The training fee is stipulated as follows:

1. Pre-job training is the legal obligation of the employer, and no fees shall be charged, and no liquidated damages and service period shall be agreed;

2. Special training is also called vocational skills training. Enterprises should pay the training fee in advance, but they can agree on the service period and liquidated damages with employees. If the employee leaves his post during the service period, the employer may apply for labor arbitration and require the employee to pay the corresponding liquidated damages as agreed by both parties.

The compensation for training fees shall be handled in accordance with the following principles:

1. Only when the enterprise really contributes to the training of employees and can provide corresponding payment vouchers can employees be required to compensate the training expenses, which is a prerequisite;

2. Generally speaking, only when the employee unilaterally proposes to terminate the labor relationship with the enterprise can the enterprise ask the employee to compensate the training fee, and generally it is not allowed to ask him to compensate the training fee that has been invested. Unless the employee is required by the enterprise to terminate the labor relationship due to major faults such as violation of discipline, the enterprise has the right to claim compensation for relevant training expenses;

3 employees in accordance with the relevant provisions or labor contract termination of labor relations, the enterprise shall not require employees to compensate for training fees; During the probation period, the employee proposes to terminate the labor relationship, and the employer may not require the employee to pay the training fee; During the contract period, if the employee proposes to terminate the labor relationship, the employer may require the employee to pay the training fee;

4. Specific issues about how to compensate can be implemented in accordance with the training labor contract; If no training contract is signed, it shall be implemented according to the labor contract. However, the agreement on compensation for breach of contract in the training contract and the labor contract shall not violate the relevant policies and regulations, otherwise it will be invalid. Disputes arising from compensation for training fees can be handled by relevant labor dispute handling institutions;

5. The specific payment method of employee compensation training fee is: if there is a service period agreement, it will be divided into equal parts according to the service period and paid step by step according to the service period that the employee has fulfilled; If there is no agreed service period, the capital contribution shall be evenly distributed according to the labor contract period, and the service period that the employee has performed shall be paid in descending order; If both parties have an agreement on the calculation method of decline, such agreement shall prevail.

To sum up, corporate training fees are stipulated. In life, some enterprises have violated China's labor contract law by letting employees pay their own training fees. Pre-job training for employees is the legal obligation of the employer, and all training expenses should be borne by the enterprise itself. Unless the employee's breach of contract causes great losses to the company, the employee may be required to compensate for the training expenses.

Legal basis:

Article 22 of People's Republic of China (PRC) Labor Contract Law

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 amount of liquidated damages shall not exceed the training expenses provided by the employer. 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. If the employer and the employee agree on the service period, it will not affect the employee's improvement of labor remuneration in accordance with the normal wage adjustment mechanism during the service period.