Training Agreement Clause
XpertHR has been added to new versions of standard documents to recover training costs, including a contractual clause for the collection of training fees and a letter asking an employee to reimburse training costs if he resigns. Training agreements are a perfectly legal and appropriate way for companies to protect themselves financially. However, if you decide to wear one, there are a few things you should watch out for. 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. The general regulation of the labour code; additional provisions for workers who are negotiated individually or through collective agreements. 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. Employers and employees can agree to a repayment clause as part of a “qualification agreement.” The worker works for an agreed period (no more than 5 years) after the end of the training, in order to compensate the employer for the training costs incurred. If the worker decides to terminate the job before the agreed deadline expires, he has the cost of training (up to 100%) to pay it back.
If the worker fulfills his commitment to remain active during the agreed period, the amount to be repaid is reduced in proportion. If the worker`s training results in a “deepening” (rather than an improvement) of the qualification, an agreement can be reached if the estimated cost of the training is at least 1,700 euros. The labour code sets minimum requirements. Changes in favour of the worker are the subject of negotiations between the employee and the employer or collective agreements. How to recover the training costs of a staff member who leaves the XpertHR service provides instructions to recover the training costs of a staff member who leaves the service. Training agreements are designed to protect companies from dementers when they invest in their team. It is not intentional to be a tactic to distract people from the intention to stop. That is why the amount of money that the training agreement wants to recover must be a reasonable estimate of the money the company has lost. With regard to continuing education (deepening qualifications), the employer and the worker can enter into an agreement if the estimated cost of the training is at least 1,700 euros. However, due to the relatively high costs that should be reimbursed, training cannot be mandatory for the worker. Here, too, it is above all a question of putting this balance in order.
The training agreement model provided above will do the job in most cases – but sometimes you need more specialized assistance. If you need help developing a training contract, contact us with our human resources consultant. Restrictions on the use of depreciation clauses may relate to the following issues (CEDEFOP 2012): But if this employee stayed for two years after the end of the course, the use of this training every day, then $2,000 is not a reasonable estimate of the money that the company has really lost. In that case, it would not be wise to use a training agreement to recover the full $2,000 — and it is very likely that it would not be legally successful.