Portability of individual training rights. In all cases where the termination of the labor contract isn’t justified by gross misconduct, and entitles to unemployment insurance, employees who haven’t worn out their individual right to training (Droit Individuel à la Formation – DIF) before the termination may now request to use it with their new employer, within two years after recruitment. Therefore, they can now enjoy the funding of skills assessment, accreditation of prior and experiential learning, training matching the priorities listed in the sectoral or company collective agreement, or another preferred training session if the employer agrees. If the employer denies the employee’s request their outstanding DIF, such programs will take place outside of working time and training contributions won’t be due.
ment, accreditation of prior and experiential learning, training matching the priorities listed in the sectoral or company collective agreement, or another preferred training session if the employer agrees. If the employer denies the employee’s request their outstanding DIF, such programs will take place outside of working time and training contributions won’t be due.
If the employee fails to find another job, unused rights may be mobilized in priority during unemployment insurance coverage, wit
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