How to Get Your German Course Sponsored by Your Employer
DACH Guide
Successful conversation about employer-sponsored German language training in the DACH region.
📘 Table of Contents
Executive Summary – Why Employer-Sponsored German Courses Make Sense
Country-Specific Legal & Tax Rules
2.1. Germany
2.2. Austria
2.3. Switzerland
2.4. Cross-Border Sponsorship & VATStep-by-Step Guide to Requesting Sponsorship
Real-Life Case Studies from the DACH Region
Email & Proposal Templates
FAQs
Resources & Further Reading
References
Executive Summary:
5 Key Takeaways
Tax-Free Benefit in DACH: In Germany, Austria, and Switzerland, employers can pay for your German language course without it being taxed as income for you. These courses count as professional training, not a perk, so neither you nor your employer incur extra tax if done right.
Win-Win for Employer and Employee: Employer-sponsored language training benefits both sides. You improve your skills (and job performance) at no personal cost, while your employer gains a more effective, multilingual team member. Employers can often deduct the costs as business expenses, and avoid payroll taxes on the benefit.
Country-Specific Rules Apply: Germany explicitly makes job-related training (including languages) tax-free under §3 Nr.19 EStG. Austria treats employer-paid courses as tax-free for employees and fully deductible for companies. Switzerland likewise exempts work-related courses from taxation – since 2016, they don’t even appear on your income statement if billed to the employer.
Cross-Border Courses Are Possible: You can take a course in one DACH country and have your employer in another country pay for it tax-free. For example, a Swiss employee can enroll with a German language school and the sponsorship remains tax-exempt. Companies can handle VAT so that no VAT is charged for cross-border training (e.g. via EU reverse-charge or Swiss import rules), keeping costs down.
Follow a Clear Process: We provide a step-by-step guide (with a template email and proposal outline) to help you request course sponsorship. By researching the benefits, aligning with company goals, and making a professional request, you can significantly increase the chances your employer will say “Yes” to funding your German classes.
(In a recent survey, nearly 60% of Millennial and Gen Z employees ranked language learning as one of their most desired workplace benefits – so asking for a German course is more common than you might think!)
Country-Specific Rules & Tax Benefits
For Employer-Paid Courses
Getting your German course covered is not only possible in the DACH region – it’s often encouraged by local tax laws. Here’s a breakdown by country:
🇩🇪 Germany: Employer-Funded Courses Are Tax-Free as Professional Training
Germany’s tax code makes it clear that when an employer pays for an employee’s training, it does not count as taxable income for the employee, provided the training improves the employee’s professional skills or employability. This falls under §3 Nr. 19 of the Einkommensteuergesetz (Income Tax Act). In practice, that means if your German course is even loosely job-related (e.g. helping you communicate with clients or colleagues), you won’t pay tax on its value – it’s not treated like salary or a perk. Your company can fully deduct the cost as a business expense, and you get the benefit tax-free. The key is that the course should serve a business purpose (which, in a German-speaking work environment, a German language course usually does!).
Example: If you work in Germany and your boss covers a €500 German course for you, you don’t owe income tax on that €500 benefit at all. It’s steuerfrei (tax-free) because it’s considered a continuing education expense, not a wage. Your employer also doesn’t have to pay any extra social security or wage tax on that amount, as long as the course is meant to improve job-related skills (not just given as a personal reward).
(Note: Since 2020, the law explicitly covers any training that improves your “employability”, even if it’s not 100% required for your current job. This broadens the scope – so even general German courses for non-native employees fall under this tax-free umbrella.)
🇦🇹 Austria: Tax-Free Training and No Payroll Costs
Austria similarly treats employer-sponsored training favorably. If your Austrian employer pays for your German classes, you don’t get taxed on that benefit at all – it’s not part of your salary for tax purposes. In fact, as one Austrian tax guide puts it: “For the employee, unlike a cash bonus, employer-funded training is tax-free”. The company also wins: there are no Lohnnebenkosten (no extra wage-related taxes or social contributions) for the employer on education expenses. The costs are treated as normal business expenses (Betriebsausgaben), which reduce the company’s taxable profits.
In short, Austrian employers have every incentive to invest in your training – it costs them less than giving the same amount in salary. And you get a free course without any tax deduction from your paycheck. It’s a true win-win, and Austrian law actively supports it. (In the past, Austrian companies even got special tax credits for training expenses, underscoring how valued employee education is – while those specific credits ended in 2016, the fundamental tax-free treatment remains.)
🇨🇭Switzerland: Employer-Paid Courses Not a Taxable Benefit
Switzerland updated its regulations in 2016 to make things simple: if your employer pays directly for a work-related course, it’s no longer considered a taxable benefit to you, no matter the amount. Employers do not need to list such payments on your Lohnausweis (salary certificate) as income. This means your German class, if deemed job-related, won’t increase your taxable income or your social security contributions.
Swiss guidelines explicitly include language courses as an example of “obviously job-related continuing education” – if your company pays a language school directly and the invoice is in the company’s name, it does not have to be declared and is not subject to social security (AHV) deductions. There’s no upper limit: whether the course costs CHF 300 or CHF 7,000, if it’s for professional development and paid by the employer, it’s tax-free for you.
The only caveat is the course should be relevant to the job or career. Learning German is usually easy to justify in the Swiss workplace, especially for non-German-speaking employees, since it improves communication and integration at work. As long as your employer is on board and the invoice is handled correctly, the tax authorities see it as an investment in your skills, not extra compensation.
🇩🇪🇨🇭🇦🇹 Cross-Border Sponsorship and VAT Considerations
One great aspect of these rules is that they apply regardless of where the course provider is located. In our interconnected DACH region, you might live in one country and take an online course from another. The good news: cross-border training sponsorship is still tax-free. For example, if you’re in Zurich and your employer sponsors a German course through a language school based in Germany, Swiss tax law will treat that just like any local course – no taxable perk for you as an employee. Similarly, a German company could pay for an Austrian institute’s course for their employee without any issue, and so on.
From a VAT perspective, employers can often save on costs by handling the payment across borders:
Within the EU: If a German or Austrian company buys services from a provider in another EU country, they can typically use the reverse charge mechanism – meaning the provider doesn’t add VAT, and the employer self-accounts for it. The result: the company effectively doesn’t pay foreign VAT, preserving the tax-deductible cost.
Switzerland <-> EU: If a Swiss company pays an EU-based language school (or vice versa), the service is usually treated as an export/import of services. A German provider, for instance, would zero-rate the invoice (0% VAT for export), so the Swiss side just handles any usage tax on their end. From the employee’s view, this is seamless – you don’t pay anything, and your employer likely pays no VAT or can recover it.
Bottom line: Don’t be afraid to look at courses outside your country – as long as your employer is willing to sponsor it, the tax-benefit status holds across borders. Just ensure the invoice is addressed to the company with the proper tax details (like the VAT number if applicable) so everything stays compliant. Many providers are used to this and can issue employer-friendly invoices (for example, German Online Institute in Berlin regularly issues VAT-free invoices to Swiss and Austrian employers). This opens up more choices for you to find the best course without worrying about tax complications.
Step-by-Step Guide:
How to Request Sponsorship for Your German Course
Ready to ask your boss to pay for your Deutschkurs? Here’s a step-by-step plan to make your case professionally and persuasively. By following these steps, you’ll show that you’ve done your homework and that sponsoring your German lessons is a smart investment.
💭 Reflect on the Value to Your Job: Before anything else, brainstorm how exactly improving your German will help in your role and benefit your employer. Will it allow you to communicate better with German-speaking clients or coworkers? Handle emails and documentation in German? Improve team integration or avoid misunderstandings? Jot down specific work scenarios where better German proficiency helps the company. (For instance: “If I can speak German, I can take on German-speaking customers, which expands our market,” or “Fluent German will reduce reliance on translations in team meetings.”) These points will form the foundation of your pitch.
🔎 Research Courses and Providers: Find a reputable German course that fits your needs and schedule. Look at factors like course format (online vs. in-person), schedule flexibility (evenings, weekends, or during lunch breaks), level (beginner A1 to advanced C1/C2), and of course the cost. It helps to gather 1-2 options to show you’ve compared. Make note if the provider is particularly business-friendly – for example, some (like GOI or Volkshochschule courses) offer company invoicing, no VAT charges for businesses, and solid reviews. Having a specific course in mind (e.g. “a 3-month online B1 course, 2 hours per week, costing €600 total”) makes your request concrete.
📋 Check Company Policies or Precedents: See if your employer already has a training policy or budget. Review your employee handbook or ask HR discreetly if there’s any support for professional development or language training. Maybe colleagues have done courses before – if so, find out how they approached it. Some companies in DACH have formal programs for continuing education or even specific allowances for language classes. If your company has a Learning & Development (L&D) department or budget, note how your request fits into it. Even if there’s no formal program, don’t be discouraged – many managers handle these on a case-by-case basis. Knowing that there’s no rule against it (and perhaps some support in principle for employee development) will give you confidence.
📝 Draft a Proposal (Use Our Template!): Now, put together a brief written proposal or email to make the ask. This should include:
What you want to do: e.g. “Enroll in [Course Name], a [duration] German course at [provider].”
Why it benefits the company: Use the reflections from Step 1. Emphasize outcomes like “better client service,” “improved internal communication,” “increased productivity,” or even future leadership readiness (language skills can be key if you’ll take on bigger roles).
Time commitment: Be upfront about when the classes would take place and if you might need any schedule accommodation. Often, language courses can be done outside core work hours or with minimal disruption (e.g. “I plan to attend once a week after 5 PM” or “during my lunch break on Tuesdays/Thursdays”). If you’re asking for any work time to be used, mention how you’ll make it up or why it’s still beneficial (some companies allow a few hours for training, given the payoff).
Cost and tax info: State the cost of the course. It’s very effective to mention: “The cost is €X, and if the company pays directly, it’s fully tax-deductible as a training expense and not treated as taxable income for me.” This signals to them that it’s financially savvy (basically, it costs the company less than giving you the equivalent in salary). You can even mention “Under German/Austrian/Swiss tax law, this would be a tax-free professional development expense” – which you now know to be true from the section above.
Gratitude and commitment: Close the proposal with an appreciative tone – e.g. “Thank you for considering this request. I’m excited to apply these new skills to my work and grow with the company.”
Keep it concise – probably a few paragraphs or a short bullet list. We’ve provided a sample email template below to help you structure this. Even if you plan to talk to your manager in person, writing it out first (and maybe even handing them a short proposal document) shows you’re serious and prepared.
💬 Talk to the Decision-Maker: Schedule a meeting with your manager (or HR, depending on who handles training requests in your company). In the meeting, treat it like a professional proposal: you’re pitching an investment (your course) that will bring a return (improved skills and performance). Use the talking points from your proposal. Be sure to mention the tax-free nature and any precedent (“I learned that many companies support employee language learning because it’s mutually beneficial and tax-exempt – it’s a common practice in our region”). Address any concerns proactively: if they worry about time, explain how you’ll manage; if budget is a concern, emphasize the relatively low cost and high benefit (compare it to typical training costs, or the cost of hiring a bilingual employee from outside versus training you).
Also, be open to adjustments: maybe they won’t pay 100% but could pay 50%, or maybe they prefer a different course provider or a later start date. Any contribution is still a win for you, so hear them out and find a solution that works. Often, if you frame it cooperatively (“How can we make this work?”), your employer will appreciate your initiative.
By following these steps, you demonstrate professionalism and foresight. You’re not just asking for a freebie; you’re showing that you care about improving yourself for the company’s benefit. That’s a hard request to refuse! And remember, even if the first answer is a “maybe” or some hesitation, don’t be discouraged – many managers will think it over. You can gently follow up later, especially if you gather more supporting info or if there’s a budget review coming up.
Mini Case Studies:
Real-Life Examples of Sponsorship
Sometimes it helps to see how others have done it. Here are a couple of real-life style examples (anonymized) of employees in the DACH region who successfully got their German courses sponsored:
Case Study 1: Anna in Berlin (Germany) – Anna, originally from the US, works for a tech startup in Berlin where English is the office language. However, the company started targeting German clients and collaborating more with local partners. Anna realized improving her German would help her handle local client calls and integrate better with the team. She researched an online B2-level Business German course and approached her manager with a clear proposal: the course would run for 3 months, cost €800, and she offered to do the lessons after work hours. She highlighted that with better German she could take on new client meetings and draft bilingual documents – a plus for the company. She also noted the expense was tax-deductible and not a taxable perk for her under German law, so it was a straightforward professional development cost. Her manager agreed, citing it as “a very reasonable request.” The company paid the course fee directly to the provider. Three months later, Anna’s German improved drastically – she started leading a weekly update call with a German partner, freeing up her manager’s time. Both Anna and her boss viewed the sponsorship as a big success.
Case Study 2: Bruno in Zürich (Switzerland) – Bruno is an Italian engineer working in Zürich. His company’s business language is English, but many colleagues speak German, and the company interacts with Swiss-German speaking vendors. Bruno wanted to learn German to participate in informal discussions and handle local paperwork more effectively. He found a Swiss German course offered by a German online institute (with live virtual classes) for €400. Bruno knew Swiss law treats employer-paid courses as non-taxable, so he prepared a short email to HR referencing that “under Swiss tax rules, work-related training paid by employers isn’t considered a taxable benefit”. He also pointed out that the provider would invoice the company without German VAT, simplifying the accounting. HR reviewed his request and quickly approved it, noting the cost was modest and it aligned with the company’s value of continuous learning. Bruno was allowed to block out two lunch breaks per week for his online lessons. A few months in, Bruno not only chats with his Swiss colleagues in German during coffee breaks, but he also took over a task coordinating with a German-speaking supplier – improving team efficiency. The company was so pleased that they decided to include language courses in next year’s training budget for others.
Case Study 3: Lena in Vienna (Austria) – Lena works for a mid-sized Austrian marketing firm. Many clients are in Germany and Switzerland, so while she speaks German, she wanted to improve her Business English (reverse situation!). Initially unsure if the company would pay for a language course, Lena remembered that in Austria, an employer paying for a course is tax-free and incurs no extra wage costs. She gathered information on an English course and presented it as a way to better serve international clients. Her firm’s leadership agreed to cover 50% of the course fee and adjusted her workload so she could attend a weekly class. The arrangement was documented in a simple letter. The cost sharing and clear written agreement also meant that if Lena left the company within a year, she’d repay that 50% – which she found fair. She completed the course, the company paid their share directly, and since it was a work-related course, it was handled purely as a business expense, no strings attached for taxes. Lena went on to secure a big contract with a UK-based client, more than justifying the training investment.
Takeaway: Each of these examples shows the importance of aligning the course with business needs, using the tax-friendly angle, and presenting a well-thought-out case. Whether it’s a non-German speaker learning German or even vice versa, DACH employers respond positively when you show how a language skill will improve work outcomes.
📧 Email Template
Requesting a Sponsored Language Course
Feel free to use and adapt the following email template when requesting your German course sponsorship. Remember to fill in the specifics and adjust the tone for your company culture.
Subject: Proposal – German Language Course Sponsorship for [Your Name]
Dear [Manager’s Name],
I hope you’re doing well. I’m writing to request your support for an upcoming **German language course** that I believe will significantly benefit my work at [Company Name].
**Course Details:** I would like to enroll in “[Course Name]”, a [duration]-long German course at [Provider Name]. The course is designed for [your level, e.g. beginner A2 business German] and focuses on [mention any relevant focus, e.g. professional communication]. Classes are scheduled [e.g. twice a week in the evenings], so they will **not interfere with my normal working hours** (aside from occasional use of lunch break if needed).
**Benefits to [Company Name]:** By improving my German skills, I will be able to:
- Communicate more effectively with our German-speaking clients and partners.
- Handle [specific tasks] in German without needing translation, which saves time.
- Support the team in meetings and emails that involve German, increasing overall productivity.
- (In general, become more self-sufficient and versatile in projects that involve the German language.)
I’m confident this will help me **contribute more to the team’s success**. For example, [you can add a short example: “I’ll be able to take on the weekly call with our client in Munich, freeing up our sales lead’s time”].
**Cost and Logistics:** The course fee is **[X currency amount]** for the entire program. If the company approves, the provider can invoice [Company Name] directly. Notably, such training expenses are **tax-deductible for the company and tax-free for me as an employee**, under our country’s tax laws (it will be treated as professional development, not additional compensation). I am also willing to commit to staying at [Company Name] for at least [X months] after completion, so that the company fully benefits from this investment in my skills.
I truly appreciate [Company Name]’s emphasis on continuous learning and growth. This course will sharpen my language skills and ultimately enable me to **perform better in my role**. Thank you for considering this request. I’m happy to discuss any details or adjustments that would make this feasible.
Sincerely,
[Your Name]
[Your Position]
[Your Department]
Tips for using this template: After sending, consider also talking to your manager in person to walk through the proposal. Tailor the benefits to match your job duties as closely as possible. If your company has a formal approval form or process, you might attach this email as a cover letter or fill in their form with these details.
📝 Outline
A Formal Proposal Document
If your employer requires a more formal proposal (or if you just want to go the extra mile), here’s an outline of what you can include in a short document or slide deck:
Introduction – A brief statement of what you’re asking for (e.g., “I am requesting company support to enroll in a B1 German language course with XYZ Institute.”) and a one-line summary of why (e.g., “to improve my client communication and customer service in German.”).
Course Overview – Key facts about the course: provider, format (online or in-person), duration (dates and total weeks/months), schedule (days/times of classes), and cost. Mention if the provider is recognized or has other corporate clients, as this adds credibility.
Benefits to the Company – A bulleted list of specific work-related benefits. Tailor these to your role and the company’s goals. Common points:
“Better communication with [German-speaking clients/partners/vendors], leading to [faster project completion/higher client satisfaction/etc.].”
“Ability to take on additional responsibilities that currently require German fluency (e.g., handling German documentation or expanding into the DACH market).”
“Improved teamwork and integration within our German office/with German colleagues.”
You can also cite industry examples or norms: e.g., “Many employees in our sector are bilingual; this will help keep our team competitive.”
Timing and Work Impact – Explain how you will manage the course alongside work. Emphasize minimal disruption: “Classes are after work, so I will only need an adjustment on Wednesdays to leave by 5:30 pm,” or “I plan to use my annual training days or Bildungsurlaub for the few sessions that happen during work hours.” If applicable, mention any educational leave (Bildungsurlaub) you plan to use – for instance, in Germany you often have up to 5 paid days for approved courses, which you could leverage so the company isn’t losing your working time.
Cost and Financial Considerations – State the total cost and break it down if needed. Then highlight the financial advantages:
Tax: “This expense qualifies as work-related training, which is tax-free for the employee and fully deductible for the employer.”
VAT: “If the course is invoiced to the company, no VAT will be charged (due to cross-border B2B rules), so the net cost is [amount].” (Only if applicable.)
Comparison: “This is a modest investment compared to typical professional training programs, and it yields long-term benefits in employee capability.”
Commitment – (Optional, but can be reassuring) Express your commitment to using the skills long-term at the company. Some proposals include a clause like “Should I voluntarily leave the company within X months of course completion, I agree to reimburse a pro-rated portion of the course cost.” This shows good faith. (Make sure any such agreement is fair – e.g. many companies use a sliding scale, where after, say, 1 year, no repayment is needed. It’s not always requested, but offering it preemptively can alleviate any concern that you’d take the course then immediately jump ship.)
Closing Statement – Thank the decision-makers for their time and reiterate enthusiasm to apply the new language skills at work. E.g., “Thank you for considering this proposal. I’m confident that this will make me more effective in my role and bring added value to the team.”
You can format this as a one-page document or a short slide presentation – whatever fits your company’s style. The content above hits all the important points they’ll want to know.
Frequently Asked Questions FAQ
Q1: Is my employer legally required to pay for a language course if I ask?
A: In general, no – there’s usually no law forcing employers to sponsor training (except in specific apprenticeship or union agreements). However, many employers choose to support relevant training because it benefits the company. In Germany, you do have a right to request Bildungsurlaub (educational leave) in most states – that’s up to 5 paid days off yearly for approved courses – but that law grants time off, not payment for the course. Payment is at the employer’s discretion (unless your contract or a company policy says otherwise). The key is to convince them it’s valuable for the business. The good news: as we’ve discussed, governments in DACH make it very tax-friendly for employers to spend on employee education. So while they might not be “required” by law to pay, there are strong incentives and precedents for them to do so. Many companies have training budgets, and language skills are increasingly seen as essential, not just a perk.
Q2: Will I owe taxes or benefit-in-kind on the course my employer pays for?
A: No, not if it’s a work-related course. In all DACH countries, if the course is connected to your job or career skills, it’s tax-free for you – it won’t appear on your payslip as a taxable benefit. For example, Germany and Austria explicitly exclude job-training costs from taxable income; Switzerland doesn’t list employer-paid education on the Lohnausweis if it’s occupational. This means you don’t need to pay income tax or social security on the course’s value. (If a course were purely personal and unrelated to work, technically that could be taxable – but a German course for an employee in DACH is almost always arguable as work-related, especially if your company endorses it.) Your employer also doesn’t pay extra tax; they just treat it as a business expense. So from a tax standpoint, it’s a completely efficient way to compensate you: money spent on your training goes 100% into your development, with no tax “leakage.”
Q3: What if the course is not directly related to my current job?
A: Try to frame it in terms of general employability or future roles. The tax laws in Germany, for instance, use the term “improving the employee’s employability” – a broad criterion. So even if speaking German isn’t in your job description, it still makes you a more capable employee at a German (or Austrian/Swiss) workplace. It can help with team cohesion, future client projects, or leadership opportunities. Generally, language skills are seen as broadly useful, so most employers (and tax offices) will consider a German course for a non-German employee as related enough to work. However, if you wanted sponsorship for something truly unrelated to your job (say, a cooking class and you’re an accountant), that likely wouldn’t fly as “work-related” and could be taxable. Stick to skills that have a reasonable connection to your industry or work environment. If in doubt, have a conversation with your manager about how the skill could be utilized at work. Often they can see a connection you might have overlooked.
Q4: Can my employer ask me to pay back the course cost if I quit soon after?
A: Potentially, yes. It’s not uncommon in DACH for employers to include a repayment agreement for expensive training. Typically, you would sign a brief agreement before the course: if you resign within a certain period after the course (often 1-2 years), you repay all or part of the cost. The amount usually tapers down over time – for example, in some Austrian cases the max binding is 4 years, and it must reduce monthly (most companies use a shorter period like 1-2 years). This is to protect the company’s investment. Not every employer will require this, especially for a relatively low-cost course (a few hundred Euros). Many are comfortable trusting that you’ll stick around. But be prepared for the possibility. If they bring it up, it’s usually a fair ask: they sponsor your course, you agree to share the cost if you immediately take those new skills elsewhere. If you do sign such an agreement, ensure the terms are clear – how long you need to stay, and how the payback prorates. And if you do end up leaving early, be honest with yourself about repaying – it’s about maintaining a good professional reputation.
Q5: How can I handle the schedule? Do I have to take vacation for class times?
A: This depends on the course timing and your company’s flexibility. If the class is during work hours, you have a few options:
See if you can adjust your work schedule (e.g., come in earlier or leave later on those days) to accommodate the class.
Use flextime or overtime balances if your company has those systems.
In Germany, use Bildungsurlaub: if the course is recognized for Bildungsurlaub and you haven’t used your 5 days of education leave that year, you can apply to take those days for the class without using regular vacation. (Make sure the provider is an approved Bildungsurlaub provider in your Bundesland. Many language schools are.)
If none of the above, you might indeed take a few vacation days (for instance, if it’s an intensive week-long course). Often a combination is used: say you take 2 paid education days and 2 personal days to cover a 4-day intensive workshop.
For courses outside of work hours (evenings or weekends), scheduling is easier – you won’t need time off, but do consider work-life balance. Some employers might even count part of class time as work time if they strongly support the training. It’s worth discussing with your manager. In any case, be transparent about the schedule when requesting sponsorship. If you show you’ve thought through how to avoid disrupting work, it will reassure them. Most DACH employers appreciate the initiative and will try to accommodate reasonable requests, especially if the outcome is a more skilled employee.
Q6: Does it matter if the course provider is in a different country?
A: Not for the sponsorship itself. As mentioned earlier, a course from another DACH country (or even outside DACH) can still be paid by your employer with the same tax-free treatment, as long as it’s for your professional development. You should, however, ensure that the provider can issue an invoice that your company can accept (with proper company details, possibly in English or the local language). From a VAT/tax standpoint, companies handle cross-border services all the time. For example, a Swiss employer paying a German school will typically not be charged German VAT, and the Swiss company just handles any local VAT obligations – none of which involve you. If your employer has any concerns, you can point out that many providers like GOI are experienced in cross-border corporate invoicing (often labeled as “VAT-free” or “reverse charge” for businesses). The key is simply that the invoice is addressed to the employer, not to you personally. So, feel free to choose the best course for your needs – the location of the school isn’t a barrier for employer sponsorship in today’s digital learning age.
Q7: What if my manager says there’s no budget?
A: This can happen, especially in smaller companies or late in the fiscal year. Some approaches to consider:
Emphasize the low cost: Compared to other professional training (like conferences or technical courses), language classes can be quite affordable. Even a few hundred Euros can sound like a lot to an individual, but for a company, it’s a modest expense for employee development. Break it down: “It’s €500 for a 3-month course – that’s roughly €167 per month invested in improving my skills. I believe it’s worth it.”
Split the cost or find a compromise: If the company truly has zero budget allocated, you might offer to split the cost 50/50, or ask if they’d at least cover the exam fee or materials while you cover classes (or vice versa). Once they put some skin in the game, it may be easier to increase it later. And even partial sponsorship saves you money.
Time-based support: If money is tight, perhaps they can’t pay the course fee but they might give you some paid time during work to attend or study, which is also valuable. Or they might approve it for Bildungsurlaub (in Germany) which costs them only your salary for those days, not the course fee itself.
Plan for next budget cycle: If they say “not this year,” ask when would be a good time to revisit. Perhaps the training budget is decided annually – you could formally request it to be included for next year. In the meantime, keep highlighting how language skills are helping (or the lack thereof is hindering) in small ways at work – building the case informally.
Find alternate funding: Some industries or regions have grants or funds for employee training. For instance, certain German states subsidize training for small businesses, or in Austria there are Bildungsgutscheine (training vouchers) regionally. It might be worth researching if an external subsidy could cover part of the cost, making it easier for your employer to say yes to the remainder.
Remember, a “no” might just be a “not now.” Don’t be afraid to politely follow up in a few months or when circumstances change (new boss, better finances, a successful project that gives you goodwill, etc.). And in the meantime, you can always start learning through cheaper resources and show your commitment – sometimes employers come around when they see an employee taking initiative on their own.
Q8: Are there other benefits to employers for doing this, beyond what we’ve discussed?
A: Yes – beyond the immediate tax and skill benefits, there’s a morale and retention aspect. When a company invests in an employee’s development (like paying for a language course), it boosts employee morale and loyalty. You could gently remind your employer that companies that support learning tend to have higher staff retention. It shows that the company cares about personal growth, not just squeezing work out of you. Also, in multicultural teams, having colleagues learn each other’s native languages can greatly improve team harmony and communication. So sponsoring a German course for you might encourage other teammates to share knowledge, and create a more inclusive environment – especially if you’re one of the few non-German speakers in a German office, your effort (with the company’s backing) to learn the local language sends a positive cultural signal. These “soft” benefits are harder to quantify, but managers understand them. It’s part of why many forward-thinking companies in DACH offer language courses as a perk – it’s good for business in the long run when employees feel supported and are upskilling.
Conclusion & Next Steps:
Empower Your Learning Journey
Getting your German language course sponsored is absolutely achievable in Germany, Austria, and Switzerland. The laws and tax systems are on your side, and with the right approach, your employer will see it as the smart investment that it is. We’ve covered how to frame the request, the concrete steps to take, and even provided you with a template and success stories to learn from. Now it’s up to you to take the initiative.
Remember to position this as a win-win: you’re not just asking for a perk, you’re proposing to build a skill that will make you a more valuable employee. That’s something any sensible employer should welcome – and many already do in the DACH region, as evidenced by countless employees who have taken language courses with company support.
As a final tip, consider pointing to reputable training providers that are known for working with employers. For example, German Online Institute (GOI) is a well-regarded option that specializes in tailored online German courses for professionals across the DACH region. They offer a free trial are used to corporate clients (5⭐ reviews from learners) and can directly invoice companies VAT-free, making the process easy for your employer. Bringing up an option like that in your proposal (“I’ve done research and found a provider that is employer-ready and VAT-free”) shows extra diligence.
Ultimately, by improving your German, you’re investing in yourself – and asking your company to back you demonstrates initiative and forward-thinking. Most employers will recognize that and be happy to oblige, especially when the request is presented professionally. So go ahead: take the next step, have that conversation with your boss or HR, and set yourself on the path to German fluency with your employer’s support.
📚 Resources & Further Reading
Here are curated resources to deepen your understanding, take action, and support your proposal:
🔹 Germany
German Income Tax Act §3 Nr. 19 EStG (official text)
Bildungsurlaub Federal Portal – Recognized courses and employee rights
🔹 Austria
Austrian Federal Ministry of Finance – Tax-Free Employee Training
(Search: “steuerfreie Mitarbeiterschulung”)WKO Info on Employer-Paid Education – Austrian Chamber of Commerce
🔹 Switzerland
Lohnausweis-Wegleitung (Swiss Salary Certificate Guide)
(Clarifies tax treatment of employer-funded education)SECO Information on Employee Training
🔹 General DACH Learning & Integration
InterNations Expat Survey 2024 – Expat integration data
🔹 Practical Course Support
German Online Institute (GOI) for employer-ready, VAT-free German courses
(Flexible, remote, and tailored to your level – with direct company invoicing)
📑 References
Einkommensteuergesetz (EStG), §3 Nr. 19 – Germany’s legal foundation for tax-free employer-sponsored training.
BMF Austria, Official Guidelines on Employee Benefits – Detailed rules for steuerfreie Schulungen.
Lohnausweis-Wegleitung, Eidgenössische Steuerverwaltung (ESTV), Switzerland – Explanation of tax reporting exemptions.
InterNations Expat Insider Survey 2024 – “Ease of Settling In” and language challenges in Germany.
Statista Hiring Trends Report 2024 – Increased demand for German skills in international roles.
Globibo Language & Culture Studies – Importance of local language in workplace trust.
NCBI Study on Bilingualism and Memory – “Bilingualism as Cognitive Reserve.”
Nature Neuroscience – Studies on mental agility in bilinguals.
Bundesministerium für Wirtschaft (BMWK) – Incentives for company-based upskilling.
Various corporate tax guides from PwC and Deloitte DACH editions (for cross-border training compliance).
Viel Erfolg – wishing you much success on your language learning journey! 🚀
