BUMP is a 50 per cent cost-shared program that supports eligible small and medium-sized employers (those with fewer than 500 employees). The program helps offset the costs of employee training, human resources strategy or curriculum development. Funding may be used to help current, laid-off or unemployed workers gain the skills needed to secure new or better jobs, or to improve job security.

Employers may receive up to $10,000 per employee under the Employee Training stream and/or up to $25,000 under the Human Resources Strategy Development stream, to a maximum of $100,000 in total funding across both streams. Funding agreements cannot extend beyond the current fiscal year in which an organization applies. Fiscal years run from April 1 to March 31.

Identified as a key action in Manitoba’s Economic Development Strategy, BUMP makes it easier for businesses to access funding that supports workforce training, stronger job outcomes and productivity growth.

Eligible employers include:

• for-profit businesses, including corporations, sole proprietorships or partnerships
• non-profit organizations
• industry associations/sector councils
• Indigenous governments and health/education entities
• municipal governments
• unions

Eligible employers must:

• have fewer than 500 full-time equivalent employees, including affiliates (businesses related through ownership)
• be permanently established in Manitoba
• have been fully operational for at least one year when they apply
• intend to hire or continue to employ training recipients in Manitoba when they finish training

Ineligible employers include:

• large employers with 500 or more full-time equivalent employees, including affiliates (businesses related through ownership)
• provincial and federal government departments, Crown corporations or agencies. This includes hospitals, health authorities, school divisions and public post-secondary institutions.
• business operations primarily earning passive income (i.e., where the principal purpose is to derive income from interest, rent, dividends or royalties)
• employers that have not been fully operational for at least one year when they apply
• employers that do not have a permanent establishment in Manitoba

Eligible training participants include:

• individuals currently employed with the employer applicant
• laid-off individuals* – defined as individuals who lost or left their job because their employer closed or moved, their position was abolished or there was insufficient work
• unemployed individuals* – defined as being unemployed for more than one month
• underemployed individuals – defined as being employed part-time or in temporary, casual or seasonal employment with another employer

* Eligible training participants may include individuals who were previously laid off by the employer and are being re-hired for a new or different role once training is completed. Participants may also include recent hires (within three months of the application submission date) who were previously laid off, unemployed for more than one month, or underemployed.

Note: Individuals who are related to the employer applicant (individual or corporation) are only eligible if they have been an employee for more than three months before the application submission date.

Training participants must:

• be a Canadian citizen, permanent resident or protected person under the Immigration and Refugee Protection Act who is entitled to work in Canada
• currently reside in Manitoba

Ineligible training participants include:

• Temporary Foreign Workers, international students and other temporary residents
• family members who have been employed with the employer applicant for less than three months before the application submission date
• individuals who currently have full-time permanent employment with a company other than the employer applicant

The Employee Training stream supports workforce upskilling by providing flexible funding for training that enhances employee skills, productivity and adaptability. The stream is designed to help employers respond to evolving business needs by investing in relevant, high-quality training opportunities for their workforce.

Eligible Activities:

This stream provides flexible support for in-house or external third-party training for eligible employees.

Eligible training activities must achieve at least one of the program’s three objectives:

1. Training will result in a job for a laid-off, unemployed or underemployed individual. The job must provide full-time permanent employment.
2. Training will result in a better job for the current employee(s). A better job is defined as (1) a job with increased pay and/or (2) the move from part-time, temporary, casual and/or seasonal employment to permanent full-time employment.
3. Training will lead to increased job security for the current employee(s). Increased job security is defined as the employee gaining new skills needed to meet new job demands due to business changes and/or to avoid workforce displacement.

Eligible Training Activities may include:

• employee training delivered by an independent external training provider or an internal trainer

External, third-party trainers must:

• be separate and distinct from the employer with no conflict of interest
• have education and/or experience relevant to the nature of the training
• deliver training as their main business activity

Internal (in-house) trainers are only eligible for training on proprietary products or processes, or for the purpose of onboarding a new employee.

Note: The employer must identify the type of training that is required to meet the skills needs of the training participants. Training must be directly linked to one or more program objectives.

Ineligible Training Activities:

• regulatory compliance training, unless the training is for a new regulatory compliance requirement to the employer
• professional growth and development activities that are not job-related, including consulting, coaching, mentorships, subscriptions, trade shows, conferences, annual meetings, networking or seminars
• training that leads to a diploma or degree
• training required to maintain an existing employee’s current skills or certification (for example: professional development or continuing education coursework such as Workplace Hazardous Materials Information System training or First Aid certification)
• training from providers who are relatives of the employer (individual or corporation)
• training that has been or is being funded for the same training participant by another federal or provincial program
• training that occurred outside the fiscal year (which runs annually from April 1 to March 31)

Eligible Costs:

Employers can be reimbursed for up to 50 per cent of the cost of eligible training activities, up to $10,000 per eligible training participant. Eligible costs include:

• fees charged by an external, third-party training provider
• mandatory student fees
• training-related textbooks, software and other training materials
• exam fees
• curriculum development or purchase
• wages of internal trainers

The HR Strategy Development stream supports organizations in strengthening their workforce capacity by investing in strategic human resources planning and workforce development. The stream is intended to help employers identify current and future workforce needs and put in place practical, sustainable HR strategies to support business growth and resilience.

Eligible Activities:

• hiring external support to assist the employer in assessing HR management needs, developing workforce and HR training plans, and supporting their implementation
• hiring external support to develop training curriculum. This includes the creation, enhancement, or customization of curriculum materials that align with the training needs of the employer.

Eligible Costs:

Employers can be reimbursed for up to 50 per cent of the cost of HR strategy development, up to a maximum of $25,000. Eligible costs include:

• development of policies and procedures
• development of operations manuals
• development of job descriptions
• development of recruitment plans
• other HR activities such as training on performance management and retention practices

Employer Eligibility

Who can apply?

Eligible employers include for-profit businesses, non-profits, industry associations/sector councils, Indigenous governments and health/education entities, municipal governments, and unions.

 

What is considered a small or medium-sized employer under BUMP?

An employer with fewer than 500 full-time equivalent employees, including affiliates and subsidiaries connected through ownership.

 

How long must a business be operating?

The employer must have been fully operational for at least one year.

 

Who cannot apply for this program?

Ineligible employers include:

• employers with 500 or more employees (including affiliates)
• federal or provincial government departments, Crown corporations, hospitals, school divisions and public post-secondary institutions
• businesses earning primarily passive income
• employers without a permanent Manitoba presence
• employers that have not been operational for one year before applying

 

Training Participant Eligibility

Who can participate in BUMP-funded training?

Eligible participants include:

• current employees
• laid-off, unemployed, or underemployed individuals
• recent hires (less than three months before the application submission) who were previously unemployed or laid off

 

Do participants need to live and work in Manitoba?

Yes. Participants must reside and work in Manitoba at the time of training.

 

Are temporary foreign workers or international students eligible?

No, eligible employees must be a Canadian citizen, permanent resident, or protected person under the Immigration and Refugee Protection Act who is entitled to work in Canada.

 

Can family members participate?

Yes, but only if they have been employed more than three months before the application is submitted.

 

Eligible Training, Activities and Costs

What types of training are eligible?

The program will support a range of training activities that enhance workforce skills and improve productivity including training on new products and processes. However, to be eligible, the identified training must directly support:

• employment for an unemployed or underemployed person
• a better job for a current employee
• increased job security through new skills

 

Can training be delivered internally or externally?

Yes. Training may be delivered by:

• external, third-party providers, or
• internal trainers for proprietary processes, products, or onboarding only

 

What training is not eligible?

Ineligible training includes:

• training leading to a diploma or degree
• training to maintain existing certifications
• most regulatory or compliance training
• conferences, trade shows, subscriptions or coaching
• training funded by another government program

 

What costs can be reimbursed?

Eligible costs may include:

• training fees and mandatory student fees
• exams and training materials
• curriculum development or purchase
• wages of eligible internal trainers

 

Are travel costs eligible for reimbursement?

No. Travel costs are not reimbursed.

 

What requirements must external training providers meet?

External training providers must be independent of the applicant and operate at arm’s length. They cannot be owned by, affiliated with or have a related-party or conflict-of-interest relationship with the employer.

 

Timing, Fiscal Year and Delivery Dates

What does fiscal year mean?

The program follows the provincial fiscal year, which runs from April 1 to March 31. As a result, funding agreements cannot extend beyond the fiscal year in which an organization applies.

 

When does training need to take place to be eligible?

Training must occur in the current fiscal year. Eligibility is based on when training is delivered, not when it is paid for.

 

Can employers apply for training that has already been delivered?

Training that takes place starting on or after April 1, 2026 will be eligible for funding under BUMP.

Can I apply to cover staff training that will occur in the next fiscal year?

No. Training must occur within the current BUMP fiscal year to be eligible.

 

Multiple Locations, Subsidiaries and Franchises

Can employers with multiple Manitoba business locations submit one application?

Yes, if all locations operate under the same Business Number.

 

Can a parent company apply on behalf of its subsidiaries?

Yes, as long as the combined employee count across all related businesses is fewer than 500.

 

Can franchisees apply?

Yes. Franchisees (independent owners) may apply if they meet all eligibility requirements.

 

Employers and Workers Outside Manitoba

Can employees working outside Manitoba be included?

No. Only Manitoba residents working in the province are eligible for training supports under BUMP.

 

Can out-of-province employers apply to train Manitoba workers?

No. Employers must have a physical location in Manitoba.

 

Applying to the Program

Are applications accepted year-round?

Yes. Applications are accepted on a continuous basis.

 

Can additional information be requested as part of the application process?

Yes. The department may request additional details to assess eligibility or costs.

 

Reporting, Proof of Payment and Reimbursement

What is required to receive reimbursement?

Employers must submit:

• invoices
• matching proof of payment
• a final report on completed activities and outcomes

 

What counts as proof of payment?

Proof may include credit card statements, electronic transfers, payroll records, timesheets or employee attestations.

Proof of payment must match the invoice. Partial or estimated payments will not be accepted.

 

How is payment determined?

Payment is based on:

• completion of approved activities, and
• achievement of expected outcomes

 

Outcomes and Employment Changes

What happens if outcomes are not fully achieved?

• No payment is issued if the training is not completed.
• Partial payment may be issued if the training is completed but the required outcomes are not met.
• Full payment may still be issued when outcomes are affected by factors outside the employer’s control.
  • Example: An employee leaves an organization during training that the employer has already paid for.

 

What if an employee leaves after completing training?

• If the employee quits voluntarily, costs remain eligible.
• However, if the employee is laid off or terminated, the employer must absorb the cost.

1. Intake Form
   
   If you have reviewed the eligibility criteria and believe your organization may be eligible for BUMP funding, complete the Intake Form. Submitting this form is a mandatory step in the application process.
   
   
   
2. Eligibility Screening and Consultation
   
   A Workforce Development Consultant will review your Intake Form and follow up with you to discuss eligibility and program alignment.
   
   
   
3. Invitation to Apply
   
   Applicants that meet program criteria will be invited to submit a full application for funding consideration.

Note: Applications will be accepted on a continuous basis.

For general program inquiries, contact workforcetraining@gov.mb.ca.