Can Your Boss Make You Do Training on Your Own Time?

Let’s face it: in today’s hustle-driven world, keeping your skills fresh feels like a job in itself. Companies love to push training to make sure you’re up to speed with the latest trends or tools, and honestly, most of us get why—it’s good for the team and your career. Employees often ask, “Can my employer make me do training in my own time?” seeking guidance from experts like The Nakase Law Firm to understand their rights.

It’s a question that pops up a lot, and trust me, I’ve wondered about it myself when my old boss “suggested” a weekend seminar. To get answers, some folks in California reach out to a litigation attorney in San Diego, like the team at California Business Lawyer & Corporate Lawyer to see what’s legal. The truth depends on a mix of laws, your job setup, and what the training’s all about. Let’s unpack this mess together and sort out what’s fair for you and your employer.

What Do the Laws Say?

When it comes to whether you should be paid for training, the rules depend on where you live. In the U.S., there’s this thing called the Fair Labor Standards Act (FLSA) that lays out what counts as “work time.” I remember chatting with a friend who’s an HR manager, and she broke it down for me: if your boss requires you to do training, it’s usually considered work, and they’ve got to pay you for it. Here’s the deal:

• It’s mandatory. If your employer says, “You’re doing this training, no excuses,” then the time you spend on it—whether it’s during your shift or at 8 p.m. on a Tuesday—should be paid.
• It’s tied to your job. Think of stuff like a barista learning a new espresso machine or a nurse taking a mandatory CPR course. That’s work-related, so you’re likely owed for it.
• It’s during your regular hours. If they schedule it while you’re normally clocked in, it’s a no-brainer—you get paid.

But, of course, there’s a catch. The government says you might not get paid if the training is totally voluntary, happens outside your usual hours, isn’t related to your job, and you’re not doing any “real work” during it. For example, I once signed up for a photography class just for fun, and my boss didn’t owe me a cent for that—it wasn’t part of my marketing gig.

Things are different elsewhere. In the UK, their laws say required training should happen during work hours or come with pay if it’s after. Australia’s got a similar vibe with their Fair Work Act—mandatory training usually means you get paid, unless you’re choosing to do it for kicks.

Hourly vs. Salaried Workers

Your paycheck setup matters too. If you’re an hourly worker (what the FLSA calls “non-exempt”), you’re entitled to overtime if training pushes you past 40 hours a week. I had a buddy who worked retail, and when his store made him do late-night inventory training, they had to pay him extra because he was hourly. No ifs, ands, or buts.

If you’re salaried (“exempt”), it’s murkier. Your boss might say, “Hey, this training is just part of the gig,” especially if it’s for something like a teaching credential or a management course. But even then, if they’re piling on mandatory sessions every other weekend, it can feel unfair—and might even cross legal lines. I remember a salaried friend griping about this; she ended up talking to HR to get some clarity.

What Kind of Training Are We Talking About?

Not all training is created equal, and that’s a big factor in whether your boss can expect you to do it on your own time. Here’s how I see it breaking down:

• Required, job-specific stuff. Think safety drills for factory workers or ethics training for accountants. This is usually paid because it’s non-negotiable and directly tied to your role. No employer wants to risk a lawsuit by skimping here.
• Career-boosting courses. Things like leadership seminars or certifications can be a gray area. If your boss requires it, they should probably pay. But if it’s optional and more about your future goals—like me taking a public speaking class to feel less awkward at presentations—your employer might say, “That’s on you.”
• Totally voluntary. If you’re chasing a passion project, like learning graphic design when you work in sales, don’t expect your boss to foot the bill or the time.

The Bigger Picture: Is It Fair?

Legalities aside, there’s a human side to this. Nobody wants to spend their evenings or weekends on work stuff without pay—it’s a fast track to burnout. I remember feeling so annoyed when my manager “encouraged” unpaid training after hours; it made me question if they valued my time. That kind of thing can tank morale and make people start eyeing the exit.

On the flip side, I get why employers might struggle to fit training into a packed workday, especially in industries like healthcare or hospitality that never sleep. But if they don’t pay for mandatory training, they’re rolling the dice on legal trouble—think lawsuits or fines. Smart companies find a middle ground, like offering paid time off for training or letting you do online courses at your own pace.

What You Can Do About It

If your boss is pushing training on your personal time, don’t just grit your teeth—take action. Here’s what’s worked for me and others:

1. Check your contract. Dig into your employee handbook or contract. Some places spell out whether training time gets paid.
2. Ask questions. Talk to your boss or HR and clarify: Is this required? Does it tie to my role? Getting answers upfront can save headaches.
3. Know the law. Look up your local labor rules. In the U.S., the Department of Labor’s website is a good start, or you could chat with a lawyer if it’s serious.
4. Speak up. Have a calm, professional convo with your manager. I once asked if we could shift training to work hours, and they actually listened!
5. Keep records. Jot down what’s asked of you, any emails, and how long the training takes. It’s your safety net if things get messy.

Tips for Bosses

If you’re an employer, don’t set yourself up for trouble. Here’s how to keep things fair:

• Stick to work hours. Schedule training when people are already on the clock to avoid drama.
• Be upfront. Let folks know if training is optional or paid—clarity builds trust.
• Get creative. Offer online training or extra paid time to make it easier on your team.
• Stay legal. Talk to a lawyer to make sure you’re not breaking any rules.

Wrapping It Up

So, can your boss make you do training on your own time? It’s a thorny question with no one-size-fits-all answer. If the training is mandatory and job-related, they usually have to pay you, especially if you’re hourly. But if it’s optional or not tied to your role, you might be on your own. Either way, know your rights, talk to your employer, and don’t be afraid to push back if it feels off. Employers, meanwhile, should play fair to keep their team happy and avoid legal headaches.

At the end of the day, it’s about balance. You want to grow in your job without losing your personal life, and your boss wants a skilled team without breaking the bank. A little understanding and communication can go a long way to making training work for everyone.