Training: some employees may have to reimburse it

Vocational training has been a resounding success in recent months with the possibility offered to working people to transfer their individual training rights (DIF) to their personal training account (CPF). But beware, some employees who have benefited from training funded by their company, may well have to reimburse it.

At the request of the Confederation of Small and Medium-Sized Enterprises (CPME), the social partners will look into the subject of the training waiver clause for employees. As defined on the public service site, this is a contractual clause which requires the employee who has benefited from expensive training to remain in the service of his employer. The latter must respect a certain time limit before being able to leave the company which financed the training. If he resigns before this deadline, he must reimburse the training costs incurred by the company.

A completely reasonable provision for the president of the CPME François Asselin. “Whether the company benefits from a return on investment is the least of it. We can understand that there is a form of employee engagement, ”he said in the columns. Echoes.

towards reimbursement by the new employer?

To be effective, this clause must nevertheless be included in the employee’s contract from the start. If necessary, he will then have to retrocede the sum spent for him if he resigns or if the training costs more than the expenses imposed by law.

Another possibility is being considered: to force a company that decides to poach an employee to pay the company he is leaving, a financial transfer allowance. For now, even if nothing is really defined, these measures could however slow down the enthusiasm of working people for vocational training and apprenticeship.

Read Also:  Automating Reporting And Analytics Processes

Recent Articles

Related News

Leave A Reply

Please enter your comment!
Please enter your name here