Charged for training when resigned

Becksnbeth

I have recently resigned from my job as a healthcare assistant. My handbook says I have to pay 75% of the cost for training I attended which I'm totally ok with. Just received my last payslip and they have taken off over £400 which I feel is a bit excessive for a manual handling and falls training. Both courses totaled to about 8hrs of training in total and I can pay for the courses independently for less than £100. I have done quite a few e-learning courses in my own time so not got paid for this but not sure if they have charged for these as the payslip just says training -£412. So no breakdown. I also have never received any certificates for these. Just wanting to check if this is normal as seems quite a bit of money. I have left to go work for an agency and none of the courses have helped me in my new job but could be seen as development towards it. Help!!!! as I want to stay on good footing with the manager so need to know the facts before I go all guns blaring

ReadingTim

The fact is that they have done exactly what you agreed they could do. You have no gun to blare.

Me2you

Ask for a receipt for the training you received from the provider

sangie595

ReadingTim wrote: »

The fact is that they have done exactly what you agreed they could do. You have no gun to blare.

Really? Well no. But close. Well no. Not close at all.

If training costs are to be reclaimed, the agreement to stipulate to this must be in writing, signed, and explain the terms and costs involved. The agreement must be signed by the employee and must be entered into before the training begins. The cost of the course must be verified - you are entitled to ask for evidence of cost. But it may also include associated costs - travel, paid time off to attend etc. Any agreement should also include a spiraling down of cost over a period of time.


Whether or not the courses are expensive is irrelevant. Sometimes courses are. What you could have got them for is irrelevant. The thing that matters is what they actually cost.

However, they have your money and you don't, so this is not likely to end amicably. If you haven't signed a training agreement, in law, they have no right to the money, but I suspect they aren't handing it back. So if you want it back, you'll need to go to an employment tribunal.

sangie595

Ps. It's questionable, in fact, whether they can claim it at all. It would seem that this training is a requirement for the job. In which case they can't charge you to provide training you need for the job if you are an employee.

ReadingTim

sangie595 wrote: »

Really? Well no. But close. Well no. Not close at all.

If training costs are to be reclaimed, the agreement to stipulate to this must be in writing, signed, and explain the terms and costs involved. The agreement must be signed by the employee and must be entered into before the training begins. The cost of the course must be verified - you are entitled to ask for evidence of cost. But it may also include associated costs - travel, paid time off to attend etc. Any agreement should also include a spiraling down of cost over a period of time.


Whether or not the courses are expensive is irrelevant. Sometimes courses are. What you could have got them for is irrelevant. The thing that matters is what they actually cost.

However, they have your money and you don't, so this is not likely to end amicably. If you haven't signed a training agreement, in law, they have no right to the money, but I suspect they aren't handing it back. So if you want it back, you'll need to go to an employment tribunal.

So, in all reality, yes then. As I said.

Crazy_Jamie

ReadingTim wrote: »

So, in all reality, yes then. As I said.

Let's be fair, it's not what you said. Your post omitted any reference at all to the quite stringent requirements for employers to reclaim training costs, which sangie succinctly outlined. Whether or not it is impractical for the OP to reclaim this money is quite different to whether or not she is likely to succeed if she attempts to do so. Your post gave the clear impressive that the OP would not succeed in recovering the money even if she attempted to do so, which was the wrong impression to give.

Undervalued

ReadingTim wrote: »

So, in all reality, yes then. As I said.

Er, no.

There is nothing in the OP's that says they have agreed to this in the way that the law requires. Just putting something in the employee handbook is not sufficient for this purpose. So it is quite possible, based on what we have been told, that the employer has no legal right to make this deduction.

Even if the do have the right to deduct, it must still be reasonable and proportionate otherwise it could be viewed as a penalty.

Obviously, as has been said, they have gone ahead and done it so recovering the money if they haven't got any agreement legally correct will be a battle.

Edit - cross posted with Jamie but in total agreement.

[Deleted User]

I'm more intrigued as to where the OP found guns that blare.

They must make your average shoot out a lot more comical.

sangie595

ReadingTim wrote: »

So, in all reality, yes then. As I said.

Not remotely. The law says the OP didn't agree, and the employer can't do it. So again... close, but not actually remotely close. Whether or not the OP chooses to do something about it doesn't change the facts. Your argument is that if I chose not to consider your slap in the face as assault it isn't assault. It's assault. What I do about it is a different question.


PS, the answer to what I do about it is deck you. I'm old school!

sangie595

Deleted_User wrote: »

I'm more intrigued as to where the OP found guns that blare.

They must make your average shoot out a lot more comical.

The OP is clearly a pacifist...