Training & development policy template
A comprehensive framework for supporting employee learning and career development. Covers training needs assessment, development opportunities, study assistance and career progression in Australian workplaces.
Training & development policy
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Why you need a training & development policy
Employees increasingly expect development opportunities as part of their employment. A clear policy shows you're committed to their growth and helps attract and retain talent in a competitive job market.
Beyond attraction and retention, training improves performance, supports compliance with regulatory requirements, and builds the skills your business needs to grow. A policy ensures training investment is strategic, fair and aligned with business needs.
A training policy also sets clear expectations about what's available, how to access it, and any obligations that come with employer-funded development—such as service commitments for significant investments in qualifications.
Key elements your policy should cover
Essential components of effective training and development
Training needs
How training requirements are identified and prioritised.
Development opportunities
Types of learning and development available.
Career progression
How training links to career advancement.
Time and scheduling
When and how training time is allocated.
Certifications
Support for professional qualifications.
Measuring outcomes
How training effectiveness is assessed.
What's included in this template
A complete framework for employee development
Purpose & scope
Why training matters and who the policy applies to.
Policy statement
Core principles of employee development.
Training needs assessment
How development needs are identified.
Types of training
Categories of learning and development available.
Mandatory training
Required training for compliance and safety.
Professional development
Support for career-focused learning.
Study assistance
Support for formal qualifications and study.
Time allocation
How training time is managed and approved.
Costs and reimbursement
Who pays for training and under what conditions.
Training records
How training is documented and tracked.
Common training scenarios
How your policy should address typical situations
Mandatory compliance training
Some training is legally required—food safety, first aid, working at heights, or industry-specific certifications. Your policy should be clear that this training is mandatory, paid for by the employer, completed in work time, and that failure to complete it may affect employment. Track completion dates and renewal requirements.
Study assistance for qualifications
When the business supports formal qualifications like diplomas or degrees, your policy should address financial contribution, study leave, service commitments (e.g., repayment if leaving within two years), and what happens if the employee fails. Be specific about eligibility criteria and approval processes.
Conference and seminar attendance
External events can provide valuable learning and networking, but can also be expensive and disruptive. Your policy should outline how requests are assessed, what costs are covered, expectations for sharing learnings with colleagues, and any limits on how many events employees can attend annually.
On-the-job training and mentoring
Not all development happens in classrooms. Your policy should recognise informal learning through job shadowing, stretch assignments, mentoring relationships, and cross-training. Include how these opportunities are identified and allocated fairly across the team.
Who should use this template?
Any business committed to employee development
Legal disclaimer
This template is designed to reflect Australian workplace standards at the time of publication. It is provided as a general guide only and does not constitute legal advice.
Some awards and enterprise agreements include specific training entitlements. Check your applicable industrial instrument for any training obligations. Repayment clauses for training costs must be reasonable and clearly communicated. For complex arrangements, seek independent legal or HR advice.
Regulatory sources
This template is aligned with Australian employment requirements.
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View templateDisclaimer
This document is a general HR template provided for informational purposes only. It is not legal advice and may not reflect the latest changes in legislation or apply to every workplace situation. RosterElf Pty Ltd and the template provider accept no liability for any loss arising from reliance on this document. Users should seek independent legal advice and customise the template to ensure it complies with all relevant laws, awards and workplace requirements.