As an employee in a rapidly changing labour market, it’s good to know what you can count on when it comes to retraining. Whether you’re finding that your current role is changing or you’re consciously looking to take a new direction, knowing your rights puts you in control of your own career. In this article, we answer the most frequently asked questions about retraining, so that you can take the next step with confidence.
What are your rights as an employee when undergoing retraining?
As an employee, you have the right to continue your professional development, but there is no legally enforceable right to retraining in the Netherlands in the absolute sense. However, the law does oblige employers to invest in the employability of their staff. This is enshrined in the Civil Code, which requires employers to facilitate the training necessary for the performance of the role or in the event of imminent redundancy.
In practical terms, this means that your employer is obliged to offer training if your role is made redundant or undergoes significant changes. In addition, many collective agreements contain further provisions regarding training budgets, study leave and career development. It is therefore always worth reading through the collective agreement that applies to your sector carefully. If you’re not entirely sure what it says, discuss it with your HR department or a career coach.
Is your employer obliged to pay for retraining?
Yes, in certain situations, your employer is legally obliged to pay for retraining. This applies in particular where retraining is necessary to retain your job, or where your post is being made redundant and your employer wishes to redeploy you. In such cases, your employer may not pass on the costs of the training to you.
Apart from these mandatory situations, funding depends heavily on the terms of your employment contract or collective agreement. Many employers provide an annual training budget that you are free to use for your own development. Make a point of asking about the opportunities within your organisation, as this budget often goes unused. If you feel that your employer isn’t investing enough in your development, having an open discussion with your line manager or HR is a good first step.
What is the difference between retraining and further training?
Retraining involves learning a completely new field or a new role, whereas further training focuses on deepening or updating existing knowledge and skills within your current field. This distinction is important because it determines which schemes, funds and obligations apply.
Further training might, for example, involve a course to keep up to date with new software or legislation in your sector. Retraining is a bigger step: think of a nurse retraining in IT, or an administrative assistant training to become a welder. A career change usually requires more time, a larger budget and a clearer career strategy. That is precisely why it is wise to prepare thoroughly for this process, preferably with professional guidance.
When are you entitled to retraining through the ‘second track’ scheme?
You are entitled to retraining via the second track if, due to illness or incapacity for work, you are no longer able to return to your own role or to your own employer. The ‘second track’ is a statutory reintegration programme that focuses on finding suitable work with another employer, possibly following retraining.
In this case, the employer is obliged to fund and implement the second-track programme if the first track (a return to one’s original job) proves not to be possible. An accredited reintegration agency will support you throughout this process. Retraining under the second track is designed to help you find sustainable employment as quickly as possible in a field that matches your abilities and talents. The support is tailored to your individual needs: your situation, background and wishes are the main focus.
What grants and funds are available for retraining?
There are various grants and funds available for retraining in the Netherlands. The most important of these are the STAP budget (which has now been discontinued, but may be replaced by a new scheme), sectoral R&D funds, the UWV training budget for the unemployed and the SLIM scheme for SMEs. Which fund applies depends on your situation and sector.
- R&D funds: Many sectors have their own Training and Development Fund, which helps to finance training for employees in that sector.
- UWV training: If you are receiving unemployment benefit, you can submit a training application to the UWV if retraining improves your prospects on the labour market.
- SLIM scheme: SMEs can apply for grants to promote learning and development in the workplace, which you, as an employee, can benefit from.
- Local authority regulations: Some local authorities offer additional support to residents who wish to retrain for a promising sector.
It is worth looking carefully into which schemes apply to your situation. A career coach or your employer can help you find the right sources of funding and submit applications.
How do you go about a retraining programme in practical terms?
A successful retraining programme starts with self-awareness: knowing who you are, what you’re capable of and what you want. Next, you identify which direction best suits your talents and the opportunities available in the labour market. After that, you look for a suitable course, arrange the funding and ensure you have support throughout the programme.
In practical terms, you’ll go through the following steps:
- Self-reflection and career exploration: Identify your strengths, interests and values. Tools such as talent assessments can help with this.
- Labour market research: Find out which sectors are growing and where there is demand for people with a profile like yours.
- Choosing a course: Choose an accredited course that fits in with your new direction and is feasible given your time and resources.
- Arranging financing: Discuss the options with your employer and look into grants and funding schemes.
- Seeking support: A career coach helps you make choices, overcome obstacles and stay motivated.
A career change is a big step, but it’s also an opportunity to find a job that really suits you. With the right preparation and support, you can significantly increase your chances of a successful transition.
How Nieuwkans helps you with retraining and long-term employability
At Nieuwkans, we believe that everyone can shape their own future. Whether you’re considering a career change, want to know where you stand in your career, or are simply looking for more direction: we’ll guide you with an approach that’s fully tailored to your situation. Never a one-size-fits-all solution, always bespoke.
What we do for you:
- To provide insight into your talents and cognitive behavioural preferences using scientifically proven methods such as the BrainsFirst approach
- Working with you to explore which direction best suits who you are and what the job market demands
- Providing guidance on making practical decisions regarding retraining, a career change or personal development
- Helping you find the right funding and draw up a realistic plan
- Coaching throughout the entire process, so that you can take the next step with confidence
Would you like to find out more about how to remains employable in the long term in a changing job market? Or are you ready to take the first step? Contact us and find out what Nieuwkans can do for you.