Some employers may be misleading employees or job applicants by including Training Repayment Agreement Provisions (TRAPs) in their employment contracts. These clauses require workers to repay the cost of training if they leave before a certain period—often for training that was marketed as free.

Have you signed a contract containing a TRAP? Were you forced to repay your employer for training that was advertised as free? Fill out our form and join the investigation today.

What Are TRAPs in Employment Contracts?

Shub Johns & Holbrook LLP is investigating potentially deceptive business practices involving training repayment agreement provisions.

In one high-profile case, Colorado Attorney General Phil Weiser filed a lawsuit against PetSmart LLC, alleging that the company falsely advertised its dog groomer training program as “free.” While the program appeared to offer valuable skills at no cost, the lawsuit claims PetSmart required participants to sign a TRAP agreement, obligating them to repay training costs if they resigned.

Under the alleged agreement:

• Employees who left within 11 months were charged $5,500
• Employees who left between 12 and 24 months were charged $2,750

Why TRAPs May Be Deceptive

Many employees may not realize they are signing a TRAP—especially when recruitment ads promote a “free” training program. This practice can lure prospective workers into jobs by offering training at no upfront cost, only to bind them with financial penalties if they choose to leave.

Critics argue that these provisions may be predatory or deceptive, particularly when employers fail to clearly disclose repayment obligations upfront.

Have you entered an agreement with a TRAP clause? Were you required to repay training costs after leaving a job, even though the program was advertised as free? Fill out our form to join the investigation today.