Hiring students with energy-related skills can be challenging for small and mid-sized employers. The Energy Training Program for Students (Nova Scotia) helps by covering a large share of student wages during a work term. The program offers a provincial wage subsidy for energy-sector employers. This makes it easier to bring in students. It also helps build Nova Scotia’s future energy workforce.
The Energy Training Program for Students is a wage subsidy program run by the Government of Nova Scotia. It supports employers in the energy sector who hire post-secondary students for paid work terms related to their field of study.
Here’s what the program provides:
The goal is practical. Employers get help with labour costs. Students gain hands-on experience in Nova Scotia’s energy industry.
To qualify for the Energy Training Program for Students in Nova Scotia, both the employer and the student placement must meet specific rules.
Your business must:
Larger local employers may be considered only if funding is available, but priority is given to small and medium-sized businesses.
The student must:
The Energy Training Program for Students offers a non-competitive wage subsidy with clear limits:
According to the program guidelines, funding may become repayable if the employer does not meet all program requirements. For example, if the employer ends the work term early without approval, or if the student’s role does not match the energy sector criteria, repayment may be required). Always review your funding agreement carefully before accepting funds.
The application process is employer-led and straightforward.
Confirm eligibility
Make sure your business and the student role meet all program requirements.
Prepare the job details
You’ll need a job description that clearly links the work to the student’s field of study and the energy sector.
Submit the application
Applications are submitted through the Nova Scotia Department of Energy and Mines program portal.
Wait for approval before the start date
Do not hire or start the student before approval. Costs may not be eligible if you do.
GrantHub’s eligibility matcher can help you quickly check if this program — and similar wage subsidies — fit your business by province and industry.
Hiring the student before approval
Wages paid before approval are usually not eligible for reimbursement.
Weak connection to the energy sector
Roles that are general admin or unrelated are often rejected.
Incorrect wage calculations
Forgetting the 4% vacation pay or exceeding the hourly cap can reduce funding.
Not following program rules
If you do not meet all requirements, you may have to repay the subsidy.
Q: What is the Energy Training Program for Students in Nova Scotia?
It’s a provincial wage subsidy that helps energy-sector employers hire post-secondary students for paid work terms. The employer applies and receives partial wage reimbursement.
Q: How much of the student’s wage does the program cover?
The program covers up to 60% of wages, capped at $12 per hour, for 12 to 17 weeks.
Q: Who can apply for the Energy Training Program?
Eligible employers include Nova Scotia businesses with up to 500 employees that operate in the energy sector and offer relevant work experience.
Q: What types of students are eligible?
Students must be enrolled in post-secondary education and working in a role related to their field of study and the energy sector.
Q: Is the funding repayable?
Funding is only repayable if program requirements are not met, such as ending the work term early or not providing the approved training experience).
GrantHub tracks hundreds of active grant and wage subsidy programs across Canada. You can quickly see which ones match your business profile and stay on top of deadlines.
If you plan to hire students in Nova Scotia’s energy sector, the Energy Training Program for Students is a practical place to start. Many employers also combine this program with other student hiring incentives to reduce costs further. GrantHub helps you spot those opportunities early and find the right fit for your business.
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