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. 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. Staff training can be costly. Nevertheless, it helps to improve their working abilities for better performance. If employees decide to leave the organization, an employer may require them to reimburse the training costs. However, this can only be effective if there is a well-designed compensation agreement for staff training. Let`s learn how to reach an effective agreement on the reimbursement of training. If the cost of the course is relatively low, the training contract could come from the employee`s last salary. If it costs more, employers could establish a more structured payment plan. The company must then determine the reimbursement plan for its employees based on the date they leave the organization after the end of the training.

International Communication Solutions offers such training to “collaborators” in the hope that the “collaborator” will remain a collaborator of the organization for at least 2 years, so that he benefits from investments in staff training. 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. 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. However, in some situations, small businesses also need to protect the investments they make in their employees. D-D doesn`t always cost Earth, but some courses or job qualifications can be very expensive – if an employee ends up leaving his company just after completing a training that your company has paid for, he could seriously pull you out of your pocket. Content of the Workers` Compensation Agreement Statement between employer and worker – this is at least a sentence showing that the worker and his employer have reached an agreement. International Communication Solutions has agreed to offer external training for “Employee Name,” which International Communication Solutions believes will help the “collaborator” improve its services to its customers. If a training agreement has the practical effect of “capturing” an employee in his or her current role, it may well be considered unenforceable. 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.

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. But if that employee stayed two years after the end of the course, using this training every day, then $2000 is not a reasonable estimate of the money that the company has really lost.