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Labour Protect Advice Forum -> Labour Protect Advice Forum -> 1) Training payback when employer terminates. 2) when can probation period be proven to be short term contracts
Post Info TOPIC: 1) Training payback when employer terminates. 2) when can probation period be proven to be short term contracts
Rex

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1) Training payback when employer terminates. 2) when can probation period be proven to be short term contracts
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I am working for a company, who headhunted me and asked me to join them. In the contract, it states that should i leave the company during the first year, i will be required to pay back the training (statutorily required) costs. My probation period (6 months) is coming up, and i will not be extended, however i dont feel that i must pay the training costs as i am not leaving voluntarily. Can the company do this, just because it is contractually worded if i leave in the first year.

Secondly, 8 of the last 8 hires (sales roles) have not been extended, which leads me to question the probation period being realistic as per the labour law guidelines. surely individuals can not be held liable for the training costs when apparantly the performance targets are not realistic!

Appreciate your comments!



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