Learning agreements

What is a learning agreement?

A learning agreement is a document that outlines the commitments made by your employer, as well as your trade union (that’s us!) on how they will work in collaboration on learning and training in your workplace.

In the absence of statutory rights, learning agreements are vital in establishing learning and training infrastructure in the workplaces we represent. By putting a learning agreement in place, your employer is highlighting their commitment not only to your skills and employability, but also to the workforce by working alongside trade unions for the betterment of their employees.

While you can still request training and learning without a learning agreement in place, some employers may refuse, especially if the training will take place during paid working hours – having it in a formal agreement will make this much easier.

What makes a good learning agreement?

No learning agreement should look the same – they should be tailored to your workplace, as well as the training needs of you, and your colleagues. This being said, there are specific points that a good learning agreement should include, such as:

• Who is involved – your employer, and any trade union(s).
• Principles – this should include the fundamental principle that learning in the workplace will accessible to all employees, and should benefit individual confidence, skills and employability.
• Commitments – your employer’s commitment to implementing a learning strategy at work, and your trade union’s commitment to work in collaboration with Union Learning Reps and members to support learning initiatives.
• Mechanisms – how the learning strategy and training will be delivered in practice, including location, frequency and who will deliver the training.
• Reviewing and monitoring – how the learning agreement, strategy and employee learning will be reviewed and monitored, including frequency.
• Resolution of disagreements – how the employer and trade union(s) involved will resolve any disagreements around learning.
• Training required – should include facility time agreements for Union Learning Reps to undertake their duties.

What are the benefits of a learning agreement?

The benefits of learning agreements speak for themselves, not only do they highlight your employer and union’s commitment to learning in your workplace, but they also have many benefits, including:

• Supporting employees in upskilling and developing their employability.
• Encouraging employer engagement around their employee’s learning needs.
• Closing any skills gaps in the workplace.
• Ensuring individuals get the support and training they need.
• Encouraging independence.
• Establishing a workplace culture that embraces the importance of learning.
• Creating support networks in the workplace around training and learning needs.
• Providing an educational framework to match training needs with the demands of the workplace.
• Accommodating individual learning needs and styles.
• Providing a formal structure to assess if learning and training needs are being met, and what can be done.

Does my workplace have a learning agreement?

In some workplaces, a learning agreement may already be in place. This could be a specific learning agreement, or even part of a general recognition agreement. Furthermore, if you work for a local government employer, your workplace may come under a national agreement, such as the Green Book (in England and Wales) or the Red Book (in Scotland) which determines employee terms and conditions, including training and development entitlements, and even that Union Learning Reps should be encouraged and supported in their duties.

If you are unsure if your workplace or branch has a learning agreement in place, speak to your Branch Secretary, or contact your regional office.

How do I get a learning agreement?

If you do not currently have a learning agreement in place, or a recognition agreement that outlines learning commitments, this is something we can support you with. If Community is recognised in your workplace, but the agreement doesn’t specifically mention learning, you can request that this information be added when the agreement next comes up for negotiation.

Alternatively, you can request that a separate learning agreement be put in place – if you wish to go down either route, please speak with your Branch Secretary or regional team who will be able to advise on what type of agreement is in place currently, and the best route to go down.

If your workplace has neither a recognition agreement, nor a learning agreement in place, you should contact our Learning Department at learn@community-tu.org, or fill out this short form to register your interest in securing a learning agreement in your workplace.

How are learning agreements used?

Once a learning agreement is put in place in your workplace, you and your colleagues can use it to:

• Make the case for paid time off to undertake training and learning activities.
• Ensure Union Learning Reps have paid time off to carry out their role and deliver on their commitments.
• Demonstrate your employer and trad union working in collaboration for the benefit of employees who are either not members, or who are reluctant to undertake training or learning.

Further information on learning agreements

• Draft learning agreement
• Delivering better learning agreements: A UnionLearn guide