When employees join the company, the company will provide a series of training, including vocational training and quality training. Therefore, companies often make agreements with employees on training fees. Employees who resign early should return the corresponding training fees. However, it is not necessary for employees to return or compensate the training fee if they leave early, and whether they need to pay the training fee should be decided according to the actual situation.

Legal analysis

If the company terminates the labor contract or leaves the company because it violates the company's regulations, it does not mean that it does not pay the training fee. There is no logical causal relationship between the two. In practice, if the training fee is agreed in the labor contract, the employee who leaves the company early requires compensation for the corresponding training fee. If the employing unit provides special training expenses and conducts professional technical training for the workers, it may conclude an agreement with the workers to stipulate the service period. If the laborer violates the service period agreement, he shall pay liquidated damages to the employer in accordance with the agreement. The liquidated damages that the employer requires the laborer to pay shall not exceed the training expenses that should be shared for the unfinished part of the service period. In other words, if the company conducts special training for employees and stipulates the service period and liquidated damages in the labor contract, employees who leave their jobs in advance need to compensate the company for the corresponding training expenses. At the same time, according to the relevant laws and regulations, if the company requires employees who leave early to compensate for training expenses, they must issue valid certificates, otherwise the employees may not be compensated or properly compensated.

legal ground

Article 23 of the Labor Contract Law of People's Republic of China (PRC) * * * The employer and the employee may agree in the labor contract to keep the business secrets of the employer and confidential matters related to intellectual property rights. For the workers who have the obligation of confidentiality, the employer may stipulate the non-competition clause with the workers in the labor contract or confidentiality agreement, and stipulate that after the labor contract is dissolved or terminated, the economic compensation will be paid to the workers on a monthly basis during the non-competition period. If the laborer violates the non-competition agreement, he shall pay liquidated damages to the employer in accordance with the agreement.