Question 1

How does this compare to running training requests through Cornerstone, Workday Learning, or Degreed?

Accepted Answer

Cornerstone OnDemand, Workday Learning, Degreed, 360Learning, Docebo are full LMS / LXP platforms — they handle the course catalog, enrollment, content delivery, completion tracking, certifications, and reporting. Pricing is typically $5-20 per user per month (Cornerstone, Workday Learning at the enterprise end; Degreed, 360Learning at the mid-market end; TalentLMS, LearnUpon at the SMB end). This template handles the request-intake workflow itself — structured capture of program / cost / justification / format, approval routing, compliance flag — without committing to the full LMS platform. Teams that use both: this form is the intake (the 'I want to take X course' workflow), and the LMS is the delivery (the 'now go take the course and get tracked' workflow). For SMB companies without an LMS, this form plus a Google Sheets tracker is often enough for the first 50-100 active learners; for mid-market companies with a curated catalog (everyone goes through the same Salesforce admin training, the same security awareness, etc.), the LMS is required for the scale, and this form is the intake for the off-catalog requests.

Question 2

How do we handle US IRC Section 127 tuition reimbursement tax treatment?

Accepted Answer

IRC Section 127 allows US employers to provide up to $5,250 per year in tax-free educational assistance — meaning the employer can pay for tuition, fees, books, supplies, and equipment for undergraduate, graduate, or professional education without it being reported as taxable wages to the employee or generating payroll tax for the employer. The form captures the documentation required for Section 127 treatment: educational program is for the employee (not their family), the program is provided under a written plan (your tuition reimbursement policy), the program does not discriminate in favor of highly compensated employees, and the maximum is $5,250 per employee per year. For amounts above $5,250, the excess is taxable wages reported on the W-2 (Box 1, 3, 5 with associated withholding). For student loan repayment assistance, the CARES Act (extended through 2025 by SECURE Act 2.0) extends Section 127 to cover up to $5,250 in employer-paid student loan repayments tax-free. The form's tax-treatment field captures whether the request is for tuition reimbursement, certification fees, or student loan repayment to drive the correct downstream payroll handling. For the program enrollment itself, the major tuition reimbursement administrators (EdAssist, Guild Education, InStride, Bright Horizons EdAssist) handle the disbursement and tax reporting.

Question 3

How does the FUNDAE bonification system work for Spanish employers?

Accepted Answer

FUNDAE (Fundación Estatal para la Formación en el Empleo) is the Spanish public body that manages the bonificación system for employer-funded training under the Real Decreto 694/2017. Every Spanish employer that pays Seguridad Social contributions accumulates a training credit (crédito formativo) calculated as a percentage of the previous-year contributions (typically between 50 € and 1.000 €+ per employee per year depending on the company size). The employer can use that credit to fund training programs that meet FUNDAE eligibility criteria — primarily that the training is conducted by an entidad acreditada en el Registro Estatal de Entidades de Formación, that the training has the minimum required hours (typically 6 hours minimum for the bonification, with sub-categories for específica / transversal), and that the training is properly documented with attendance, content, and outcome records. The form captures the FUNDAE-eligibility flag, calculates the available bonificación amount, and generates the FUNDAE administrative file for the SEPE registration (which has a 7-day pre-training notification requirement). For the typical Spanish employer using a FUNDAE-bonificable training provider (OpenWebinars, Tokio School, Bureau Veritas Formación, Cámara de Comercio courses), this means the effective cost to the employer is significantly reduced — often 30-50 % of the gross cost. The form's audit trail captures the documentation required for the Inspección de Trabajo and Hacienda audits.

Question 4

How does the Brazilian eSocial S-2280 reporting work for occupational training?

Accepted Answer

Brazilian employers subject to eSocial reporting must generate the S-2280 event (Treinamentos) for specific categories of training — primarily the NR-series safety training (NR-1 general workplace safety, NR-6 EPIs, NR-10 electrical safety, NR-11 cargo handling, NR-12 machine safety, NR-17 ergonomics, NR-18 construction safety, NR-20 flammable liquids, NR-33 confined spaces, NR-35 work at heights), training for specific occupational health requirements under the PCMSO (Programa de Controle Médico de Saúde Ocupacional), and any training that has regulatory implications (financial sector training under BCB Resolução 4.893 cybersecurity, healthcare training under ANS / Anvisa rules). The form's training-type field auto-flags these categories and generates the S-2280 event in the appropriate format for the eSocial submission. The training provider must be SENAI / SESI / SENAR / SESCOOP certified or an authorized escola técnica registered with the Ministério do Trabalho — the form validates the certification status before approval. The training documentation must be retained for the duration of the employment + 30 years for PCMSO records and + 20 years for NR-series safety training (under Decreto 3.048/99 RPS). For non-regulated training (general L&D, professional development, certifications), the eSocial reporting is not required but the company often still tracks the data for HR development purposes.

Question 5

How does this integrate with our LMS, HRIS, and payroll platforms?

Accepted Answer

On submission, the workflow can create the enrollment record in your LMS automatically once approved. For Cornerstone OnDemand, Workday Learning, Degreed, 360Learning, Docebo, LearnUpon, TalentLMS, Sana Labs, Continu, Kallidus — the integration creates the training assignment with the approved program details. For the HRIS, the integration updates the employee's development plan and the skills profile based on the training type — Workday HCM, BambooHR, Personio, Factorial HR, Sage HR, Cezanne HR, Bizneo for Spain; Convenia, Sólides, Senior Sistemas, TOTVS RH, Pontotel for Brazil. For payroll, the integration generates the payroll deduction (or addition, for tuition reimbursement) record — Gusto, Justworks, Rippling, ADP, Paycom, BambooHR Payroll for US; A3 Nom, Meta4 PeopleNet, SilverSoft, Sage Nómina for Spain; Folha Certa, ContaSimples Folha, Senior Sistemas Folha, TOTVS RH Folha for Brazil. For US IRC Section 127 reporting, the integration files the proper W-2 box treatment. For Spanish FUNDAE, the integration files the SEPE registration with the 7-day pre-training notification. For Brazilian eSocial S-2280, the integration generates the event in the appropriate format. The audit trail captures the full progression from request to enrollment to completion to skills-profile update.

Training Request Form Template

Training Request Form Template

Who this template is for

From training need to approved enrollment in one structured flow

What's included

L&D teams using training request forms

Tailor it to your L&D program

Training request FAQs

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