Training & development policy template

Generally yes. Where the employer directs an employee to complete training — such as compliance, induction, safety or licensing training — that time is treated as work time and is paid. Some modern awards set out specific paid-training rules. Purely voluntary professional development that the employee chooses may be treated differently, so make the distinction clear in your policy.

Repayment or service clauses are sometimes used for expensive qualifications. To be enforceable they must be agreed in writing in advance, be reasonable and proportionate, and ideally reduce over the service period. Courts may decline to enforce unreasonable or punitive terms, so keep them fair and clearly communicated. See our employment law guide for context.

Study leave is time away from normal duties to attend approved courses, classes or exams. There is no universal legal entitlement to study leave for most employees, so it is usually offered at the employer’s discretion or under an award, enterprise agreement or individual arrangement. Your policy should set out eligibility, how to request it, and whether it is paid or unpaid.

Keep records of all training completed, including dates, content and any certifications, plus renewal due dates for licences and safety qualifications. Good records support compliance, help defend claims and reveal development needs identified during performance reviews. Using digital HR records makes it easy to track completion and acknowledgements in one place.

Responsibility is shared. The business provides access, time and funding for required training and supports development; managers identify needs, approve requests and ensure mandatory training is completed; and employees participate, complete training in good faith and apply what they learn. Spelling out these responsibilities keeps the policy fair and easy to follow.