Who Pays for Job Training? What B.C. Workers and Employers Should Know

When your employer asks you to take additional training, a common question follows: who covers the cost? In British Columbia, the answer depends on why the training is happening, and who benefits most from it.

The Basic Rule: Employers Can’t Pass on Business Costs

Under B.C.’s Employment Standards Act (the “ESA”), employers are generally not allowed to make employees pay for the costs of running the business. In many cases, required training falls squarely into that category.

If the employer directs the training and it’s needed for the job, the law usually treats both the time spent training and the associated expenses as the employer’s responsibility.

When Employers Must Pay

Employers will typically have to cover training costs when:

• The training is required for the job

For example, learning workplace systems, procedures, or equipment. This is considered part of the work itself.

• The employer directs and controls the training

If the employer sets schedules, requires attendance, or disciplines employees for not participating, the training is treated as paid work.

• The training benefits the employer’s business

If the training helps the employer operate, meet contracts, or maintain services, it is considered a business cost that cannot be passed on to employees.

A Key Distinction: Portable Vs. Employer-Specific Training

Not all training is treated the same. The law draws an important line between:

• Employer-specific training

  Training tied directly to your job at that workplace. This is usually paid.

• Portable certifications

Qualifications like a driver’s licence, food safety certificate, or security licence that you can use with any employer.

For portable certifications, employers are generally not required to pay, even if the certification is a condition of employment.

What About Voluntary Training?

If an employee chooses to take training for career advancement or personal development, the rules change significantly.

• Employers are usually not obligated to pay for voluntary training or compensate the time.

• Any reimbursement for tuition, travel, or time off depends on the employment contract, workplace policy, or collective agreement.

Special Case: Health and Safety Training

There are some exceptions where the law is explicit. For example, certain occupational health and safety training must be paid for by employers, including the course costs and reasonable expenses, without loss of wages.

The Bottom Line

In B.C., the guiding principle is simple:

• If the training is required, directed, and mainly benefits the employer, the employer generally pays.

• If the training is portable or voluntary, the employee may have to cover the cost, unless an agreement says otherwise.

Understanding this distinction can help both employees and employers avoid disputes and ensure training arrangements are fair from the start.

If you have questions about employment training, please contact Dominique Legendre at 778-871-9791 or dl@dwslaw.ca.

Disclaimer: This article is not intended to serve as, or should be construed as legal advice, and is only to provide general information. Employment law is fact-specific. Should you require legal advice for your particular situation, please get in touch with us. The information for this article was compiled on July 21, 2026.