The agreements to reimburse your employer for training costs are valid and enforceable. So if you have agreed to reimburse your employer, if you stop, you must do so. But if there was an agreement that you would repay, if certain circumstances occurred, z.B. if you stop or resign, then if that agreement is an enforceable contract, you should pay back. To enter into an enforceable contract, it only takes two things: mutual agreement and consideration. “Mutual agreement” is exactly what it looks like: you and your employer must both agree to the terms. For example, they pay for your training provided you pay them the training fee if you stop. As long as you are both “on the same page” in relation to what is expected or necessary, it is a mutual agreement. That is why such an agreement should be written. If you have written it, what has been agreed will be much more obvious and there will be less room for debate on the terms of the agreement or not. And if the letter is signed by both parties, it will show that both the employer and the worker have agreed in writing. (The law assumes that you understood and accepted what you signed.) However, it is important for employers that it can also be used to indicate when a worker might be responsible for reimbursement of these training costs and how that reimbursement would work.
In particular, it can determine whether these costs are reimbursed when an employee leaves the company shortly after the end of the training. If a training agreement has the practical effect of “capturing” an employee in his or her current role, it may well be considered unenforceable. Although I am not in favour of oral agreements, be aware that these are still legally binding treaties. If you are offered a pilot position by telephone, as long as you stay for 24 months because of the training fee and accept the offer on those terms and then complete the training, there will be a binding agreement. If you leave your job before the 24-month period expires, you are in breach of an enforceable contract. A court could make you liable for some or all of the training costs, even if you have not signed a written contract. So be sure to write down each agreement in writing and seek advice from experienced legal advisors to avoid a situation in which they may wonder if these are your rights and obligations under the agreement. Drakes must ensure that the trainee is able to participate in the training contract or training program under the training contract, and that the trainee receives the appropriate training in the workplace. Agreements like this are applied on their terms, but only on their terms.
So say the deal is that you have to pay back if you stop less than 12 months after training (which is a fairly common type of agreement like this). In this case, if you stop 12 months and a week later, you do not have to pay back. All you have to do is pay back if the terms of the agreement say you are doing it. Under the act, a provision that a party of the other party must pay a specified amount in the event of a particular event. For example, an offence or a worker who would clear his employment, a specified amount is enforceable only if the amount the party must pay is a real estimate of the loss of the other party.