However, if the training contract is properly developed, it would be reasonable to expect the employer to recover a certain proportion of the $2,000. 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. The employee signed an agreement on reimbursement of training. The agreement allows you to support your employee`s educational objective without affecting the company`s financial situation. Some programs such as an MBA can be very expensive. At least you want to be able to recover all or part of the costs if the employee leaves the company either in the middle or after the end of the course. A training agreement is a written agreement between an employer and its employee, which defines the conditions of each training that the company pays for them. It defines the cost of training, who is successful in training and who is the primary culprit. Some training agreements operate in a kind of sliding scale, where the longer the employee stays in the company, the less he must be reimbursed if he decides to continue.

For other companies, the training contract is a little black and white, with a set deadline indicating when the employee is no longer responsible for refunds. Training costs and costs (payments for training, labour costs of trainers or internal mentors, as well as travel and living expenses; other costs may be set in the training agreement) 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. Under the labour code, workers and employers can agree on financial assistance for employer-to-pay training. In return, the worker is expected to work for the employer for an agreed period after the training – but a maximum of 3 years – depending on the duration and cost of the training. The worker is legally obliged to reimburse the training costs in the event of voluntary resignation by the worker or dismissal for breach of work obligations.