I've had a conversation with our HR manager who is looking at ways that the cost of a training course paid for by the company can be recovered when an employee leaves. If an employee has completed a course that is required to enable them to do their job I don't think money can be claimed back from that person. What can I issue to my HR manager to help her understand this issue?

any help would be much appreciated

Martin

I had to sign something similar, but mine states that if I leave within two years of completing the courses I will be liable for half of the cost. This seems reasonable as the courses benefit both the company and me.

Pete

If of course the person leaves of their own accord.

ie I would be pretty peeved if a company say in my probation period paid for me to go on a Fire risk assessment course, you do their assessments and then they get rid of you just after, and refund them in full for the course.

Not that an employer would do such a thing, of course.

Chris

Before launching in to such a policy the business should consider two related questions:
1) How applicants have achieved the core education, skills & competence desired for a role before they are recruited (someone at some stage has paid)
2) If they get an exceptional candidate BUT this person currently works within a re-charge environment would they be willing to take on this debt to secure the best applicant?

Thanks for the posts and advice, it was very much appreciated :-)

got a meeting with our HR manager so should be able to put the issue to bed now

This has now been raised again!!! we have a number of operatives who are going to undertake an IPAF Course and our Contracts Manager and HR Manager want the operatives to sign a Training Costs Agreement but I don't think this should be the case, in order to complete their work safely and use the equipment provided the operatives should have valid IPAF accreditation/qualification and to me this is breaching the Health and Safety at Work etc. Act 1974;

Section Two
Without prejudice to the generality of an employer’s duty under the preceding subsection, the matters to which that duty extends include in particular—

(c)the provision of such information, instruction, training and supervision as is necessary to ensure, so far as is reasonably practicable, the health and safety at work of his employees

Section Nine
Duty not to charge employees for things done or provided pursuant to certain specific requirements.

No employer shall levy or permit to be levied on any employee of his any charge in respect of anything done or provided in pursuance of any specific requirement of the relevant statutory provisions.

Any advice/feedback on this matter would be very much appreciated

Martin

I think you have hit the nail on the head here, "the employer needs the employees to do this. It is not the case of an employer letting an employee develop themselves and therefore requiring some sort of commitment in return" my only question is this situation a breach of the Health and Safety at Work etc. Act 1974?

Thought of a better answer.

Send the HR Manager away on a training course so they now know the answer to their own question - but get them to sign a piece of paper saying they have to pay for this training when they leave.

Link below to an article on the subject:

http://www.peninsulagrou...y-commencing-employment/

The thrust seems to be that it is lawful to put in place agreements of this type generally but, as most here suspect, it may not be enforceable for H&S training.

I suggest you advise your HR department that such agreements MAY not be enforceable if the training is done to discharge requirements under H&S legislation due to the afore mentioned HASWA section. If they want anything more firm than that then they will need to take legal advice.