Jurisdiction(s):
United Kingdom

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Key definition

Style definition

What does Style mean? In legal practice, a style is a precedent or template for a document, used as a model when drafting similar documents (for example, contracts, deeds, pleadings, affidavits, company resolutions and wills). The term is descriptive rather than statutory; it is widely used in Scotland and understood across England and Wales, Northern Ireland and Ireland, where ‘precedent’ is more common. A style typically provides boilerplate wording, standard clauses and optional alternatives (often shown in square brackets), sometimes with drafting notes. Styles appear in firm house-style collections and published style books or formbooks. Practitioners must adapt any style to the client’s facts, transaction, forum...

Employee study or training requests: eligibility, procedure, grounds for refusal, right to be accompanied, appeals, protections and remedies (Great Britain)

Published by a LexisNexis Employment expert

Practice notes

Certain specified employees have the statutory right to make a request to undertake study or training

This entitlement applies to employees working for organisations with 250 or more staff who meet the qualifying service requirement (see: Eligibility and qualifying period, below). Although the scheme was originally intended to be broadened to include smaller employers, the government deferred that step to allow further evaluation of the likely impact on small businesses, and there are currently no plans to proceed with any extension.

The approach to counting the number of employees for these purposes is prescribed by the Apprenticeships, Skills, Children and Learning Act 2009 (Commencement No 2 and Transitional and Saving Provisions) Order 2010 (Commencement No 2 Order 2010), SI 2010/303. For a pro-forma policy aligned with the statutory arrangements, see Precedent: Policy—time off work for study and training. Official guidance on this right can be found on the GOV.UK website. The legal position on study or training rights and obligations for young employees is distinct from that applicable to older workers. For more detail on that framework, see the separate Practice Note: Employing children and young people...

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Web page updated on 21/05/2026

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