Employees rights and obligations to education

Ena izmed temeljnih človekovih pravic – pravica do izobraževanja, ima poleg splošnega družbenega razvoja vse večji pomen tudi na področju delovnega prava. Delavci morajo biti ustrezno izobraženi, da lahko sledijo vsem spremembam (napredek tehnologije, digitalizacija) in tako pripomorejo k produktivnosti in konkurenčnosti delodajalca. Iz pravice do izobraževanja, kot splošne človekove pravice, ki je določena v mednarodnih aktih, zagotovljena pa je tudi z Ustavo Republike Slovenije, izhaja tudi pravica delavca do izobraževanja. Na nacionalni ravni je ta urejena v Zakonu o delovnih razmerjih (za javne uslužbence v Zakonu o javnih uslužbencih), ki pa izobraževanje delavcev opredeljuje tudi kot dolžnost in ne samo pravico. Ob le dveh členih v ZDR-1, pa ostaja glede izobraževanja delavcev odprtih več vprašanj, kot so npr.: kako daleč sega dolžnost delodajalca, da delavca napoti na izobraževanje, kako je z vštevanjem v delovni čas, katere so bistvene sestavine pogodbe o izobraževanju. Izobraževanje delavca je lahko podrobneje urejeno v kolektivnih pogodbah, a te po večini le povzemajo, oziroma v manjši meri dopolnjujejo zakonske določbe. Vse kar ni urejeno v zakonu ali kolektivni pogodbi, pa je prepuščeno dogovoru med strankama. Delavec in delodajalec v praksi skleneta posebno pogodbo o izobraževanju predvsem, kadar je izobraževanje v interesu delodajalca, saj z njo podrobneje določita pravice in obveznosti, ki izhajajo iz izobraževanja, medtem, ko je na usposabljanje in izpopolnjevanje delavec pogosto napoten z enostranskim aktom delodajalca. Do razlik v pravicah in dolžnostih iz pogodbe o izobraževanju pa prihaja tudi glede na to, v čigavem interesu je izobraževanje.One of the fundamental human rights - the right to education, is in addition to general social development, also of increasing importance in the field of labor law. Employees need to be properly educated to keep up with the changes, such as technology advances and digitalization, in order to contribute to the productivity and competitiveness of the employer. The right of the employee to education is derived from the universal human right to education, which is written in international acts and also guaranteed by the Constitution of the Republic of Slovenia. At the national level this is regulated by the Labour Relations Act (or by the Civil Servants Act for civil servants), where the education of employees is not only defined as their right, but also an obligation. With only two articles in the Labour Relations Act more questions remain open regarding the education of employees such as: how far does the employer obligation to refer the worker to education go, how about working hours, what are the essential components of an education contract? Education of employees can be regulated in more detail in collective agreements, but most of them merely summarize or, to a lesser extent, supplement the legal provisions, therefore anything not regulated by law or collective agreement is left to the agreement of the parties. In practice, a special education contract is made between the employer and the employee, especially when education is in the employer\u27s interest, since it specifies the rights and obligations arising from education, while the employee is often referred to training and additional education by a unilateral act of the employer. The rights and obligations of the education contract can also differ depending on which party would benefit most from the education of the employe