Do You Get Paid for Job Training? Your Full Breakdown on Paid Training Rights

Ever been told to show up for work training but left scratching your head, wondering, “Am I actually getting paid for this?” You’re not alone. There's real money on the line, whether you’re picking up tools for the first time or learning a fancy new software. One of my mates actually found out at his new warehouse gig that the first week was all "orientation"—but his first pay stub was missing those hours. Not exactly a fun discovery when you’ve got bills due.

When Are You Legally Entitled to Paid Training?

Let’s start with the good stuff: In the UK, Australia, Canada, and the US (among a bunch of other countries), there are actual laws around paid training. These laws make it illegal for employers to skip paying you when you’re required to be at work, even if you’re just sitting in a conference room or clicking through online courses. According to the U.S. Department of Labor's Fair Labor Standards Act, if training is mandatory and directly related to your job, it pretty much always counts as paid time. In Australia, the Fair Work Act lines up the same way. Volunteering for optional training outside regular hours—that gets a bit murkier, but the main thing: if they require you to be there, you deserve to get paid.

Here’s what typically counts as paid training:

• Mandatory onboarding or job orientation
• Required safety briefings—think working as a tradie, barista, or even an office job with fire drills or info about workplace conduct
• Job-related skill development—using new machinery, learning up-to-date software, legal compliance workshops
• Cross-training you to do other roles at the same company

The only big exceptions: If training is voluntary, happens entirely outside work hours, or isn’t directly related to your current job, it sometimes falls out of the “paid” zone. For example, in the US, per federal law, you don’t have to pay workers for training if all four of these are met: the training is outside normal hours, it’s voluntary, it’s not related to their job, and no actual work is being done.

Let’s pop some real numbers in here:

That said, not every employer plays by the rules. Some just bank on you not knowing the law. After the twins, Lachlan and Imogen, were born, I worked a dead-end summer job where “shadow training” week wasn’t on my check. They quietly fixed it when I brought it up—no drama, just an awkward HR chat. If you’re missing pay, speak up. Most of the time, it’s a simple fix because any complaint can put a company on the radar for a labor board audit—they hate those more than you hate missing pay.

Different Sectors, Different Stories—How Paid Training Varies By Industry

Here’s where it gets more interesting. Some jobs pay you to train and some… definitely do not. Take an electrician apprentice, for example. Those folks are often paid from day one, with training hours legally part of their weekly wage. Childcare or food service? It’s a mixed bag. I asked a barista who works for one of the big chains; she said all training is on the clock—so your first latte lesson earns minimum wage. But her friend at a small café said they call it “work experience” and most newbies don’t get paid for it at all.

Retailers like Bunnings, Home Depot, or Woolworths? They pay you for all onboarding and safety stuff. Same with logistics warehouses—Amazon, for example, logs every training minute (probably because they’ve been sued about this before). But if you’re lining up for a nipper swim instructor gig or a gig teaching after-school piano, you might be asked to “volunteer” first, especially in the first session. That’s technically not okay in a lot of regions, but not everyone pushes back.

Trades (carpentry, electrical, plumbing) mostly follow tight apprentice rules—because unions, contracts, and lots of legal eyes are watching. Tech companies love those “boot camp” onboarding stretches; the bigger ones like Google and Microsoft pay you from day one, but tiny startups sometimes skirt the rules. Out in the gig world (Uber, food delivery, rideshare), you rarely get paid to watch intro videos or collect your bag—they treat you as an independent contractor.

Bottom line: check your contract. Look for phrases like “compensated for all required training” or “voluntary, unpaid pre-employment session.” If it’s not clear, just ask point blank, “Am I getting paid for this?” It feels awkward but it’s your right. Doing this saved my mate from two free shifts when he started at a high-end clothing store.

Just for some numbers: The UK Trades Union Congress estimates unpaid work costs young workers about £1,000-£3,000 annually. In the US, data from the Economic Policy Institute claims that wage-theft (including unpaid training) costs workers billions every year. If it feels like more and more training is unpaid, you’re not making it up.

How to Make Sure You Get Paid—Tips, Tricks, and Next Steps

First thing—put everything in writing if you can. When you get the training schedule, screenshot or save the document. If you’re told something verbally (“don’t worry, it’s all paid”), grab a quick confirmation by email: “Just confirming, our orientation week is paid, right?” Super simple, and it gives you proof if you need to fight it later.

Track your hours. Write them down or take a picture of the sign-in sheet. Lachlan’s first after-school job as a lifeguard had a wonky time clock, so he just texted me start and finish times if he had to back himself up. At bigger companies, use their system, but still keep your own notes.

If you get your first paycheck and training hours are missing, go to HR (or your direct boss) with your evidence. Say, “I noticed my training hours weren’t included.” Stay polite, but direct. Most companies fix it fast. Don’t wait—unpaid wages can get harder to collect the longer you wait (plus, you forget your exact times).

Here’s a basic cheat sheet to protect yourself:

• Always ask before: “Is this paid?”
• Keep a record of what you’re told and hours worked
• Check your first few pay stubs. If something’s wrong, address it immediately.
• If your boss gives you attitude, check your local labor board site for anonymous reporting—you can get advice without giving your name
• If you’re a contractor (not a traditional employee) the rules are different. You’re generally only paid for completed work, not training, unless it’s specifically agreed to
• If it’s a “voluntary” info session or job trial, your rights depend on your country—sometimes, even so-called “trials” must be paid if you’re doing real productive work

Here’s a wild fact that should make you double-check: McDonald’s got hammered with a $26 million dollar settlement in California for not paying employees for certain off-the-clock training and meetings. So if a giant company can mess it up, you bet your local employer can, too.

Sometimes, unpaid training feels normal because “everyone else does it.” That doesn’t make it legal. If a company can’t afford to pay you to learn the ropes, what else are they skipping on? Especially now, with worker shortages, employers are under pressure—don’t be scared to say no to unpaid time. Pay for training isn’t a perk; it’s a right—you’re not "being difficult" for asking.

So, next time you start a job and there’s onboarding or training on your schedule, check: Is it paid? If not, ask. If they say yes, check your pay stub. If hours are missing, speak up right away. Watch out for “volunteer” language—if you’re required to be there, and it directly relates to your work, most laws say they owe you, simple as that.