New Adult Education Act valid from 1 July 2015

What is new for the employers and employees in the Adult Education Act valid from 1 July 2015?

The new Adult Education Act is valid from 1 July. The focus of the new act is on making the training market more transparent and improvement of quality of training. Some changes concern directly employers as well as employees. The regulation for providing the study leave remains the same in the main points, some nuances have been specified and changed.

It is important that study leave is given to the employee similarly to the current procedure – total of 30 calendar days in a calendar year, thereby 20 payable calendar days have been meant for the further education or professional in-service training.

The explanatory letter of the new act has also explained several currently confusing nuances related to study leaves. For example, it was unclear up to now whether the employer is obliged to give study leave to the employee also when the employee has been registered to academic leave.

The new act also solved the situation where the employees could register study leave only for their rest days, i.e. they took their holiday in so-called cash. Now the employer has the right to refuse from giving study leave, if the day of study leave or consecutive days of study leave fall only to the rest days of the employee.

The new act also explains that the study leave can be taken also during public holidays. Thus the formula for calculation of fee for study leave became clear: the public days are not deducted when the average calendar day fee of the employee is found which is the basis for calculation of fee for study leave.

In case of graduation from the educational establishment additional 15 calendar days are given similarly to the current procedure and the fee is calculated continuously based on the minimum rate of salary. The new act provides the exact formula for that. It has been also explained that provided the employee fails to graduate from school, the employer is not obliged to give these 15 study leave days for the second time. The employee does not have to take study leave necessarily in this order when graduating from the educational establishment: first 20 calendar days of study leave payable based on the average salary of the employee, thereafter 10 unpaid days of study leave and only then 15 calendar days for the graduation from the educational establishment based on the minimum salary.

The act has no more the rule that the employer can refuse from giving the study leave to the employee, if more than 10% of the employees are on study leave at a time. The new act also specifies that study leave is given also for the participation in further education or in-service training of the equal educational establishment of the foreign country.