The new Labour Law No. 14 of 2025 introduced, under Article 95, an obligation on the employee to reimburse the cost of their training should they decide to terminate the employment relationship before the expiry of the contract term. This new provision addresses a number of cases in which employees chose to leave an establishment after having received educational and skills-based courses, overseas missions, or academic qualifications that enhanced their market value, only to subsequently move to the service of another employer offering higher remuneration.

In such cases, the employer is required to stipulate in the employment contract that the various forms of training provided are subject to the provisions of this Article, on the basis that such training was undertaken for the purpose of developing the employee’s competence.

The provision further refers to the employer’s right to compensation, which falls outside the scope of the expenses actually incurred by the employer. In this regard, the applicable rules revert to the provisions of the Civil Code governing compensation for both actual loss suffered and loss of prospective gain.