What is in the staff training agreement? The agreement consists of: External training; internal training; General. Before sending their team for training, many companies ask their employees to sign a training contract that is designed to reimburse investments in their training if they leave before a certain period of time. However, it is important for employers that it can also be used to indicate when a worker might be responsible for reimbursement of these training costs and how that reimbursement would work. In particular, it can determine whether these costs are reimbursed when an employee leaves the company shortly after the end of the training. If you`re looking for a template for workout chords that you can use in your small business, just click on this link. This model was designed by our professional, CIPD-qualified HR consultants who specialize in supporting small businesses and startups. If a training agreement has the practical effect of “capturing” an employee in his or her current role, it may well be considered unenforceable. Some training agreements operate in a kind of sliding scale, where the longer the employee stays in the company, the less he must be reimbursed if he decides to continue. For other companies, the training contract is a little black and white, with a set deadline indicating when the employee is no longer responsible for refunds. Let`s take a look at an example of training chords in action.
If a company spent US$1,000 on training, but the employee resigned the day after the course ended, it would be fair and reasonable to ask the employee to repay the US$1,000 as part of a training agreement. Who should use a staff training contract? When a company gives its employees the opportunity to train either internally or through external training initiatives, the company may consider using a written contract to protect investments in worker training. If the worker were to leave before the required retention period expired, the worker would be required to reimburse a portion of the training costs to the organization. The second thing to think about when implementing training agreements is the idea of “trade restriction.” As we have already said, training agreements are designed to protect businesses from losing their investments – but the law will not allow an employer to use them to unreasonably prevent someone from changing jobs. Training agreements are a perfectly legal and appropriate way for companies to protect themselves financially.