Upskilling is a necessity in nearly every profession. How to balance it with work and what to expect from an employer

Upskilling has become essential across almost all professions due to technological advancements, raising questions about employee rights, employer duties, and work-life balance.

Upskilling is a necessity today

Although not every profession legally requires continuous education, keeping pace with technological developments makes upskilling practically mandatory for almost everyone. Professional development benefits not only the employee but also the employer, who expects high-quality work aligned with modern realities. However, employers supporting professional development must understand their duties and protect their rights.

What you can expect from an employer

The legislator defines upskilling as acquiring or supplementing knowledge and skills, which can happen through the employer’s initiative or with their consent. Article 17 of the Labour Code obligates employers to facilitate employee upskilling, which Supreme Court jurisprudence interprets as an obligation not to hinder or refuse without valid reason. This regulation applies to theoretical and practical learning through universities, vocational courses, or internships.

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Employer’s initiative or consent

Upskilling occurs through the employer’s initiative or with their consent, though regulations lack specific formal requirements. An employer’s initiative requires a clear expression of will, such as a written referral or training agreement. Consent can be shown through any revealing behavior, like granting study leave or covering partial training costs. Even with clear actions like a written referral, upskilling cannot be treated as a binding work order.

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Rights of the employee upskilling

Employees upskilling with employer initiative or consent are entitled to study leave and time off from work for mandatory classes, retaining their right to remuneration. Employers may also grant additional benefits, such as covering education fees, travel, textbooks, and accommodation. These benefits are exemplary, allowing parties to agree on less typical arrangements, typically formalized through training agreements.

Legal basis

Articles 17 and 103^1 of the Labour Code of 26 June 1974.