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Preloaded policy

Training and Development Policy template

Mandatory and elective training, learning budgets, time-off provisions, and FLSA compensability of training time.

Legal basis
  • FLSA training-time compensability (29 CFR 785.27: four-criteria test)
  • OSHA standard-specific training mandates
  • state harassment-training mandates (CA SB 1343, NY, IL, CT, DE, ME, WA)
  • EEOC best practices
Last reviewed April 2026. Guidance, not legal advice.

What the policy covers

  1. 1. PURPOSE
    To build and maintain the skills our employees need to perform safely, effectively, and to grow in their roles: combining mandatory compliance training, role-specific technical tra
  2. 2. MANDATORY TRAINING
    The following are mandatory for all employees in scope and tracked centrally:
  3. 3. ROLE-SPECIFIC TECHNICAL TRAINING
    Each role has a documented training matrix listing required competencies and certifications.
  4. 5. DEVELOPMENT BUDGET
    your company provides an annual learning budget of $… per employee for approved courses, certifications, conferences, and books.
  5. 6. CERTIFICATIONS AND LICENCES
    Certifications required by the role are paid by the company including renewal fees and work time spent in renewal training.
  6. 7. RECORDS
    Training and certification records are maintained for the duration of employment plus 3 years, longer where OSHA topical standards require under 29 CFR 1910.1020.

Who needs it

Any employer running schedule, leave and the day-to-day of employing people. These set out the rules once so nobody argues about them twice.

Questions people ask

Is a training and development policy a legal requirement?

It rests on FLSA training-time compensability (29 CFR 785.27: four-criteria test) and OSHA standard-specific training mandates and state harassment-training mandates (CA SB 1343, NY, IL, CT, DE, ME, WA) and EEOC best practices. Some policies must be written down once a business reaches a certain size or does certain work; others are simply how a tribunal, an inspector or an auditor expects to see that you have thought about it. A clear, dated, signed policy is the evidence either way. Guidance, not legal advice.

Can I change it to suit how we work?

Yes. Inside Work-Lynx it is a starting point: put your company name in, adjust the arrangements to what you actually do, set the review date and publish it. Staff read and acknowledge it on their phones, and you can see who has not.

Is it up to date?

Last reviewed April 2026. The pack is updated when the law moves, and every policy carries a review date so it does not quietly go stale.

How do I get it?

It is preloaded in Work-Lynx with the other 28 policies for the US. Work-Lynx is $3 plus $1.25 per employee, 14 days free, no card, and what you see on the pricing page is the bill.

Who is it for?

Any employer running schedule, leave and the day-to-day of employing people. These set out the rules once so nobody argues about them twice.

All 29 US policies, $3 a month

This policy and 28 others are already in Work-Lynx, alongside GPS clock-in, schedules, timesheets, PTO and an employment-question advisor. $3 base plus $1.25 per employee a month. 14 days free, no card, no sales call.

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