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View full libraryThis Training and Development Policy sets out how the organisation identifies, plans, delivers and reviews training and development for employees. It provides a consistent approach to mandatory training, role-specific skills, professional development, career progression and continuous learning.
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If you are reviewing your learning and development arrangements, these training and development policy templates give you a practical set of policies covering training needs, planning, delivery, application and evaluation.
This template brings together the key information, sections and considerations you need to create a clear, comprehensive and professional HR document. Preview the document below.
1 Overview
1.1 [Company] recognises that effective training and development can support employees to perform their roles safely and effectively, develop their skills, improve performance and prepare for future responsibilities.
1.2 The organisation is committed to providing appropriate training and development opportunities based on business requirements, role requirements, identified skills gaps and individual development needs.
1.3 Training and development may include formal courses, qualifications, e-learning, coaching, mentoring, on-the-job training, job shadowing, supervised practice, management development, apprenticeships and opportunities to gain experience through new responsibilities or projects.
1.4 This policy sets out the principles used by [Company] when identifying, arranging, delivering and reviewing training and development.
2 Scope
2.1 This policy applies to employees of [Company]. Where appropriate, elements of the policy may also apply to apprentices, agency workers, contractors or other individuals who require training to carry out work safely or effectively.
2.2 The organisation will determine the training required for particular roles based on the nature of the work, legal requirements, health and safety risks, business requirements and the skills needed to perform the role.
3 General principles
3.1 Training and development principles
[Company] aims to provide
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This policy provides a structured framework for developing the knowledge, skills and capabilities of employees. It recognises that effective development can include formal courses and qualifications as well as coaching, mentoring, on-the-job learning, job shadowing, management development and opportunities to take on new responsibilities.
Training needs may be identified through induction, performance reviews, 1:1 meetings, changes to job responsibilities, new equipment or systems, changes in legislation, health and safety requirements, skills gaps and individual development discussions.
Some training will be essential because of legal, health and safety, regulatory, customer, operational or organisational requirements. The organisation should identify which training is mandatory, who needs to complete it and when refresher or renewal training is required.
Employees should be encouraged to discuss their development aspirations with their manager. Development opportunities may include formal qualifications, internal training, coaching, mentoring, job shadowing, project work and increased responsibilities.
Training opportunities should be considered fairly and consistently, taking account of business requirements, role relevance, performance, development needs and available resources. The organisation will also consider reasonable adjustments where appropriate.
Training should be evaluated where appropriate to determine whether it has achieved its intended purpose and whether new knowledge or skills have been applied effectively. Appropriate records should be maintained so that mandatory training, qualifications and refresher requirements can be monitored.
Use these best practice actions, recommended timescales and process stages to understand when and how the Training and development policy should be used, helping ensure each step is handled consistently and appropriately documented.
Understand the common mistakes to avoid when using this HR template, helping you reduce risk, prevent unnecessary costs and ensure the process is handled correctly.
There is no general requirement for an employer to provide every type of training requested by an employee. However, employers must provide appropriate health and safety training where required, and other training may be necessary because of the employee's role, contractual arrangements, professional requirements or specific legal obligations.
Yes. Employees are encouraged to discuss training and development needs with their manager. Requests will be considered based on factors such as the relevance of the training, business requirements, the employee's role, available resources and development needs.
Not necessarily. Some roles require practical assessment, supervised experience or other evidence of competence. Managers should consider whether the employee can safely and effectively apply what they have learned rather than relying solely on course attendance or a certificate.
The organisation will normally pay for training that it requires an employee to undertake. For optional development, the organisation may agree to fund all or part of the cost depending on the circumstances. Any arrangements concerning training costs or deductions should be confirmed before the training takes place.
Yes. Not every training request will be approved. The organisation may consider relevance to the role, business priorities, cost, operational requirements, previous development opportunities and other relevant factors. Decisions should be made consistently and without unlawful discrimination.
HRDocBox templates provide a structured starting point designed for UK employers, combining practical HR wording with relevant employment law, Acas guidance and workplace best practice. AI can generate wording, but a structured HR template helps provide consistency and ensures key areas are considered.
The document separated the key responsibilities from the supporting detail sensibly. It helped turn something we had been handling informally into a clearer written arrangement.
How this content is developed and reviewed
The Training and development policy template is developed using a practical HR methodology that considers current UK employment legislation, ACAS guidance, CIPD good practice and the real-world HR process it supports. Templates and supporting information are regularly reviewed and updated, with additional reviews triggered by significant changes to legislation, guidance or established HR practice, helping ensure each document remains practical, relevant and suitable for UK employers.
Darryl Horn, Chartered HR Director
Darryl is a Chartered HR professional with over 25 years' experience in senior HR and employee relations roles.
He has extensive practical experience of managing training and development HR processes and founded hrdocbox to provide businesses with practical, professionally developed HR resources grounded in UK employment law and best practice.
HRDocBox has been creating practical UK HR documents since 2009.
"Darryl provides support and advice with excellent judgement, and has a strong understanding of people, policies and UK employment legislation."
"He is someone I trust; consistent, dependable, and committed to doing things properly."
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