The workers’ benefits package includes a range of paid leaves that let employees step away from work for valid reasons without sacrificing wages. Among these leaves, one stands out for its particular purpose: an education permit that permits interested workers to pursue professional development while remaining engaged in their chosen field.
This permit is governed by regulation set forth in Article 23.3 of the Labor Charter. It provides for 20 hours of study per year. Because the leave can be saved up over a period, its effective duration may extend beyond a single year, potentially totaling up to five years for a maximum of 100 hours of study time.
When the study leave aligns with standard working hours, employees receive their regular pay without any salary reduction. However, a key caveat must be understood: this right cannot be used to participate in training that the company is legally obliged to provide. In other words, it cannot substitute mandatory training mandated by law or by the employer’s obligations.
Workers who can request leave
Eligibility for the paid 20-hour annual training leave requires that the employee have at least one year of service with the company. The training itself must relate to the company’s activities, though it does not need to be strictly tied to the employee’s current role or department. If these two requirements are satisfied, the employer cannot deny the request. If a denial occurs, the worker may pursue a formal objection to enforce this right.
Other permits regulated in the statute
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The permit can be used to attend exams, and it also covers travel if necessary. Payment is not guaranteed unless the contract explicitly states compensation for such time.
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Employees may request changes to their work shifts within the hours designated by the company, if the arrangement allows.
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Remote working options can be accessed when the company operates a regime that supports such flexibility.
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There is provision for adjusting ordinary work duties to support participation in vocational training courses.
These rights are autonomous and can be accumulated. If a change occurs in an employee’s job position, the company bears the responsibility to provide the necessary training to help the worker adapt, including covering the related costs. The time spent in training is counted as effective working time, ensuring there is no need to reclaim hours later for those learning periods beyond ordinary work duties.