3 Responses

1. Arian Associates Ltd
   A simple contract/agreement between the company and the employee at the outset of the training should suffice.

   for more information email us:-
   arianassociates@lineone.net

2. Repayment of course fees by ex-employees
   I agree with Elizabeth – no problem with the actual policy, but getting reimbursed is where it falls down. If the ex-employee refuses to repay all or part of the cost then the employer either lets the matter drop or attempts to obtain compensation via the civil law. Legal action is expensive and the outcome is uncertain.

   Another view is that there isn’t any loss at all, it’s swings and rounabouts. Every employer benefits from the qualifications which employees bring with them on appointment and which previous employers have paid for. No financial value is usually put on the qualifications of new employees yet none of us would be where we are today but for the investment made by previous employers. It’s all part of the cost versus investment debate in relation to training.

3. have had some experience as below
   In the organisation I recently left, the training policy included a payback element for long term, expensive qualifications, ie over £1,000. Payback was based on a sliding scale linked to the length of time worked after payment made eg left within 3 months, repay 3/4rs etc. Had it checked out with lawyer and no problem there provided staff are made aware of the policy. Reclaiming the money, however, was not always simple!