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Updating author: Kalpana Murthy
On this page:
Summary
Future
developments
Practical example
Key references
The employer's common law
and statutory duties
Occupational
training
Dismissing the
incompetent employee
Recovery of
training costs
Requests in relation to study
or training
Payment for time off
granted for study or training
Employee’s responsibilities
Frequency of requests
Employers’ duties
Business
reasons for refusing a request in relation to study or training
Study or training request
appeals
Timescales
Complaints
to an employment tribunal in relation to a study or training request
Time off for study or
training: young persons
Awarding
bodies
Time off
for training: safety representatives
Time off for training:
pension scheme trustees
Time off for training: trade
union officials
Time off for
training: trade union learning representatives
Summary
- Save for health and safety training, employers are under no strict legal
obligation to pay for (or sponsor) occupational or work-related training
designed to enhance employees' qualifications and skills. (See The employer's common
law and statutory duties and Occupational
training)
- Induction and other forms of "on the job" training are necessary if new
recruits (and people newly promoted or transferred) are to carry out their
duties efficiently and safely. (See The employer's common
law and statutory duties)
- Training (or the lack of it) may be a factor in determining the fairness
or otherwise of an employee's dismissal. (See Dismissing the incompetent
employee)
- Employers that pay for, or subsidise, external training courses for their
employees have the qualified right to recover the whole or part of their costs
if the employees in question leave their job after completing such a
course. (See Recovery of training
costs)
- Employees who are employed by an employer with at least 250 employees and
who have at least 26 weeks' continuous service have the legal right to make a
request in relation to study or training and have their request
considered. (See Requests in relation to
study or training)
- School leavers and 17- and 18-year-olds have the legal right, in
prescribed circumstances, to be permitted a reasonable amount of paid time off
work to enable them to pursue further studies. (See Time off for study or
training: young persons)
- Safety representatives, union officials, pension scheme trustees and trade
union learning representatives have the right to be permitted paid time off
work to undergo training relevant to the performance of their functions or
duties. (See Time
off for training: safety representatives, Time off for training:
pension scheme trustees, Time off for training:
trade union officials, and Time off
for training: trade union learning representatives)
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Future developments
Employee-shareholder contracts: The Government is proposing
to create a new tier of employment status: employee shareholders, who will
receive shares exempt from capital gains tax, in return for giving up specified
employment rights. Under the proposals, employee shareholders will be unable to
make statutory requests in relation to study or training, and will not be
protected against dismissal for making such a request. |
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