Training: Respond to a statutory request in relation to study or training

When to use this workflow

Use this workflow to deal with a request in relation to study or training made under the statutory procedure.

Most requests will involve time off for training, but the right is not limited to requests for time off: an employee might, for example, make a request that the employer organise, provide or pay for training.

While employers are not obliged to agree to requests made in relation to study or training, if they fail to follow the required procedure on receipt of a request, the employee will be able to bring an employment tribunal claim.

This workflow is an example of a legally compliant process. Where your organisation's own procedures go beyond the procedure set out in this workflow, you should follow these.

Workflow authors: Produced by the XpertHR editorial team.

Key Steps

  • Establish whether or not the employee is entitled to make a statutory request in relation to study or training
  • Invite the employee to a meeting to discuss the request
  • Inform the employee of your decision and the right of appeal
  • If the employee wishes to appeal, conduct an appeal process

Key "What if?" Events

  • What if? … the employee fails to start or drops out of the agreed training
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