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Asking on behalf of a friend.
Employee undertakes a one year training course via an apprenticeship. This was extended due to college closures due to Covid.
The course should have finished in August 2020.
The employee had several problems with the college at the very start and wanted to switch to a provider not via an apprenticeship or home study, which was declined (told to persevere with the college).
College closed in March 20 and the employee has not returned for tuition. Ironically, they’ve done it all from home.
On top of this, their workload was never reduced and they were expected to do the same hours / workload.
The course is still ongoing but the employee has now decided to leave and has been hit with a £10k bill for ‘salary paid’ whilst on day release. Essentially, they want their money back for time paid whilst studying.
How enforceable is this agreement?
Employee undertakes a one year training course via an apprenticeship. This was extended due to college closures due to Covid.
The course should have finished in August 2020.
The employee had several problems with the college at the very start and wanted to switch to a provider not via an apprenticeship or home study, which was declined (told to persevere with the college).
College closed in March 20 and the employee has not returned for tuition. Ironically, they’ve done it all from home.
On top of this, their workload was never reduced and they were expected to do the same hours / workload.
The course is still ongoing but the employee has now decided to leave and has been hit with a £10k bill for ‘salary paid’ whilst on day release. Essentially, they want their money back for time paid whilst studying.
How enforceable is this agreement?
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