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Our Training Cost Recovery on Resignation Letter template outlines the terms for reimbursing training costs, promoting transparency and a clear agreement.
[Sender name]
[Sender address]
[date]
[Recipient name]
[Recipient address]
Dear [Recipient first name],
We are in receipt of your letter of resignation dated [date] and note that you have given [one month's] notice to terminate your employment with us. That means that your contract of employment will terminate on [date].
[In accordance with clause [number] of your contract of employment/Under the agreement that you entered into on [date] ], a copy of which is attached, [Company] requires you to repay the cost of training on [details] if you leave employment during the training or during a specified period after the training has ended.
[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
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A Training cost recovery on resignation letter is a letter that an employer sends to an employee who has resigned, informing them of the company's policy regarding the recovery of training costs incurred by the company for the employee's training and development.
In some cases, an employer may have invested in an employee's training or development, such as paying for a course or professional qualification, and may have a policy that requires the employee to repay some or all of the training costs if they leave the company within a certain period of time.
The Training cost recovery on resignation letter typically outlines the specific amount of training costs that the company is seeking to recover from the employee, and the payment terms and conditions. The letter may also provide information on the employee's legal rights in relation to the recovery of training costs and any deductions from their final pay.
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.
If an employee resigns, issue this model resignation acceptance letter to provide specific end of contract information, such as the date of their last day of work.
Here are some key UK employment legislation that employers must comply with when implementing a Training cost recovery on resignation letter:
The Employment Rights Act 1996: This outlines the statutory rights that employees have with regard to deductions from wages, including the right to receive written notice of any proposed deductions. Employers must ensure that any proposed training cost recovery deductions are in compliance with the provisions of this Act.
The Equality Act 2010: This prohibits discrimination on the grounds of age, gender, race, religion, disability, and other protected characteristics in relation to training and development opportunities. Employers must ensure that any training cost recovery policies do not result in discriminatory treatment.
The Data Protection Act 2018: This sets out the legal requirements for the collection, use, and storage of personal data, including information about training costs and cost recovery policies. Employers must ensure that they are complying with the provisions of this Act when collecting and storing employee data.
The Apprenticeships, Skills, Children and Learning Act 2009: This sets out the legal requirements for apprenticeships and skills development, including the provision of training to employees. Employers must ensure that any training cost recovery policies are in compliance with the provisions of this Act.
Overall, employers must ensure that they are complying with all relevant employment legislation when implementing a Training cost recovery on resignation letter, and that any training cost recovery policies are fair, reasonable, and do not result in discriminatory treatment.
Yes. This template has been designed for organisations of all sizes, including small businesses, charities and growing employers. It follows UK employment law best practice and can be adapted to suit your organisation.
Our templates are developed with UK employment legislation, Acas guidance and HR best practice in mind and are reviewed and updated as relevant requirements change. However, every employment situation is different, so the template should be adapted to the circumstances and checked against the employee's contract and your organisation's procedures before use.
Yes, we highlight the areas of the document that you need to update with your own details, and where you need to make decisions to suit your situation. This saves you time and ensures that you meet best practice.
Yes. Once purchased, you'll be able to download it instantly. Templates are provided in editable format (such as .doc or .xls) so you can customise them easily, and in PDF format for easy sharing.
If you're looking for broader support, we also offer toolkits and library bundles that include the Training cost recovery on resignation letter template, along with other HR templates and policies for fully managing your situation. These may be more cost-effective if you need deeper advice.
AI can produce a document quickly, but effective HR documentation needs to be more than well-written words. It needs to reflect relevant UK employment law, HR best practice, practical considerations and the circumstances in which it will be used. These resources have been professionally developed around that wider HR context, drawing on extensive practical experience, rather than simply generating a generic document from a prompt.
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 processes and founded hrdocbox to provide businesses with practical, professionally developed HR resources grounded in UK employment law and best practice.
"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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