“The only preventive way to ensure compliance with the Wages and Hours Act is either to insert a specific provision in a letter of offer (with confirmation from the employee) that requires reimbursement of training costs of a certain amount if the employee leaves the company within a specified period of time,” Schroeder said, “or to enter into a unilateral agreement when the employee participates in the mt training program that contains the obligation to reimburse and “compensate.” for a final indemnity. Let`s take a look at an example of a training agreement in action. If a company were to spend £1,000 on a training course, but the employee resigned the day after the course ended, it would be fair and appropriate to ask the employee to repay the £1,000 as part of a training agreement. However, if the training contract is properly drawn up, it can reasonably be expected that the employer will pay a certain share of £2000. In addition, a strong focus on learning and development can help increase staff engagement and staff engagement. Ultimately, employers have to decide for themselves – but with the help of experienced consultants – whether they will take on the conditions for reimbursing the training. The Caldecott Foundation invests considerable funds in training in order to achieve: – But in some situations, small businesses also need to protect investments in their employees. L&D doesn`t always cost the world, but some professional courses or qualifications can be very expensive – if an employee leaves your company shortly after completing a training course your company has paid for, then they could seriously get you out of your pocket. . . .