In most cases, employers do not intend to recover, especially because national legislation generally does not allow a final wage to be taken into account by a worker, Schröder explained. See our excerpt from a training reimbursement clause below: This “type of training” factor can be particularly important, says Sam Caucci, CEO and founder of 1Huddle, an employee training platform. In particular, when a staff member obtains certifications that may be useful elsewhere, it may be useful to make a refund. But agreements must be well drafted to survive the courts. “You can`t see the employee punished just to compensate the employer,” he noted. 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. A training agreement is a written agreement between an employer and his employee that sets out the terms of any training that the company pays for them. It defines the cost of training, who provides the training and who is primarily responsible for remuneration. Ideally, the employer wants the right to deduct all final training expenses from the employee`s salary. If so, this right must be explicitly set out in writing, failing which it may be an unlawful deduction from wages.
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. Except in the circumstances indicated in clause  you must reimburse the employer: but here too, employers should consult a lawyer beforehand, as the requirements may vary throughout the country. In some cases, employers try to cover the costs of “on-the-job” training, making it much more difficult for them to quantify the cost. It has been reported that some large companies, such as Capita and FDM, bring in some employees through training programmes that cost very little, but require companies to have people who leave their jobs after completing courses repay much larger sums, allegedly up to £18,500. . . .