Dual education: what employers need to know
Legal Framework
The key regulatory act currently in force is the Regulation on the Dual Form of Professional Pre-Higher and Higher Education (Order of the Ministry of Education and Science No. 426 dated April 13, 2023), which establishes the procedure for organizing dual education.
In addition, there are government documents and a Concept Paper adopted by the Cabinet of Ministers, as well as pilot and experimental projects (including CMU resolutions on experimental dual education projects for 2024–2025).
The principles of dual education are further detailed in information materials and methodological guidelines from the Ministry of Education and Science, which describe the model and practical mechanisms for implementation.
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What Dual Education Means Under the Law
Dual education combines study at an educational institution with training or work at a company to acquire specific qualifications. The share of workplace-based learning varies depending on the education level: approximately 25–60%of the total program for higher and pre-higher professional education, and up to 70% for vocational education. These proportions are set by the Regulation and relevant acts of the Ministry of Education and Science and the Cabinet of Ministers.
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Key Updates and Features
Clear role distribution: The Regulation defines the responsibilities of each party. The educational institution provides academic instruction and evaluation, while the employer supplies a workplace, materials, mentoring, and participates in the selection and assessment of students. This eliminates the “gray zones” between internship and employment.
Standard agreement: A typical tripartite contract between the institution, employer, and student is mandatory. It outlines the duration, scope of practice, evaluation process, and payment or reward conditions.
State support mechanisms: Recent years have seen new initiatives and pilot projects introducing potential grant-based financing mechanisms (as referenced by the Ministry of Education and Science in 2025), which may create additional funding opportunities for dual education programs.
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Employer’s Responsibilities
(Based on the Regulation and practical guidance from the Ministry of Education and Science)
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Provide a workplace equipped with necessary tools, materials, and compliant with occupational safety requirements.
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Assign a mentor or qualified specialist to each student or group to guide workplace learning and assess practical competencies.
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Participate in student selection and evaluation processes.
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Formalize cooperation — either through a typical tripartite agreement (employer–institution–student) or an employment contract if the student performs paid work. Both models are legally acceptable.
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Compensation: Employers may provide payment or other financial incentives, such as wages under an employment contract or stipends during practice.
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Legal Risks and Considerations for Employers
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Labor relations and social guarantees: If a student performs official job duties under a labor contract, all labor law provisions (working hours, pay, leave, social insurance) apply. If cooperation is purely educational, the legal status differs and must be clearly defined in the contract.
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Occupational safety and insurance: Employers must ensure safe working conditions, conduct briefings, and, if needed, provide accident insurance — this is a key responsibility.
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Accountability for learning outcomes: While the institution oversees overall results, the employer co-evaluates the practical component — this should be formalized.
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Cost management: Employers should budget for mentoring time, materials, and possible reduced productivity during training.
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Practical Steps for Employers (Checklist)
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Review the full text of Regulation No. 426 and relevant local guidelines.
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Decide on the cooperation model — labor contract or educational internship agreement — and assess implications for taxes, benefits, and motivation.
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Prepare a standard cooperation agreement specifying duration, schedule, payment, responsibilities, and evaluation procedures.
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Appoint mentors, define their duties, and include mentoring hours in internal KPIs or incentive systems.
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Prepare workplaces and ensure compliance with safety standards.
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Collaborate with educational institutions on student selection criteria.
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Monitor available grant and pilot programs announced by the Ministry of Education and Science or the Cabinet of Ministers for financial support.
State regulation now makes dual education a structured and transparent model: employers gain clearly defined rights and obligations (providing workplaces, mentorship, participation in assessment) along with corresponding legal responsibilities (labor guarantees, safety compliance). At the same time, new financial support mechanisms are emerging.
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🔍 We are looking for companies that already have experience participating in dual education!
Share your case — how you organized workplace learning, what worked, and what challenges you faced. Your example will help shape a modern and effective system for training specialists across the Ukrainian furniture industry.
Send your story to: info@uafm.com.ua
