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    Is the use of a sliding scale prohibited?

    Can employers use a sliding scale for the subtraction of expenses on training from severance pay?

    Under several conditions, you may subtract any expenses your organization has made on providing training to employees from their severance pay upon dismissal. For this, you must make arrangements with the employee in question. It is possible to use a sliding scale; the laws and regulations do not prohibit this.


    A sliding scale is common in regulations for educational expenses. These regulations mean that an employee must pay back any expenses made by your organization on the employee’s education if (s)he resigns within a specific period of time (in which case you often do not have to provide severance pay). The sliding scale means that the longer the employee works for the organization after completing his/her education, the less must be paid back if (s)he decides to resign. For example, 100% of expenses if (s)he resigns within half a year and 50% if (s)he resigns after one year. Such a sliding scale can also be used in subtracting expenses on training from severance pay. The percentage of expenses you may subtract from severance pay in case of a dismissal then decreases within a specific period of time after the employee completed the training. This can be a fair arrangement. After all, employees do not like to see their severance pay reduced by expenses made on training which turns out to be of no use now that the employee no longer works for the organization.

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