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Employee’s In-Service Training Possibilities

Viimati uuendatud: 16.02.2017


The purpose of in-service training is to support the constant development of the employee as a specialist. The employer is obliged to guarantee training to the employee for developing professional knowledge and skills, bear the training costs and pay medium remuneration to the employee during the training.

The employee is obliged to participate at the training. For instance, if the employer wishes to increase the capabilities of the company’s sales personnel, they may direct the employee to related refresher course. The training time is considered as working time, it must follow the working and resting time rules and must be compensated for. Trainings taking place outside the regular working time are considered as overtime work and must be compensated for.

To motivate employees, the employer could also organize trainings that are not directly related to daily tasks but broaden the employees’ world-view.

If the employer sends the employee to a training that takes place outside the regular workplace, it is to be considered as a business trip, which could bring along additional costs to the employer (accommodation, travel costs, etc.). When sending a person on a business trip, the employer must take into account that they need consent from an employee who is pregnant, raising a child under three or with disabilities, or who is a minor (in this case, their legal representative must also give their consent).

In some cases, the employer bears great training costs (e.g. training pilots). The employer invests into the employees’ knowledge and presumes that the acquired knowledge will bring an additional profit to the company during a certain time period. In this situation, it is in the employer’s interests that the employee will remain connected with the company for a longer period of time and that some competitor would not be able to allure them over by offering a higher salary. As a guarantee, the employer and employee could conclude a written contract stating that the employee will have to compensate for the training costs if they leave the company in less than three years following the training, for instance. If the employee wishes to terminate the contract sooner than stated in the interconnection contract, they must compensate the training costs to the employer in proportion with the time left until the end of the agreement.

If the employee wishes to educate themselves professionally (acquire a degree or attend some course), they are entitled for an academic leave in the amount of 30 calendar days per one calendar year. During academic leave for professional development and degree studies, the employee will receive medium remuneration for 20 calendar days. Self-development need shall be assessed dependant on the job and position. Newly employed should inform the employer about their wish to study or will likely use academic leave, that the employer would be able to take that into consideration. It is also not fir bidden to agree on flexible working hours so that uniting work and studies would be as painless to both parties as possible.

The employee’s training and self-development possibilities could be a topic to discuss in pre-contractual negotiations so that the parties would know what must be taken into consideration in the probable employment relationship.

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