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Home > Resources > Talent management > Learning and development > How to manage requests under the right to make a request in relation to study or training
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How to manage requests under the right to make a request in relation to study or training

Employees have a statutory right to request time off for study or training, and employers must follow a set process when handling these requests. This guide explains who is eligible, how requests should be made and considered, and when an employer can lawfully refuse.

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By Darren Newman, Brightmine Consultant Editor

Employees in organisations with at least 250 employees can make a request in relation to study or training and are entitled to a meeting with their employer to discuss the request. The employer can refuse the request if the refusal is for a specified business reason.

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  • Who has the right to make a request in relation to study or training?
  • One study or training request a year
  • Requests made outside of the statutory procedure
  • The nature of the study or training request
  • Formal requirements of a study or training request
  • Employer’s duties on receiving a study or training request
  • Grounds for refusal of a study or training request
  • Appeal against the refusal of a request in relation to study or training
  • Withdrawal of the study or training application
  • Remedies
  • Detriment and dismissal

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About the author

Darren Newman, Employment Lawyer at Brightmine

Darren Newman
Employment Lawyer, Employment Law Ltd

Darren Newman is an employment lawyer and consultant editor at Brightmine. He qualified at the Bar in 1990, and has extensive experience of representing both employers and employees in the employment tribunal. Darren has provided employment law training to major government departments, commercial organisations, local authorities and public bodies.

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