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Internal Cancellation Policies (Training)


Dear All

I am organising global training solutions with delegates from around the world (Internal)
Well we have the same situation as most, and as the learning days approach, participants are sometimes unavailable.
Admittedly - this is sometimes unavoidable but I am developing a cancellation policy and wonder if any one has similar experiences and ways around this or examples that are workable within an internal environment
(Course costs are usually passed to the Operating Companies after the training events but no charge is currently levied for cancellations).

Thank you in advance
Guy Hunter

4 Responses

  1. One experience
    We have a cancellation policy for our internal training. Anyone cancelling within 2 weeks of the course start date will get charged. This message was stated by a senior member of staff to give a clear message. Secondly each section has a target of 6 days training per person per year – I’m sure this also helps to reduce casual cancellations. Especially as it effect the sections bonuses.

  2. Cancellation policy
    We charge for £ 60 for non-attendance which isn’t previously notified or substituted. It cuts down tremendously on the ‘no-shows’., There is discretion in the case of sudden sickness or other unavoidable cause ( i.e something which would prevent you from attending work)

  3. internal cancellations policy
    I allow substitutions at any time provided we are notified by e.mail in advance. Any cancellations within 10 working days of course-start are charged at the full-course fee. Discretion is used for sickness, family bereavements etc.

  4. Training Vs Holidays
    Agree with all the comments. I make the point that no-one is ‘too busy’ to take a Bank Holiday, and that a learning day should be treated with equal importance. Once diarised, it rubbishes what we do if learning activities are seen as ‘cancellable’ when something better turns up. Making this point subtly is quite effective, but when all else fails, a pouting lip helps!
    Support from Senior Management is important too – especially if they are the worst culprits. At the end of the day if they value a learning culture, they must lead from the top.
    Hope that’s useful,



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