“Do you get paid for training?” is top result
In an analysis of Google search data by LMS provider Digits, the most searched for employee training-related questions in the UK over the past 12 months were revealed.
Digits’ study showed that some of the most frequent queries about employee training stem from uncertainty around who is responsible for paying for the training and whether people will be paid while they are in training.
According to the research, the most Googled questions about employee training during the last 12 months in the UK are:
- Do you get paid for training at work? – 480 average monthly searches
- What is training and development? – 480
- What employee training is required by law UK? – 210
- What is off-the-job training? – 210
- What is on-the-job training? – 210
- Do I get paid for mandatory training UK? – 170
- How often do day staff require fire training? – 140
- What is staff training? – 140
- Why is staff training important? – 140
- How often do night staff require fire training? – 110
- Should I be paid for mandatory online training UK? – 110
Thirty percent of the top 10 most frequently asked questions about workplace training and development mentioned the word ‘paid’. A further 22% of the top 108 questions contained the words’ pay’, ‘paid’, or ‘charge’.
While it isn’t possible to identify who is asking the questions, the wording can sometimes reveal whether the searchers are employers or employees. For example, people using the words’ employee(s)’ or ‘staff’ (which appeared in 34%of the top 108 training-related queries) are more likely to pose ‘how’ or ‘what’ questions. These are likely on behalf of their company or as part of their job to enhance their broader knowledge of planning and improving workplace training.
On the other hand, people using the words ‘I’, ‘my’, or ‘you’ (appearing in 24% of the top 108 training-related queries) are likely to be employees looking for answers to questions that affect them personally. These people ask ‘do’, ‘can’, or ‘should’ questions to find more ‘definitive’ answers.
Bradley Burgoyne, head of talent at Digits, commented: “Digits’ latest research sheds light on the types of questions that UK workers and their leaders want answers to and the information that they are lacking about staff training. What it highlights to me is that people do want to understand more about what training and development involves and how to make it work for them, which is great because training should benefit employees and organisations equally.
“It also shows that HR and L&D teams have a real opportunity to spearhead knowledge sharing within their organisation. Thanks to this new research, we know the most popular training questions that employees are asking. So, it’s up to employers to be more proactive in communicating the answers to these questions to their workforce.”
“If you were employed after 6 April 2020 your written terms must set out the training that you have to complete, including training your employer does not pay for. If you started before that date, you need to request clarification from your employer. It is, however, standard and best practice that employers pay for your time to complete this (eg your training is completed during your usual paid working hours, or you receive additional pay for the hours in which you complete this outside of your usual work pattern).
“If you’ve been asked by your employer to undertake some training that’s going to develop your skills and help you do your job better and more efficiently – then, again, it is best practice to be paid for the time that you spend on that training (in addition to your employer funding the cost for the training) as it’s also going to benefit the organisation that you work for. To ensure that you are paid for that time, the training should, ideally, happen within your usual working hours.
“It can be slightly more nuanced for employees that are enrolled on long programmes of training, such as degrees or MBAs. These types of training usually require a bit of give and take from both parties, and employees would typically be expected to use a certain amount of their personal time (unpaid) alongside any paid study time.
“It is common and healthy for employees to approach their employers with requests to undertake training, attend a course, or get a qualification in something that may or may not be relevant to their role. It’s then for both parties to work together to agree who will fund the training and what aspects of the training time will be paid or unpaid. Separately, it’s worth noting, that you do have a legal right to request time off from work to undertake study or training under Section 40 of the Apprenticeships, Skills, Children and Learning Act 2009, which employers have a duty to consider.
“In most instances, it’s important that both you and your employer get all the details and conditions set out in a learning agreement. This agreement should detail who is funding the training and what time off will be paid or unpaid, plus things like if travel expenses to attend the training and associated learning materials are covered. It should also include a clause about when an employee may have to repay the costs of their training if they leave the organisation within a certain timeframe before or after completing their course, which can also act as an effective retention method for employers.”