Induction training costs

Mimi_Jackson

I am on a zero hours contract. In order to be offered work I needed to attend 3 full days of induction training. The company then wait until they have some work for you and only then do you sign a contract - you then need to wait until you have completed 3 months work before they reimburse you for your time of these 3 days. However I have resigned after a month and now the company are deducting £150 which they say is to cover the cost of their induction training (which effectively I did in my own time) Can they do this?

[Deleted User]

I'd have thought not but what did you sign up to?

Don't show them you buy what you are being told - "You sue me, I'll sue you" is the only way to go by nowadays I'm afraid.

getmore4less

why resign before they had paid out for the training days after 3 months.

Zero hour you just stop accepting work and can get a job elsewhere.

Xbigman

The induction costs are not just you, its also the person doing the induction, so yes they can deduct those costs if your contract says they can.
Does the £150 deduction take you under minimum wage? That might be a route forward.




Darren

sangie595

Xbigman wrote: »

The induction costs are not just you, its also the person doing the induction, so yes they can deduct those costs if your contract says they can.
Does the £150 deduction take you under minimum wage? That might be a route forward.




Darren

The minimum wage "rule" doesn't apply to a final wage, so if the OP resigned then it becomes a final wage - and an employer can take back 100% of the wage ( and then some!) if there is a debt to the employer.

So the question is actually whether there is a debt. The OP needs to explain what is in their contract about this, what the training comprised, and whether the training fee was made clear before they started the training. Also, did you sign anything regarding to this fee?

jobbingmusician

^^^^This.

https://www.crunch.co.uk/blog/small-business-advice/2011/02/01/pay-and-wages-pay-cuts-protection-from-unauthorised-deductions-from-your-pay-2/ says....

• Many employers have training expenses ‘claw-back’ clauses in their contracts – i.e. the contract will say that the Employer can reclaim the cost of training courses they have provided for you, if you leave the employer within a certain period of time of having the training. This may include the cost of the actual training, course materials, course and exam fees, study leave, but should generally only cover formal training that enables an employee to gain a skill that will be useful elsewhere.
• These clauses can be valid, but the amount the Employer asks you to repay must be a genuine pre-estimate of the damages/loss which the employer has (or will) suffered, otherwise it will be known as a ‘penalty’ against the employee which is unenforceable. In determining the amount the employee needs to repay the Employer must consider what benefit they have received from the employee undertaking the training and whether the employee would have any knowledge of the amount of the cost they are being asked to repay. The Employer must also demonstrate that you have agreed to repay such costs from your wages in the future (ideally with a signed agreement before you undertook the training) and ideally take the payment in stages (even after you have left the company).

Mimi_Jackson

Thank you all very much for your helpful replies.