Doing exactly the same job all your life, at the same company? Not this time anymore! It is so much better to always keep developing, in your own work or a completely different profession. Plus, it's a lot more fun. Especially if your employer pays for your training! A lot of training and courses start in September. It is high time to take a look at how training budgets work exactly.
Your collective labor agreement or employment contract often states whether you can use a training budget. It is also possible that your employer has a development policy: an internal policy with the aim of further developing employees. Ask your manager or HR department if there is such a development policy within your organization.
Also pay attention to the conditions that a study program must meet in order to use your training budget for it. And check whether your training budget has an 'expiration date': if you don't use it before that day, you can lose it.
Cost of your training
As an employee, you often receive a training agreement. In this, you make agreements with your employer about the training you are going to do and when you must complete the training. The agreement also states how the costs will be divided. Does your employer pay all or part? This should be completely clear in advance. The same applies to any study costs clause or a repayment arrangement.
In addition, a new law on training costs came into force on 1 August 2022. If you follow a course that is compulsory by law or your collective labor agreement, your employer must pay for it. Usually, no study costs clause may apply for this. Be well informed about this.
Have you agreed on a study costs clause or repayment arrangement with your employer? In that case, your employer often pays for your education in principle. But if you don't complete it, you will have to repay (part of) the training costs to your employer. This also applies if you leave employment shortly after completing your training. How much do you have to repay? That depends on the time since your education. The longer your employer has been able to benefit from your new knowledge or skills, the less reasonable it is for you to have to repay all costs. This is also very important to clearly record in your training agreement.
Please note: your employment contract or collective labor agreement may also contain information about reimbursement of costs if you leave employment before a certain date. Sometimes it also states that you must repay the wages for the study hours that you have followed during working hours.
Annoying surprises? Switch De Unie in!
Have your training agreement checked before you sign it? We will gladly go through it for you! And do you suddenly have to pay for your training, even though you thought – or even agreed – that your employer would bear the costs? Please contact De Unie. Our legal specialists examine your training contract, employment contract and collective labor agreement and tell you exactly what you are entitled to.