Training leave

PDF Version
Name of the instrument - Local language
Training leave
Name of the instrument - English translation
Training leave
Scheme ID
245
Country
United Kingdom
Reporting year
2020
Type of instrument
Training leave
Sub-type of instrument
Unpaid leave - only employer and employee are involved
Type of entry
Single instrument
Short description

Employees of bigger companies (at least 250 people) may have the right to ask for a leave for training or study. They must have worked for their employer for at least 26 weeks. Training must help staff do their job better. Time off is usually unpaid unless the employer agrees to pay it.

Level of operation
National
Name of a part of the country
Not applicable
Name of the region (for regional instruments)
Not applicable
Name of the sector (for sectoral instruments)
Not applicable
Relevance
Further instrument
Section 63D of the Employment Rights Act 1996
Objective(s) and target(s)
Statutory right to make request in relation to study or training: https://www.legislation.gov.uk/ukpga/1996/18/part/6A#:~:text=63DStatuto….
Year of implementation
1996
Operation/management
Training leave is agreed between an employer and an employee on a case-by-case basis. The employee must initially request training leave. The employer must respond by accepting or holding a meeting with the employee to discuss within 28 days of receipt of the request.
Eligible group(s)
Employees of bigger companies (at least 250 people)
Group(s) with preferential treatment
No preferential treatment
Education and training eligible
All types of education and training (leading to a formal qualification, general courses, occupational courses and non-formal courses).
Source of financing and collection mechanism
Employee, employer (if employer agrees)
Financing formula and allocation mechanisms
Time off is usually unpaid unless the employer agrees to pay it.
Eligible costs
The employee is not entitled to receive paid wages while they are on their training leave. The costs of the course are borne by the employee. The employer can pay some or all of the course costs if they believe it will benefit their business.
Volumes of funding
Not applicable
Beneficiaries/take up
Not available
Organisation responsible for monitoring/evaluation
Not applicable
Most relevant webpage - in English
https://www.gov.uk/training-study-work-your-rights
Most relevant webpage - local language
https://www.gov.uk/training-study-work-your-rights
Recent changes

No recent amendment

Recent changes in response to COVID-19

No changes

Sources
Section 63D of the Employment Rights Act 1996
UK Government
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