Already an account? Log in

    Try HRM Rendement

    With 13 published issues in a calendar year HRM Rendement offers the most up to date answers to your professional questions with news, themes and articles.

    Subscribe to HRM Rendement for the next three months for only € 3, excluding VAT (normal price is € 99 per year). This offer applies to a business trial subscription, valid until cancellation. The General Terms and Conditions can be found on HRMRendement.nl.

    Fill out the form below and subscribe













    Are you interested in similar English publications? Rendement also offers www.payrollrendement.nl (about Dutch payroll regulations), www.taxrendement.nl (about Dutch tax regulations) and www.BArendement.nl (about Dutch financial SME-news).Try these publications for three months each for € 3, excluding VAT. Normal price is €99 per year.

    Try these publications for three months each for € 3, excluding VAT. Normal price is €99 per year.



    Promo code (when available)

    We ask you to agree to our General Terms and Conditions and Privacy Policy.

    When clicking on subscribe, you automatically give permission to receive the newsletter and offers, with which we inform you about relevant products and services of Rendement Uitgeverij BV. If you do not want this, please contact us via klantenservice@rendement.nl. You can also withdraw the consent at any time by clicking on the unsubscribe link at the bottom of each email.

    Many organizations use a repayment clause for schooling costs

    Research by Motivaction, commission by Rendement Uitgeverij, shows that in certain situations 82% of organizations include a clause mandating the repayment of schooling costs (called ‘studiekostenbeding’ in Dutch) in contracts with their employees.

    Duty to provide schooling

    In such a clause, it is agreed that an employee must pay back any costs on schooling (i.e. training, programs, courses, etc.) if the respective employee leaves employment with an organization within a set period of time after having completed the schooling in question. However, it sometimes happens such a clause is also included for mandatory schooling, despite the fact that an employer has a duty to provide such schooling. As of August 1, 2022, a new rule will make it compulsory for organizations to cover the costs of schooling mandatory by the collective labor agreement or Dutch law. As a result, employees can no longer be made to pay back these costs, which means that you can no longer include a repayment clause for mandatory schooling.

    Findings

    The most interesting findings from Motivaction’s research:

    • 82% of organizations use a repayment clause for schooling costs;
    • 18% always use a repayment clause;
    • 49% only use such a clause if the costs exceed a certain amount;
    • 9% of organizations use a repayment clause only for schooling not mandatory by law or the collective labor agreement;
    • 6% only uses this clause for schooling programs lasting multiple years;
    • 10% never uses a repayment clause;
    • 8% does not know if such a clause if ever used.
    Share this article on: