Learn new skills and develop a sharp know-how with our highly practical training. Check out our frequently asked questions for more information about our training. Or contact us to find out more about the type of training we offer. The reflections they referred to in their response are all elements of the employment contract and are not in fact mentioned anywhere in the separate borrowing agreement. Our experts can carry out tailor-made training around the world. For example, if an employer sends someone on a course that costs the employer $2,000 and the worker leaves his or her job immediately after the end of the course, the employer has not benefited from his investment and could, through a duly drawn-in agreement, legally recover the $2,000. However, if the worker left his or her job after 3 years, then the employer clearly has the benefits of the training for 3 years, so that if they try to recover the $2000, that would be unenforceable, because it would not reflect the loss of the employer. It would probably not be applicable either, given that these are trade restrictions, and we will look at that below. However, if the agreement is properly developed, the employer can generally recover some of the costs of a magnitude that decreases over time, so that after one year after the price closes, for example, they must repay 50% and nothing after 2 years.
The numbers on the sliding scale depend on the costs associated with them, and we can discuss them when developing agreements. Having a well-trained workforce is in the interest of all – employers, workers, and for the good of the economy as a whole. Employers have long invested significant amounts of money in training their workforce, but as the cost of training increases and workers tend to relocate more often than in the past, many employers are reluctant to invest large sums in training workers, who then move around and can take advantage of the skills acquired by the worker. One way to reduce the risk of workers leaving school shortly after leaving or, at the very least, reducing the financial cost of leaving is to require the employee to reimburse some or all of the training costs to the employer. For more than 20 years, thanks to our attractive courses, we have been developing the careers of international development professionals. 1,665 people from 32 countries have improved their knowledge through our training in 2019. We conduct a large series of courses from our London training centre. Under the act, a provision that a party of the other party must pay a specified amount in the event of a particular event.
For example, an offence or a worker who would clear his employment, a specified amount is enforceable only if the amount the party must pay is a real estimate of the loss of the other party. With respect to the impact of this doctrine on an agreement on the reimbursement of training costs, it will be up to the employer to demonstrate that the amount it wishes to reimburse by the employee is a real estimate of its loss. As has already been said, the other basis on which reimbursement of training costs cannot be imposed if it is restreignable. Courts will allow employers to protect their legitimate business interests, for example by imposing well-developed and reasonable post-employment restrictions, but they will not allow employers to unduly warn a worker who changes jobs if they wish.