Before sending their team for training, many companies ask 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. This is where a training reimbursement agreement comes in – it`s a way for companies to ensure they don`t lose financially when they pay for the development of their employees. Here too, it is important above all to find this balance in order to obtain the correct formulation of the training contract. In most cases, the model proposed above for training conventions does the job, but sometimes you need more specific support. If you need help creating a training contract, contact us to learn more about our human resources advice. The law provides that in the event of a particular event, for example. B of an offence or departure of a worker, a Contracting Party must pay a specified amount, may be applied 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. However, in some situations, small businesses also need to protect investments in their employees. L&D doesn`t always cost the world, but some courses or professional qualifications can be very expensive – if an employee leaves your company shortly after completing a training course your company has paid for, it could seriously get you out of your pocket.

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. If the cost of the course is relatively low, the training contract could come from the employee`s last salary. If it`s more expensive, employers could establish a more structured payment plan. Employers have long invested considerable sums in training their employees, but since the cost of training is increasing and employees tend to change jobs more often than in the past, many employers are reluctant to invest significant amounts of money in employee training, which then move forward and can allow a competitor to benefit from the skills, that the employee has acquired. One way to reduce the risk of workers leaving courses shortly after taking courses or, at the very least, to reduce the financial cost of leaving is to require the worker to reimburse some or all of the training costs to the employer. Finally, employers will want to avoid the time and cost of going to court to assert their right of recovery against a worker under the agreement. . . .