What happens to your FUNDAE training credit if you don’t use it before 31 December?

It gets lost. If your company has 50 or more employees, the FUNDAE training credit is annual: whatever you don’t use this year doesn’t carry over to the next. Companies with fewer than 50 can accumulate it for one or two further years, but they have to notify this in the first half of the year.

If you’d like a refresher first on how the rebate works and who does what, we cover it in this article.

The good news is that you still have time. The less good news is that the margin is shorter than it looks: there are steps that take time before rebated training can start.

Why it pays to look at this in October, not December

For a training programme to count against this year’s credit, three things have to happen, in this order.

First, if your company has legal employee representatives, they must receive the information about the training and be able to issue their report before it starts. Skipping this step means losing the right to the rebate, and it is one of the most common oversights.

Then, the training is notified to FUNDAE before it starts, with the lead time its requirements set.

Finally, when each group finishes, its completion is notified, and only then can the company apply the rebate to its social security contributions.

On top of that comes the real calendar of a company. November and December fill up with year-end closings, budgets and holidays, and a group that starts late often ends up with half its people. And attendance isn’t just a matter of making the most of it: a participant who doesn’t complete the training may fall outside the rebate.

How much credit you have left

Each year’s credit is calculated on what your company paid in professional training contributions the previous year. What has been allocated and what has already been used can be checked in the FUNDAE application, and if an organising entity manages the training, it can also tell you.

It helps to have that figure before talking to any provider, because it changes what makes sense to buy: covering a whole sales team is not the same as covering three people in management.

A detail that often goes unnoticed: if the training takes place during working hours, the salary cost of those hours is not rebated, but it counts as a contribution from the company. It is worth bearing in mind when deciding when the sessions are held.

What training fits in what is left of the year

At this point it makes no sense to start a long programme. What fits is something contained, that finishes within the year and solves a specific situation your team has ahead of it:

• the annual results presentation someone will give in English in January, including the questions afterwards;
• the negotiation with international suppliers for 2027: price, deadlines and terms;
• the first calls with a foreign client who has just signed.

Working on a real case has another advantage: people show up. It is hard to skip a session that prepares the meeting that keeps you awake at night. Training that people attend is an investment that pays off.

We have designed a four-hour workshop for exactly this. It starts with a live diagnostic, works on your team’s real case, ends with a recorded simulation, and the manager receives a report within 48 hours. If the team needs more runway, a short programme that finishes within the year is also an option.

What you need to have in order

Costs have to be identified in the accounts, documentation has to be kept, and checks can be carried out while the training is under way, not just when it ends. What isn’t documented, as far as FUNDAE is concerned, hasn’t happened.

Before closing the year, check that you have:

• the report from the employees’ legal representatives, if there are any;
• the start and completion notifications for each group;
• the attendance record for each participant;
• the invoices and costs of each action identified.

In salistem hub, attendance is recorded in every session with the exact time, and the reports come out ready for management and for an eventual inspection. It is the part of training that is least visible and carries the most weight when someone reviews it.

And if you run out of time

Credit left unused this year still serves, at the very least, as data for the 2027 plan, which many companies close between October and November. Knowing why credit was left over is the best guide for deciding next year.

Training nobody asked for, groups that emptied out in March, dates that didn’t fit the workload: each has a fix, but it has to be named. And planning the first-quarter training now is the simplest way of not reaching December again with credit left to use.

How we do it at salistem

All or part of the cost can be rebated through FUNDAE, depending on your case. And if you need it, we take care of the administration. We only need to agree the date far enough in advance, according to FUNDAE’s requirements.

Tell us what your team needs at salistem.com and we’ll see what fits before the end of the year.

[+34 91 92 92 558] · [hola@salistem.com]

Frequently asked questions

When does the FUNDAE training credit expire?

On 31 December each year. If your company has 50 or more employees, whatever hasn’t been used doesn’t carry over to the next year. Companies with fewer than 50 can accumulate it for one or two further years, but they have to notify this in the first half of the year.

When can the company apply the rebate?

Only once the completion of each group has been notified. Until then, the training can’t be deducted from social security contributions.

What has to be done before rebated training starts?

If your company has legal employee representatives, give them the information and request their report. Then notify the training to FUNDAE before it starts, with the lead time its requirements set.

Who handles the administration if we work with salistem?

If you need it, we do. We only need to agree the date far enough in advance, according to FUNDAE’s requirements.

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