How Can I Make An Employee Stay With Me Once They Have Finished Their Training?


The team often get asked…

‘How can I make an employee stay with me after they finish their training?’

The short answer: Unfortunately you can’t.

I understand how frustrating it is, if you’ve spent a lot of time and money on training someone up, then at the end of that training, they decide they want to leave.

But, they do have a contract of employment with you, hopefully, and in that contract of employment it will tell them what their notice period is. There isn’t really anything you can do to stop someone from leaving. Once they’ve decided they want to go, then they will go.

What you can do, however, is…

Protect yourself a little bit by setting up a training agreement. The training agreement will actually state how much the training costs, and then what the consequences are if that employee decides to leave. You need to decide yourself whether you want them to pay back the full amount of money, or whether it’s a percentage of that money. You can actually have it stating if they leave within two years, or  twelve months or within six months, then the percentage can decrease as the time goes on.

How Can I Make An Employee Stay

Now with a training agreement, you need to make sure that you have it as a separate document and not something that’s included in the employment contract. You also need to make sure that you issue it to a member of staff before they actually start the training, so that when you talk to them about doing the training they have an understanding of what the consequence will be and that there’s a requirement for them to sign this training agreement up front.

It’s no point leaving it until the training is finished and then the employee decides they’re back to leave, and then you want them to sign the training agreement – that’s far too late.

Also Read: Do I Have To Pay An Employee Who Books Doctors Appointments During Working Time?

So if you’re going to be sending a member or staff on some training and it’s going to be quite costly and you want to protect yourself against that, and try to reclaim some of the money, then you can make sure that you set up a training agreement before they start the training.

If you’d like help with your HR Support or need HR consultation

…or if you’ve got any questions, please give us a call on 01980 622167, drop us an email, or contact us.


Do I Have To Issue An Employment Contract Before The Person Starts Work?


We’re often asked

“Do  I have to actually issue an employment contract to a member of staff before they start work?”

Well, the answer is no, you don’t have to…

You legally have to make sure that they have within eight weeks of them starting work, but its not great if you do it that way.

  • What we always recommend is that you make sure that you issue a contract and offer letter to someone before they start to work.
  • The reason for that, is because then you would know that they’re going to accept the terms and conditions that you’ve got.
  • So you’ll make sure you lay out when their start time is and what their salary is and any rules and things that apply, if they get a sick pay or don’t get sick pay.  So everything will be really clear before that person actually accepts that job with you.

Employment Contract

What we see sometimes is that people think:

‘Well, I’d like to wait and see if they are going to be any good before I offer them a contract’

But even though you haven’t given them a written contract, verbally they have a contract they’ve accepted and, if they start work, then they are under a form of contract, which means, the employment law will actually kick in from day one.

Our advice is

‘Make sure you’ve got your contract set up from the beginning’

We do get people sometimes who say:

‘I’m not prepared to accept those terms’

…or they try to change the terms if you give them after they’ve started. So make sure that you issue a contract before that person starts. That will save you from headache for later on!

Find out more about How to Manage Employees’ Probationary Period.

Do You Have A Bullet Proof Employment Contract?

Contact us, if you have more questions regarding employment contracts, HR Support or, HR consultancy.  Don’t have a contract to give staff?  We can help. Call 01980 622167 or email


Do I Have To Pay An Employee Who Books Doctors Appointments During Working Time?


Today I’m going to be answering another one of your questions. And the question we’ve got today is

Do I have to pay an employee who books a doctor’s appointment during working time?”

The answer to that is “No you don’t have to.” There’s no legal requirement to pay employees when they are going to see a doctor.

You could ask employees to try to make doctor’s appointments at the beginning of the working day or at the end of the working day – so that it doesn’t disrupt the working day too much, but there is no requirement for you to pay them.

41 Things Every Employers Needs To Know

  • It’s not very easy trying to get appointments at the end of the day or the beginning of the day because doctors as we know are very very busy. But, you can make employees aware that is what you would like them to do. You can even include that in your handbook so that they will understand that.
  • You can also explain that to people during their induction – that, if they are going to see a doctor or a dentist, there is no payment for that time and they need to try and make them either outside of working hours or at the beginning or the end of the day, or potentially in their lunchtime as well – that can work too.

So the quick answer is: No. If someone is booking doctor’s appointment during working time, you don’t have pay them.

Need help with HR support or HR Consultancy? Or, do you have more questions?  Contact us!  or email or phone 01980 622167


P.E.O.P.L.E. Masterclasses


I want to be able to share my HR knowledge with business owners

With all my years experience in HR, I want to be able to help business owners manage their people more effectively. So, I’ve decided that I’m going to be running some People Masterclasses.

Also Read: The People Advisor 

This way you’re going to learn about my experience. I’ll give you some techniques and tools that you’ll be able to take back into the workplace. The master classes will be on managing disciplinaries, how to manage absence, recruitment skills and, managing performance.

I’ve spent over 20 years working in HR

“I don’t think during that time there’s any staff issues that I’ve not actually dealt with – whether that’s long-term sick issues,  whether it’s bullying , harassment, disciplinary. I even dealt with a rape case. There’s nothing really that I haven’t had to deal with it some stage in my HR career.”

Attending the People Masterclasses

  • You’ll get some practical knowledge that you can take back into the workplace.
  • You’ll get a real deep understanding of the legal implications.
  • You’ll also discover how to make commercially focused people decisions.

P.E.O.P.L.E. Masterclasses

Spaces are limited to between four to ten

So each master class will room from ten to four and I’ll be giving you some practical advice of my experience over the years making sure you understand the legal requirements and giving you a commercial and practical view of managing people.

Get some details about People Masterclasses

Just fill in the form below and we’ll make sure we get some details out to you.