Individual training right: exactly how does it work?

The Labour Deal requires companies with at least 20 employees to implement a series of training-related measures. For one thing, said companies are required to submit a training plan by 31 March of each year. And, since January 2024, they need to offer their full-time employees five individual training days. Some sectors are allowed to derogate from this number of days, but they need to a growth track to eventually reach the five day requirement.

Three months after its introduction, enthusiasm for this measure appears to be less than hoped for: just 25% of workers attended (a) training course(s) of five days or more last year. In 2024 too, the individual right to training does not seem to elicit much appeal.

The appetite and willingness for organising and attending training courses among employees and employers is there, but only when they contribute to growth and productivity. For instance, there is a preference for courses which:

• are in keeping with the job someone is doing or is set to do in the future;
• prepare employees to take up a new post in the organisation;
• ensure employees stay relevant in a fast changing company environment.

Alongside upskilling and reskilling your employees, training is an important strong suit to keep people in your organisation (for longer). Keeping employees employable and giving them the opportunity to sustainably drive their career forward is a motivator that cannot be underestimated. Moreover, it’s a win-win: both your people and your business benefit. So the lifelong learning principle is a great way to counteract labour shortages and to keep your employees in your employ for a longer period of time. Our advice is to create individual growth paths or career paths for your employees.