What do I need to consider when offering employee training?

Effective employee training does more than simply teach employees how to be successful in their individual role. Training is an important part of the induction process because it teaches new hires about the company’s values, mission and goals. Employees who receive effective training will be able to contribute more to the business, and may be less likely to leave their employer.

According to a survey carried out by job posting site Indeed, 39% of job seekers who left their job within the first six months said that more effective onboarding and new hire training could have helped them stay longer.

Training can take various forms including onboarding, formal programs, or e-learning.  This article discusses things employers should consider when planning to offer employee training.

New hire training

Employers should first establish what information is most important for new hires to know for their role and what resources are required (online courses, check-in meetings, mentoring, etc.) to effectively train any new hire. It is also important to ensure that all managers and trainers that work with new hires understand the employer’s objectives for the training and criteria for success.  

When developing a training regime for new hires, employers should also consider consulting with existing employees. Having already gone through the company’s induction, current employees can offer valuable insight to which aspects of training could be improved. They can also offer suggestions on how the new hire can be best integrated into the team.  

Offer video and e-learning training opportunities

Video training and e-learning are increasingly popular, especially among younger generations. These methods of training are flexible and allow employees to learn from any location, making them suitable for teams that have remote or hybrid working arrangements in place.

A 2021 LinkedIn report found that Gen Z learners watched 50% more hours per learner of learning content in 2020 versus 2019. While live training sessions can certainly be engaging, they come with a risk that employees will forget what they have learned after the session is over. Recording presentations and offering alternative video training means that these resources are readily available whenever employees need a refresher.

Apprenticeships

Some employers may consider employing apprentices or upskilling their current employees through apprenticeship courses. It is important for employers to consider that if they wish to take on apprentices, there are very specific requirements regarding apprenticeship documentation. The compliant documentation must be in place prior to the apprenticeship start date. If this does not happen, there are several negative consequences, including that the employer will be unable to claim Government funding.

It is also important to note that employers are not permitted to ask apprentices to repay any of their training costs during their apprenticeship. However, the 2023-2024 Apprenticeship Funding Rules make a distinction between “eligible costs” and “ineligible costs”. Ineligible costs can include an apprentices’ travel costs, accommodation costs, costs of any PPE clothing or uniforms, and any additional training that the apprentice elects to take which is not directly related to the apprenticeship. It therefore remains possible for employers to recover the costs of any ineligible costs, but this should be done with caution.

Repayment of training

Staff training can have many benefits for businesses, but it can also be costly. The cost of staff training may include the costs of:

• Training materials;
• Trainers' fees;
• Employees' time away from work.

A repayment of training costs clause in employees’ contracts or a separate repayment agreement can help employers protect their investment. The clause or agreement states that if the employee’s employment terminates within a certain period of starting or completing the training, then the employee will need to repay some or all of the costs paid by the employer. Often costs will be recovered on a phased basis, meaning the longer the employee stays in employment the less they will have to repay. Employers should also consider whether they would want to reclaim training costs where the employee has attended the training but has failed to pass the course or obtain the relevant qualification.

Paid time off for training

Under the Employment Rights Act 1996, employees are not entitled to paid time off for training, though employers have the discretion to pay employees if they wish. Employers must make it clear to employees whether time off to attend training is paid.

However, under the National Minimum Wage Regulations 2015, time spent carrying out training that has been “approved by the employer” during normal working hours will count towards an employee’s total hours for national minimum wage purposes. This means that employees whose pay is at or close to national minimum wage may need to be paid for at least part of the training to ensure that their pay for the reference period does not fall below the  national minimum wage.

If you have concerns or questions about training or need assistance drafting a repayment of training costs agreement, please contact our Employment Team by emailing employment@warnergoodman.co.uk or calling 023 8071 7717.