Company Paid Training Agreement

If a training agreement has the practical effect of “capturing” an employee in their current role, it may be considered unenforceable. Let`s take a look at an example of a training agreement in action. If a company were to spend £1,000 on a training course, but the employee resigned the day after the course ended, it would be fair and appropriate to ask the employee to repay the £1,000 as part of a training agreement. In reality, many employers won`t really try to cover an employee`s training costs. Instead, the agreement acts as a screening tool, Caucci noted. The hope is that only serious and committed candidates will consent. Here too, it is important above all to find this balance in order to obtain the correct formulation of the training contract. In most cases, the model proposed above for training conventions does the job, but sometimes you need more specific support. If you need help creating a training contract, contact us to learn more about our human resources advice.

However, in some situations, small businesses also need to protect investments in their employees. L&D doesn`t always cost the world, but some courses or professional qualifications can be very expensive – if an employee leaves your company shortly after completing a training course your company has paid for, it could seriously get you out of your pocket. As the above-mentioned court cases show, healing is a fierce struggle. But, as they show, these agreements are sometimes enforceable. Employers need to consider whether the legal costs and potential impact on employee morale are worth restoring. Let`s not forget that the success of your business depends on the people who run it. If there is a chance to help them improve in their work, then it is wise to seize them. This is where a training reimbursement agreement comes in – it`s a way for companies to ensure they don`t lose financially when they pay for the development of their employees. The employee signed an agreement by which he promised to reimburse the employer $30,000 if he was fired or fired for 30 months after the training, less than $1,000 per month after the subsequent service. .

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