Your point is understood, but at the same time, if it's not a recognized certification that is applicable to other jobs and positions, then it's a preference of

Your point is understood, but at the same time, if it's not a recognized certification that is applicable to other jobs and positions, then it's a preference of the business, not a business need. The employer decided to make this a requirement for their employees, that is their decision and they should accept the cost. More simply put, if it's not something that is readily verifiable and accepted by any other business in the same category, then I understand this as the employers' _choice_ to give their employees this business. Would we consider the same reimbursement scheme for coffee/snacks and restroom breaks? These also are on paid time which costs the employer, but I don't think (yet) employers are trying to recoup such costs. If we were talking about professional certifications, I would maybe understand some commitment agreement from the employees, but the trainings described are shop specific as per the article. I would not agree that this should require repayment, and seems the courts agree as well.