Individual Training Leave (PIF): Days, Requirements, and Application

The Individual Training Leave (PIF) is a right of employees that allows them to request time off to pursue official studies while maintaining their salary during this period. The purpose of this initiative is to improve professional qualifications and adapt to new labor market trends without having to give up their job or salary. 

How many paid training days are available?

According to the State Foundation for Employment Training (FUNDAE), the body responsible for managing subsidized training, the time limit for this leave is 200 working hours per academic year or calendar year, depending on the case. 

In days, this is equivalent to 25 days per year for a person working full-time. 

How many PIFs can I request?

In this case, the leave is not limited by the number of requests but by hours, as mentioned earlier. These 200 hours can be divided into as many permits as necessary, provided the total does not exceed the company’s eligible limit. There is also a limit on the number of hours per day, as it cannot exceed 8, just like a standard workday. 

How are training hours calculated?

It’s important to understand that the PIF hours correspond to the time the employee is absent from work to attend the training, not to the total duration of the course. 

These hours are considered effective working time and must be paid as such. Depending on the agreement, these hours may coincide fully or partially. 

Who pays for the Individual Training Leave?

It is the company that continues to pay the employee’s salary during the period in which the training is being undertaken with an active PIF. After this period, the company recovers the cost through Social Security bonuses, provided it meets the required conditions, which are:

• Having no outstanding obligations with the Tax Agency or Social Security. 
• The leave has been authorized in writing. 
• The PIF has been properly communicated to FUNDAE.
• Having available training credit. 

Requirements to apply for a PIF

For employees, the requirements are:

• Be a salaried worker. 
• Request authorization from the company to carry out the PIF and have it approved. 
• Undertake a recognized and compatible training program — that is, official or officially accredited by the SEPE or the Ministry of Education. 
• The training must be in-person or at least include mandatory in-person classes, internships, or tutorials.
• It must take place during the employee’s working hours, at least partially. 
• It cannot be an internal company training program. 

Procedures and required documentation

To apply for this leave, a formal request must be submitted, including:

• The applicant’s details and their job position in the company.
• Information about the training program. 
• The course schedule that coincides with working hours. 
• Proof of enrollment or registration. 

Once these documents are submitted to the company, it must authorize the leave. 

What if the company denies the request?

It is possible for the company to deny the request. What can I do in this case?

First, review the application to ensure it is correct and that no information is missing, as well as verify that the requested training meets the required criteria. If everything is correct and the justification for denial is not objective, you can:

• Try to resolve the issue internally or contact a union representative.
• File a complaint with the Labor Inspectorate, as this is a labor right.

Conclusion:

In summary, the Individual Training Leave (PIF) is an opportunity for employees who want to improve their skills without giving up their salary, as well as an excellent way for companies to motivate employees to improve. Investing in continuous training benefits both parties, and understanding the characteristics of this leave makes its proper implementation much easier.