Company Funding – A collaboration between learner and company

An Innopharma Guide to the process of approaching your employer for educational assistance

In today’s fast-paced industries, staying ahead of the curve is essential. Continuous learning not only sharpens your expertise but also builds confidence in your role, helping you take on new challenges and responsibilities. Aligning your training goals with your company’s objectives shows that you are serious about professional growth while contributing to the success of the organisation.

Investing in your education can be one of the smartest moves you make for your career—but it doesn’t always have to come out of your own pocket. Many forward-thinking companies actively support employee training and upskilling, recognising that it strengthens both the individual and the business. By tapping into company funding for your training, you reduce the personal financial burden, boost your chances of promotion, and demonstrate initiative and commitment to your employer.

We have a guide about the skills gap in Ireland to support your applications at the end of this article! Feel free to print out to add to your application!

Benefits of using Company Funding for Your Course?

Less personal cost for upskilling
Boost your promotion prospects
Stay ahead of the curve
Build confidence at work
Shows commitment to the company and alignment with career progression
Helps close the skills gaps for companies

Here is a 5-step guide on how to start this collaboration

Step 1: Be clear on your educational goals and how it supports your career progression

Figure out what course suits your goals personally but also how it aligns with the companies’ goals.
Be familiar with the modules, workload involved and structure to ensure a good fit with your work schedule so you can build a good business case for approval.

Step 2: Talk With Your Line Manager

Your line manager can advise on the suitability of your course and agree it is a good fit for your career goals and progression. This is a key step!
Managers often need to sign off on your application, so building a strong genuine partnership here is the best start to the process.

Step 3: Get to Know Your Company’s Education Policy

Some offer full tuition reimbursement; others may require you to stay on for a certain time after finishing a course, or to pay back part of the funding if you leave too soon.
Ask about what supporting documents are needed (such as course outlines or official application forms), and check if you need pre-approval from your manager or HR.

Step 4: Submit a well thought out Application

Outline the course, what you expect to learn, and how it adds value to your role.
Point out how developing your skills can boost efficiency, safety, or quality on the production floor.
Watch out for application deadlines for Education Support and Course Deadlines!

Step 5: Keep in Touch

After you apply, stay in close touch with your manager or HR. They might need extra information or offer feedback on any aspect of your application. And if you get approval, make sure to share your progress—companies love to see their investment pay off!

Final Thoughts

Approaching your company for educational support isn’t just about getting fees covered, it’s about stepping up your career, showing initiative, and working in collaboration with your employer and manager. Take time to understand the policy, have open and honest conversations, and put your best self forward.

Request a call back here to speak with one of our expert advisors or discover more about Innopharma’s wide range of Programmes

Statistics to support your application

Recent surveys and reports from Irish life sciences companies show a significant and ongoing skills gap, particularly in biopharma, pharma, and medical device sectors:

The Skillnet Ireland Talent Landscape 2025 survey found that 42% of Irish businesses find sourcing talent with required skills challenging, especially in technical/engineering (37%), digital technologies (29%), and regulatory skills (29%). More than half expect core skill needs to shift further in the next three years. Upskilling remains crucial, with 76% of companies investing in staff training over the last year.
In biopharma specifically, a report by the Expert Group on Future Skills Needs (EGFSN) projects a shortfall of 3,000 skilled workers by 2027—even as the sector creates 21,000+ new jobs. The gaps are most acute in areas affected by technological change: advanced manufacturing, data analytics, innovation/R&D, regulatory compliance, and digital transformation. Companies and education providers are called to collaborate more closely to adapt curricula and enhance talent pipelines.
Industry interviews and surveys emphasize persistent shortages in core manufacturing, digital, and regulatory skills. Attracting and retaining international talent is challenged by factors such as housing shortages. Skills in data management, project management, technical writing, and flexible career development are increasingly sought after.
The Irish government and sector organizations are promoting cross-training, more flexible education pathways (including micro-credentials and part-time programs), and greater industry–academia collaboration to address these gaps.
Lifelong learning and continuous professional development (CPD), especially in advanced manufacturing technologies and data analytics, are seen as necessary for Ireland’s life sciences workforce to remain globally competitive.

In summary, recent surveys show that Irish life sciences companies face ongoing and growing skills gaps. They are responding through upskilling, increased collaboration with education providers, and by investing in digital and regulatory skills.