But if that employee stayed two years after the course ended and is training every day, then £2,000 is not a reasonable estimate of how much money the company has really lost. In that case, it wouldn`t be appropriate to use a training contract to try to get the full £2,000 back – and most likely he wouldn`t be legally successful. The second thing to think about when using training agreements is the idea of „trade restriction“. As I said, training agreements are supposed to protect companies from losing their investments – but the law will not allow an employer to use them to prevent someone from changing jobs inappropriately. The law provides that one contracting party of the other party in the event of a particular event, for example.B. of a breach or departure of a worker, must pay a specified amount, only if the amount to be paid by the party is a true forecast of the loss of the other party. With regard to the impact of this doctrine on an agreement to reimburse training costs, the employer is required to show that the amount it charges the worker to reimburse is a true forecast of his loss. You need to agree on an approved training that allows your students to complete the required 450 days of work experience: it also structures the training process and offers a defined starting and ending point – so you know when a student will complete their training. This bilateral agreement between you and your students describes the support you will provide (e.g.B.

paid teaching, study leave and tutoring) and what you expect from them. In most countries, labor law requires your organization to provide an employment contract to your employees. This is a different and distinct document from the ACA training contract. Please contact your staff professional or employment lawyer for advice on creating an employment contract. You can also access general information for the UK on the ACAS website. The purpose of training agreements is to protect companies from loss when they invest in their team. This is not a tactic to prevent people from stopping. This is the reason why the amount of money that the training contract must recover must be an appropriate estimate of the money lost by the company.

But important for employers, it can also be used to determine when a worker might be responsible for reimbursing these training costs and how that reimbursement would work. In particular, it can determine whether these costs become reimbursable when an employee leaves the company shortly after the end of the training. Before sending their team for training, many companies require their employees to sign a training contract that makes them the responsibility to repay any investment in their training if they leave before a certain period of time….