Employee Training and Development Policy Template

Learning is a key driver of employee success — and organizational success, too. When employees are supported with opportunities to grow their skills, explore new areas, and deepen their expertise, they feel more engaged, more confident, and more likely to stay and thrive.

A strong employee training and development policy creates structure around how learning opportunities are identified, funded, and supported across the organization. It helps ensure that employees at every level know how to develop in their roles — and that managers and leaders know how to support them in doing so.

This policy outlines how training is provided, what development resources are available, and how learning aligns with performance, growth, and company strategy.

What the Training and Development Policy Should Include

An effective policy should clearly define:

• Purpose and scope: Why training and development matters and who the policy applies to
• Types of training offered: Onboarding, job-specific skills, compliance, leadership, DEIB, certifications, etc.
• Employee eligibility: Who is eligible for which types of development opportunities
• Manager responsibilities: Supporting development plans, identifying learning needs, encouraging participation
• Learning formats: In-person workshops, online learning, conferences, certifications, coaching
• Development planning: How employees set learning goals and track progress
• Tuition reimbursement or learning stipends: Whether the company pays for external development and how
• Time and scheduling: When employees can participate in learning during work hours
• Feedback and improvement: How development is tracked and evaluated over time
• Policy ownership and review: Who oversees learning programs and how updates are managed

Purpose of the Training and Development Policy

This policy is designed to create a consistent, equitable framework for employee learning and career growth. It aims to:

• Support onboarding, role mastery, and ongoing performance
• Prepare employees for new responsibilities, stretch roles, and promotions
• Invest in future leaders and specialists
• Build organizational capabilities that support long-term success
• Encourage a culture of continuous improvement and curiosity

Learning isn’t a one-time event — it’s an ongoing process that evolves as roles and business needs change. This policy ensures that everyone knows how to access the resources and support they need to grow.

Sample Employee Training and Development Policy

{{rich-highlight-1}}

Effective Date: [Insert Date]
Policy Owner: People Team / Learning & Development
Last Reviewed: [Insert Date]

1. Policy Overview

This policy outlines [Company Name]’s commitment to supporting employee training and development. We believe that learning is essential to individual success, team collaboration, and company growth.

We provide training and development resources to help employees:

• Gain new skills
• Deepen subject matter expertise
• Navigate transitions into new roles
• Prepare for leadership or specialist tracks
• Stay current with legal, technical, and compliance requirements

This policy applies to all full-time and part-time employees. Temporary employees, interns, or contractors may be eligible for training on a case-by-case basis.

2. Types of Training and Development

Training at [Company Name] may include:

• Onboarding and orientation: Role-specific, department, and company-wide introductions
• Job-specific training: Tools, software, processes, product knowledge, customer service, etc.
• Compliance training: Data privacy, harassment prevention, safety, etc.
• Leadership development: Coaching, manager training, strategic thinking, feedback skills
• Soft skills: Communication, time management, DEIB awareness, adaptability
• Professional certifications: Industry-recognized credentials (with manager approval)
• Cross-functional learning: Rotational programs, job shadowing, and internal mobility support

Development may also include mentorship, peer learning circles, or access to online course platforms.

3. Learning Formats

Learning is offered in a variety of formats, including:

• In-person or virtual workshops
• Asynchronous online courses
• Instructor-led training (internal or external)
• Webinars and learning libraries
• Conferences, summits, and external events (as budget allows)
• Internal coaching or mentorship

Employees may also request approval to attend external training events or complete online certifications as part of their development plans.

4. Individual Development Planning

Each employee is encouraged to build a development plan with their manager. This plan may include:

• Learning goals (e.g., mastering a tool, improving public speaking)
• Stretch assignments or job shadowing
• Targeted resources or courses
• Coaching or mentorship
• Preparation for future roles

Development goals should be reviewed at least once per year during performance check-ins and can be adjusted as priorities evolve.

5. Manager Responsibilities

Managers are expected to:

• Help employees identify development opportunities aligned with their role and career interests
• Provide feedback and coaching throughout the learning process
• Encourage participation in relevant programs or training
• Nominate team members for high-impact learning experiences
• Track progress and discuss development in 1:1s and reviews

Managers are also responsible for ensuring that employees have the time and space to participate in learning — not just the permission.

{{rich-highlight-3}}

6. Learning Stipends and Reimbursement

Employees may be eligible for a learning stipend or tuition reimbursement to cover the cost of approved development activities. Eligibility and amounts are determined by role, tenure, and budget.

Examples of reimbursable expenses:

• Conference registration fees
• Online course subscriptions or certification fees
• Technical or role-specific training not already provided internally
• Required reading materials

To request reimbursement, employees must:

1. Submit a learning request form to their manager and People Team
2. Receive written approval before enrolling or making payment
3. Submit receipts and a short summary of takeaways or impact after completion

All reimbursements are subject to the company’s expense policy.

7. Time and Participation Expectations

Employees are encouraged to participate in learning during working hours when possible and with manager approval. For internal programs (e.g., required compliance training), attendance is mandatory.

For optional or external programs, managers will work with employees to schedule participation around workload and team priorities.

Learning is most effective when it’s continuous — not crammed. We encourage employees to make learning a part of their weekly rhythm, even if it’s just 30 minutes at a time.

8. Monitoring and Evaluation

The People Team will track participation, completion rates, and employee feedback to continuously improve our learning programs. Managers and employees may be asked to provide feedback on:

• Program quality and relevance
• Ease of access
• Skill impact and applicability to current roles
• Suggestions for new content or delivery formats

Development is not just about “checking a box” — it should feel valuable, applicable, and motivating.

9. Compliance and Policy Administration

This policy will be reviewed annually by the People Team and updated as needed to reflect company goals, employee feedback, and budget availability.

Employees with questions about eligibility, available programs, or reimbursement should contact [Insert HR contact or L&D alias].

Frequently Asked Questions

1. Can I request training that isn’t listed in the policy?
Yes. If you find a relevant course or conference that supports your development goals, speak with your manager. Approval will depend on budget and role alignment.

2. Can I do training during work hours?
In most cases, yes — especially for internal programs or manager-approved learning. Check with your manager before blocking time.

3. Will I be reimbursed for a certification I signed up for on my own?
Only if you received prior written approval. Reimbursement is not guaranteed for self-initiated programs.

4. Is learning part of my performance review?
Yes. Your manager may consider your development efforts, progress on learning goals, and application of new skills as part of the performance conversation.

5. Who owns this policy?
The People Team oversees this policy and all associated learning programs. Reach out to them for help with planning, approval, or program questions.

{{rich-highlight-2}}