Last updated
Purpose: Kickass Online Ltd (‘KO’) is committed to the ongoing professional growth and skill development of all employees. This policy sets out how training needs are identified, funded, delivered, and evaluated, and how KO supports career development at every level.
Scope: This policy applies to all KO employees.
Commitment to Development
KO believes that continuous learning is essential, both for individual fulfilment and for keeping the business at the leading edge of web, SEO, and AI services. We invest in our people’s development as a core part of how we operate, not as an afterthought.
Mandatory Training
Certain training is required by law or by KO policy and is non-discretionary. All employees must complete the following on induction and at the intervals specified:
- Data protection and UK GDPR awareness, on induction, refreshed annually
- IT security and phishing awareness, on induction, refreshed annually
- Health and safety (including DSE for remote workers), on induction, refreshed as required
- Equal opportunities and unconscious bias, on induction, refreshed as required
Completion of mandatory training is a condition of continued employment. Records will be maintained by the line manager.
Identifying Development Needs
Training and development needs will be identified through:
- Regular 1:1s and performance reviews
- Career development conversations
- Business needs analysis and new service areas
- Employee-initiated requests
Employees are encouraged to raise development goals proactively rather than waiting for a formal review cycle.
Access to Training
All employees have equal access to training and development opportunities relevant to their role and career aspirations. This may include online courses and learning platforms, external workshops, seminars, and conferences, professional certification programmes, and in-house coaching or knowledge-sharing sessions.
KO will meet reasonable costs for approved training, subject to prior written approval from the line manager. Requests should be submitted with details of the course, provider, cost, and relevance to the role.
Professional Qualifications and Study Leave
KO will support employees pursuing relevant professional qualifications, subject to business need and budget availability. Support may include financial contribution toward course and exam fees, reasonable study leave (to be agreed in writing with the line manager), and flexible working arrangements during intensive study periods.
Study leave is granted at KO’s discretion and is not an automatic entitlement. It will be confirmed in writing before any commitment is made.
Training Agreements and Clawback
Where KO funds training of significant value (typically above £500), a training agreement will be put in place before the training commences. This will set out the clawback terms, the proportion of costs recoverable if the employee leaves KO within a specified period following completion of the training, typically:
- Leaving within 6 months of completion: 100% of costs recoverable
- Leaving within 6–12 months of completion: 50% of costs recoverable
- Leaving after 12 months: no clawback
Clawback amounts will be deducted from final pay with the employee’s written agreement, or invoiced on departure. All training agreements will be confirmed in writing before training begins.
AI and Emerging Technologies
KO operates at the intersection of web, SEO, and AI services. Staying current with developments in AI tools, automation, and digital best practice is part of every role at KO, not just technical ones. KO will provide access to relevant AI and technology learning resources and encourages employees to explore how new tools can be applied responsibly and effectively in their work, in line with the IT and Communications Policy.
Employee Responsibility
Development is a two-way commitment. Employees are expected to engage actively with training opportunities, apply new skills in their work, complete mandatory training on time, share relevant knowledge with the team, and take ownership of their career development rather than waiting to be directed.
Career Development
Alongside formal training, KO supports career development through regular 1:1 conversations, mentoring where appropriate, and opportunities for internal progression as the business grows. Employees are encouraged to discuss their longer-term career goals with their line manager.
Evaluation
The effectiveness of training and development will be evaluated through employee feedback after training, observable application of new skills, and review at the next performance conversation. Feedback will be used to improve future training decisions.
Record Keeping
Records of all mandatory and development training completed by each employee will be maintained. Employees can request a copy of their training record at any time.
Review
This policy will be reviewed annually.
Last reviewed: May 2026.