Training Policy


As a Company we recognise and embrace talent, where we strive to promote the development of our workforce both organically and inorganically. Where possible and reasonable we will make efforts to support an employee with any training they feel would be valuable for both their personal development and the improvement of their performance within their roles.

Training will be reviewed both on an ad-hoc basis and as part of a performance review process that takes place. Where an employee recognises a need for training we encourage them to bring this forward so that the Company can review this need and how it aligns with their current job role.

Policy Outline

This policy details the process of training and development within Waddington® Europe. This policy is to ensure that the process of requesting training is consistent and fair, to allow for all employees to have equal access to development opportunities where reasonable.

Requests for Training

Employees should communicate openly with their line managers regarding the need and requirements for any training or development support. This could be communicated informally or formally within planned performance reviews.

An employee should conduct sufficient research regarding any training options they have found and bring this forward to their line manager to review along with a completed Training Request Form, located at the end of this policy. It is important to provide details of how this training will benefit you within your role and why you wish it to be considered by the Company.

Upon receiving a Training Request Form your line manager should arrange a meeting with you to discuss the request in further detail. Within this meeting, your manager will assess how the training fits in with your current job role and any future progression opportunities of your career with the Company. Your manager will also provide their decision of whether they will be approving or denying your request and the reasons for this.

Once the Training Request Form has been completed by you, reviewed in a 1-2-1 meeting with your manager, and your manager has completed their section on the form, then the form will be passed onto the HR department. The HR department will review the form and, where it has received management approval, it will then be reviewed against the training budget.

Approved Training Request Forms may still be rejected where training budgets do not afford the investment requested on training/development activities. Should this be the case, your manager will be informed, and this decision will be communicated to you. Your request can then be re-visited at a later date, within the next budget period.


Once both management approval and budget approval has been received you will be notified of the support agreements that can be made regarding your request.

These agreements will be discussed with you and will be dependent on a case by case basis. Options may include:

  • Temporary adjustments of working hours;
  • Full or part payments of the training;
  • Authorised periods of paid or unpaid leave.


Where financial agreements have been made you will be asked to sign a training agreement which will detail the amount being paid towards your training and the repayment percentages should you leave the business within the minimum period. This agreement must be signed and returned prior to the training being organised.


Where training has been agreed and paid for by the Company, certain expectations must be maintained. These expectations are as follows:

  • The employee should keep the Company updated with their progress whilst undertaking the training;
  • The employee should devote a sufficient amount of time outside of working hours to complete the requirements of their training;
  • The employee should demonstrate dedication to completing and passing the training;
  • The employee should be transparent with any struggles or extra support that they require.


Where an employee has demonstrated a lack of dedication to the course which has resulted in failure or incompletion, the training costs may be recharged back to them.

The expectations on the Company is that we will support and, where possible, help to mentor an employee during and after training has occurred to help to ensure the individual gains the most out of their development and training activities.