Employees can make requests to undertake any training which they believe will improve their effectiveness at work, and the performance of your business. The training they undertake can include accredited programmes - leading to the award of a recognised qualification - or shorter unaccredited training to help them develop specific skills relevant to their job, workplace or business. The legislation does not prescribe where the training tales place or what delivery means is used.

The University takes the development of its staff seriously and any request under these provisions will be considered carefully. However, the expectation is that the arrangements the University already has in place to support individual development means that the need for such requests will be minimised.

Making a Request

First of all check the existing provision in the University and if this meets your needs apply for that training in the normal way. For example you may be able to apply for funding from the Individual Development Fund or there may be courses already available through the short course programme. If existing provision does not meet your needs or you feel that access to training has been restricted inappropriately you can make a request under the legislation.

Requests should be in writing/email to your line manager giving the following information:

• Explain that the request is being made under this legislation and provide the url to this page,
• State what training you wish to undertake,
• When it will take place
• Any costs associated with the training,
• The benefits in terms of improved individual performance/effectiveness
• Benefits to the business

Managers Decision

The legislation requires that you may only refuse an employee's request for time to train for one of the following business reasons:

• The proposed study or training would not improve the employee's effectiveness in your business
• The proposed study or training would not improve the performance of your business
• The burden of additional costs
• Agreeing to the request would have a detrimental effect on your ability to meet customer demand
• You would be unable to reorganise work among existing staff
• You would be unable to recruit additional staff to cover the absence
• Agreeing to the request would have a detrimental impact on quality
• Agreeing to the request would have a detrimental impact on performance
• There would be an insufficiency of work during the periods the employee proposes to work
• There are planned structural changes during the proposed study or training period

A full guide to the legislation, including appeals to Industrial Tribunal can be obtained from the Department for Business, Innovation and Skills at

Should you receive a request under this legislation it would be helpful for Martin Cussons at Professional Development to know about it.