that all expenses will be covered.

The obligations relating to training and travel expenses are addressed in sections 18 and 19 of Quebec’s Regulation respecting minimum standards of first aid and first aid.

 

Are small businesses eligible for subsidized first aid training?

Subsidies are not reserved for large organizations.

Small businesses also have workplace first aid obligations.

Under the program rules described here, businesses with more than one employee are eligible for subsidies. The number of eligible training spots must then be calculated based on the applicable percentage or the number of first aiders required per work shift.

The objective is to ensure that a qualified first aider is present whenever employees are working.

For example, a small business with eight employees must generally ensure that at least one qualified first aider is available during working hours.

Depending on the company’s schedule, additional trained employees may be needed to maintain continuous coverage.

It is important to distinguish two different calculations:

• The number of first aiders required to meet workplace first aid obligations.

• The number of training spots eligible for subsidies.

Even when subsidies do not cover every training need, the employer must still ensure that enough qualified first aiders are available.

 

What if a company wants to train more employees than the number covered by subsidies?

That’s entirely possible.

A company may decide to train more first aiders than the minimum required.

This can be particularly useful for covering employee vacations, absences, departures and different work shifts.

Consider a warehouse with 80 employees working across two shifts.

Management may choose to train several employees to ensure that qualified first aiders are available throughout the day.

After reviewing eligibility, some training spots may qualify for subsidies while others may not.

The company can choose to pay for the additional training to ensure adequate coverage across its teams.

This approach may be especially valuable when staffing is limited or replacing absent employees is difficult.

The subsidy program should never be confused with the employer’s obligation to maintain adequate first aid coverage.

Even when a training spot is not subsidized, the employer must still train the employees necessary to meet its obligations.

 

Can workplace first aid certification renewals be subsidized?

Yes.

Certification renewals may qualify for subsidies, depending on the program’s conditions and the number of eligible training spots available to the establishment.

Workplace first aider certification is valid for three years.

Once that period has passed, employees must complete the full 16-hour training course again to obtain a new certificate.

Employers should therefore include renewals in their training plans.

However, an expiring certificate does not automatically guarantee access to another subsidized training spot.

Eligibility must be confirmed according to the current program rules.

Planning new registrations and renewals together gives employers a more accurate picture of upcoming training requirements and potential costs.

 

Who pays for first aid training in forest and marine environments?

Some work environments require first aid training adapted to specific risks and emergency response conditions.

This is particularly true for employees working in forests or at sea.

Santinel offers workplace first aid training with forest and marine components, as well as a 40-hour forest first aid training course.

The workplace first aid courses with forest or marine components are part of the same subsidy program as the regular 16-hour workplace first aid course.

Therefore, subsidies may apply to these courses, depending on the number of eligible training spots.

However, the 40-hour forest first aid training course is not eligible for this subsidy.

Employers must therefore budget separately for that training.

For example, a forestry company may need to consider additional requirements related to first aider qualifications and emergency response in remote locations.

Before requesting a quote, it is helpful to clarify the work environment, employee locations and specific training requirements.

To explore the available options, consult Santinel’s workplace first aid training programs.

 

How can you calculate the actual cost of first aid training for your business?

When planning training, it can be tempting to focus exclusively on the course price.

However, a realistic budget should account for several factors.

Let’s imagine a company that needs to train four first aiders.

Two registrations qualify for subsidies, while the other two must be paid for by the employer.

The company must also release all four employees from their usual duties to complete the 16-hour training.

The following table provides a practical overview of the costs to consider.

Not every company will necessarily incur expenses in each category.

For example, a business that can release employees without hiring temporary replacements may not have additional staffing costs.

On the other hand, a company operating with a smaller team may need to reorganize schedules to maintain operations.

Planning becomes particularly important when several employees must complete training at the same time.

 

Can workplace first aid training be organized at the company’s premises?

Yes.

Some employers prefer to bring employees together for a training session held directly at their workplace.

This option may simplify logistics, especially when several employees need training.

It can also reduce travel requirements.

However, organizing an on-site training session depends on the provider’s availability, the number of participants, required equipment and applicable program conditions.

Training delivered at the employer’s premises is not automatically fully subsidized.

The eligible costs and subsidy calculation method are the same as those used for public training sessions.

The amount billed for a non-subsidized registration cannot exceed the cost of training per employee.

Discussing the available options with the training provider can help determine the most practical arrangement.

Santinel offers businesses the option of requesting a quote for workplace first aid training adapted to their needs.

 

How can you verify subsidy eligibility before registering employees?

Before confirming registrations, employers should gather information that will help the training provider determine how many training spots may be subsidized.

This includes the number of employees at the establishment, the company’s opening and closing hours, work shifts and any training completed or subsidized during the previous three years.

The company’s business sector is generally already identified in the program records.

However, additional clarification may be necessary when a company operates in more than one sector.

For example, an organization may have administrative employees working in offices and other employees working in mining operations.

It is also important to specify how many employees need training and which course is required.

For organizations with multiple establishments, the workforce and training requirements of each location should be considered separately.

 

Workplace first aid training eligibility checklist

Once this information has been collected, the training provider can better assess eligibility and explain which costs may apply.

 

Can businesses benefit from other training subsidies?

Quebec has several programs and mechanisms designed to support workforce skills development.

Some organizations may also be subject to the Act to promote workforce skills development and recognition, commonly referred to as the 1% training law.

However, this obligation should not be confused with the workplace first aid training subsidy program.

Whether a training expense qualifies under another program depends on the applicable requirements and the nature of the expense.

Employers should not automatically assume that training already subsidized through one program can be claimed again under another.

Tax considerations may also vary depending on the company’s circumstances.

For these questions, it may be helpful to consult official government resources or seek advice from a qualified professional.

Training providers can generally explain the subsidy rules associated with their courses, but they do not replace professional tax advice.

 

Common mistakes when planning subsidized workplace first aid training

One of the most common mistakes is assuming that every workplace first aid training course is automatically subsidized.

In reality, the number of eligible training spots depends on specific program conditions.

Another mistake is interpreting the applicable subsidy percentage as a discount on the course price.

There is no percentage-based discount on workplace first aid training fees.

The percentage is used to determine how many employees may qualify for subsidized training.

Some employers also forget to consider training that has already been subsidized during the previous three years.

This can lead to an overestimation of the number of new eligible registrations.

Another common oversight is failing to include employees’ wages in the training budget.

Even when course fees are covered, employers must still plan for the time employees spend away from their regular duties.

Finally, some companies mistakenly limit their training plans to the number of subsidized registrations available.

However, subsidy eligibility does not determine the employer’s regulatory responsibilities.

If additional first aiders are needed to ensure proper workplace coverage, the company must arrange the necessary training.

 

How Santinel can help you plan workplace first aid training

Determining the number of subsidized training spots and estimating the remaining costs can be challenging for employers.

The process becomes even more complex when several establishments, work shifts or types of training are involved.

Santinel offers the 16-hour workplace first aid training course and helps businesses understand registration requirements and applicable subsidy options.

Our goal is to make training planning easier while considering your organization’s operational needs and the program’s conditions.

Employers can explore Santinel’s workplace first aid training options or submit a request for a quote.

Confirming eligibility before finalizing registrations helps avoid unexpected training costs.

 

Subsidized training doesn’t eliminate employer responsibilities

Workplace first aid training subsidies can provide valuable support to Quebec employers.

Depending on the industry and number of employees, some training registrations may be covered.

However, these subsidies do not eliminate all the company’s financial and organizational responsibilities.

Employers must still account for employee training time and ensure that their workplaces maintain adequate first aid coverage.

They must also plan for certification renewals, employee absences, trained employees who have left the organization and the requirements of different work shifts.

The best approach is to confirm subsidy eligibility before scheduling training while making sure enough qualified first aiders are available during every shift.

Need to train new first aiders or renew existing certifications?

Explore Santinel’s workplace first aid training options.

 

Contact our team to learn more about available training programs and confirm which subsidies may apply to your business.