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View full libraryA training cost recovery on resignation letter for confirming the training costs an employee is required to repay following resignation, explaining the contractual or written agreement that applies and setting out how the amount will be recovered.
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If you are managing employee learning and development, the toolkit brings together practical HR templates covering training needs, planning, development, 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.
[Sender name]
[Sender address]
[date]
[Recipient name]
[Recipient address]
Dear [Recipient first name],
Training cost repayment following your resignation
Private & Confidential
Further to your resignation dated [date], I am writing to confirm the position regarding the training costs incurred by [Company Name] on your behalf.
On [date], the organisation funded the following training:
Training / course: [Name of course]
Training provider: [Provider]
Date completed: [Date]
Original cost: £[Amount]
Before the training commenced, you agreed to the organisation's training cost repayment arrangements, as set out in [your employment contract / training agreement / written agreement] dated [date]. Under those arrangements, [insert relevant repayment provision].
As your employment is ending on [date], you are leaving within the period covered by the repayment arrangement. Based on the terms agreed, the amount repayable is calculated as follows:
| Original training cost: | £[Amount] |
| Applicable repayment percentage / amount: | [Percentage / amount] |
| Amount repayable: | £[Amount] |
[In your case, the relevant training [is still taking place/took place on [dates of training], so the termination of your employment is within [one month/three months] of the date of completion of the training. This means that [Company] is entitled to recover the full training costs of £[amount] from you.]
[OR
In your case, the relevant training [took place on [dates of
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This letter provides a clear written record where an employee resigns and the organisation is seeking recovery of training costs under an existing contractual or written repayment agreement. It explains the basis for the repayment, the training involved and the amount the organisation considers to be due.
The letter can identify the training undertaken and refer to the contractual term, training agreement or other written arrangement that established the employee's obligation to repay some or all of the costs if they leave within the agreed period.
Where the repayment obligation reduces over time, the letter can show how the amount has been calculated. This helps the employee understand whether the organisation is seeking the full cost or a proportion of the original training expenditure.
Where the agreement permits a deduction from wages, the letter can explain the amount the organisation intends to deduct from final pay. Any deduction should be made only where the organisation has the appropriate contractual or written authority and must take account of National Minimum Wage requirements.
If the amount cannot appropriately be recovered from final pay, the organisation can use the letter to explain the outstanding balance and invite the employee to agree an alternative repayment arrangement. The organisation should keep a clear record of any agreement reached.
Related HR resources and workflow
Explore the HR resources that may be relevant before and / or after using the Training cost recovery on resignation letter, helping you understand the wider process, maintain appropriate documentation and follow a consistent approach.
The Resignation Acceptance Letter formally acknowledges an employee's resignation and confirms the arrangements for the end of their employment.
Use these best practice actions, recommended timescales and process stages to understand when and how the Training cost recovery on resignation letter 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.
Can an employer recover training costs when an employee resigns?
Potentially. The employer normally needs to have agreed the repayment obligation in the employment contract or in writing before the training started. The exact terms of the agreement should be checked before seeking repayment.
Can training costs be deducted from final pay?
They can be where the employer has the necessary contractual or written authority. The employer should also check the National Minimum Wage implications and make sure the deduction is correctly calculated and recorded.
Does the employee have to repay the full training cost?
Not necessarily. The agreement may provide for a reducing repayment scale depending on when the employee leaves. The amount should be calculated in accordance with the terms that were agreed before the training took place.
What happens if final pay is not enough to cover the training repayment?
The organisation can explain the outstanding balance and seek to agree another method of repayment where appropriate. Any repayment arrangement should be confirmed in writing.
Why use HRDocBox rather than AI?
AI can generate a generic repayment letter, but HRDocBox provides structured, UK-focused HR documentation designed around practical employment processes. This letter provides a clear framework for explaining an agreed training repayment obligation, setting out the calculation and confirming the proposed next steps.
How this content is developed and reviewed
The Training cost recovery on resignation letter 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 learning 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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