(i) the worker must have written consent to the deductions, in accordance with the agreement; and (ii) it must be made clear that the deduction of the worker`s salary must be made; and (iii) the worker`s agreement must relate to the deduction of that source. However, it is important for employers that it can also be used to indicate when a worker might be responsible for reimbursement of these training costs and how that reimbursement would work. In particular, it can determine whether these costs are reimbursed when an employee leaves the company shortly after the end of the training. Before sending their team for training, many companies ask their employees to sign a training contract that is designed to reimburse investments in their training if they leave before a certain period of time. As a general rule, the maximum length of time an employer can claim is the reimbursement of training costs for 2 years on the sliding scale. The sliding scale reflects the value you have derived from the additional experience of the employee. The default view is that before, during or 1 year after the course, 100% of the costs can be re-absorbed. However, it is possible that, if training entails high costs, it could be extended, while the court may consider the clause a sanction and, as such, unenforceable. The employer must be careful to ensure that the amount of costs that the contract allows the employer to pay is a true preliminary estimate of the harm suffered by the employer. Otherwise, the expense recovery provision is interpreted as an unenforceable penalty against the worker. Therefore, if the employer received some benefit from the worker who is doing the training or has acquired a professional qualification during the fixed repayment period (for example.B.
if an employer has been able to charge more for a worker`s benefits as a result of that training or qualification), the amounts that can be recovered by the worker should be reduced. to reflect this performance. However, in some situations, small businesses also need to protect the investments they make in their employees. D-D doesn`t always cost Earth, but some courses or job qualifications can be very expensive – if an employee ends up leaving his company just after completing a training that your company has paid for, he could seriously pull you out of your pocket.