In any organization, situations may arise in which an employee does not comply with internal rules, the employment contract, or professional standards. To prevent such situations, companies must first provide clear processes, a fair working environment, and access to professional training so employees fully understand their responsibilities and the standards required. A lack of proper information, guidance, and training systems can lead to errors, non-compliance, or even disciplinary breaches. This is precisely why legislation imposes clear obligations on employers regarding workplace training, skills development, and professional qualification, in order to prevent conflicts and support performance.

To begin with, it is important to clarify what professional training means and the legal limits within which an employer may apply a disciplinary sanction. Before issuing any sanction, the context must be analyzed: Has the employee been properly trained? Have they received adequate professional development? Have clear rules and updated instructions been provided? In many cases, preventing disciplinary issues starts with proper training.

Employer Obligations Regarding the Professional Training of Employees

The Labour Code establishes the employer’s essential role in developing employees’ skills. Professional training aims to help employees adapt to job requirements, improve performance, retrain when needed, or advance in their careers. Practically, it is not just an option—it is a legal obligation.

Through professional training, employers reduce the risk of errors, increase productivity, and—very importantly—prevent situations that may lead to disciplinary sanctions. A well-trained employee will clearly understand their tasks, internal rules, job description, and how to handle sensitive situations.

Time Intervals in Which Employers Must Provide Professional Training

According to legislation:

• Employers with at least 21 employees are required to provide professional training programs at least once every 2 years.

• Employers with fewer than 21 employees must provide training at least once every 3 years.

These intervals represent the minimum legal requirements. Companies may organize training sessions more frequently, especially when technological changes, legislative updates, or reskilling needs arise.

Workplace professional training may include technical courses, internal instruction, coaching sessions, digital training, or periodic skills assessments.

Employers Required to Prepare an Annual Professional Training Plan

Employers with more than 20 employees must prepare a professional training plan each year. This plan is drafted together with the union or employee representatives and becomes an annex to the collective bargaining agreement.

The plan includes:

• types of scheduled professional training,

• training periods,

• development objectives,

• associated evaluations.

Employees must be informed about this plan, as workplace training and professional qualification are part of their rights.

Situations in Which Professional Training May Be Initiated by the Employee

An employee may request participation in professional training programs they consider necessary for their development. The employer must review the request within 15 days, together with employee representatives.

The employer may agree to:

• fully cover the costs,

• partially cover the costs,

• allow participation without covering expenses.

This is an important form of workplace qualification that supports professional mobility and development.

Employee Rights and Obligations During Professional Training

Professional training involves not only access to courses—it also includes rights, obligations, and responsibilities for employees.

Employee Rights During Training

Throughout the training period:

• the employee retains their salary rights,

• the period counts as work seniority,

• it is considered pension contribution time,

• they cannot be disciplinarily sanctioned for absences justified by participation in approved courses.

In addition, employers can efficiently manage these processes using HR administration software solutions.

Employee Obligations When Benefiting from Employer-Funded Training

If the employer fully pays for the professional training, the employee is obliged not to request termination of the employment contract for a period agreed upon in an additional act. This clause protects the employer’s investment.

If the employee leaves before the agreed period, they may be required to reimburse the training costs, proportionate to the uncompleted period.

What Happens If the Employee Requests Contract Termination During the Agreed Period

If the employee:

• resigns,

• is dismissed for disciplinary reasons,

• loses the right to practice their profession (court decision),

• is detained for more than 60 days,

… the employer may request reimbursement of the professional training expenses.

These rules highlight the importance of proper and accountable professional training.

Professional Training Initiated by the Employee: Conditions and Implications

When training is requested by the employee, they may receive:

• approval to participate,

• full or partial financial support,

• additional benefits (e.g., leave days, flexible schedule).

Companies that want to digitally manage training processes can use dedicated modules such as MyStaff Training.

Professional training is one of the most effective ways companies can prevent disciplinary issues, increase performance, and ensure a healthy organizational culture. A well-trained employee is more motivated, more productive, and less prone to errors. This is why investing in workplace professional development and digital solutions for HR management has become essential.

For companies looking to digitalize HR processes and manage training more efficiently, dedicated SaaS solutions are available.

We are Smartree, pioneers in outsourcing and personnel administration services, active for 25 years in the Romanian HR market. We offer innovative, strategic, and automated solutions for your HR challenges. Beyond our payroll and HR specialists, legislative consultants, and creators of the MyStaff platform, we aim above all to be your trusted partner. Contact us for a conversation!