When conveying the information that the company only conducts new employee training for employees of a certain age, it is necessary to pay attention to the legality and sensitivity of the wording to avoid unnecessary misunderstandings or legal risks. Here are some suggestions： ### 1. **Clear policy background** -Explain the specific goals or needs of the training, for example: “In order to ensure that the training content matches the career development stage of the employees, this new employee training is mainly aimed at employees of a certain age group. ” -Emphasize that the original intention of training is to better support employee growth, not to discriminate or exclude. ### 2. **Legal compliance** -Ensure that company policies comply with local labor laws and anti-discrimination regulations. If there are legal risks, it is recommended to reevaluate the training policy to avoid disputes due to age restrictions. -If the policy is legal, it can be stated: “According to the design of the company's training plan, this training is mainly aimed at employees of a certain age to ensure that the training effect is maximized. ” ### 3. **Provide alternatives** -For employees who do not meet the age requirements, other training opportunities or resources can be provided, for example: “For employees of other ages, we will provide other forms of training or development programs to support your career growth. ” ### 4. **Use neutral language** -Avoid using language that may cause misunderstandings, such as “young employees” or “older employees.” You can use more neutral expressions, such as: “For employees in the early stages of career development” or “employees at specific career stages.” ### 5. **Written notice** -Communicate information through official emails or announcements to ensure that the content is clear and transparent. For example： ``` Topic: Description of the new employee training plan Dear staff， In order to ensure that the training content matches the career development stage of employees, the company decided that this new employee training is mainly aimed at employees of a certain age. This decision is based on the specific needs of the training goals and aims to maximize the effectiveness of the training. For employees of other ages, we will provide other training resources and development opportunities to support your career growth. If you have any questions, please feel free to contact the Human Resources department. Thank you for your understanding and support! Sincerely， Human Resources Department ``` ### 6. **One-to-one communication** -For affected employees, it is recommended to conduct one-on-one communication, explain the reasons for the policy, and express the company's importance to their career development. ### 7. ** Avoid discriminatory expressions** -Do not directly use controversial expressions such as “age limit” or “only for a certain age group”, but emphasize the goal and pertinence of training. ### 8. **Solicit feedback** -After conveying the information, you can solicit feedback from employees to understand their needs and ideas to optimize future training plans. ### Example： ``` Dear staff， In order to ensure that the training content matches the career development stage of employees, the company decided that this new employee training is mainly aimed at employees in the early stages of career development. This decision is based on the specific needs of the training goals and is designed to help employees quickly adapt to their positions and improve their professional skills. For employees at other career stages, we will provide other training resources and development opportunities to support your career growth. If you have any questions or need further information, please feel free to contact the Human Resources department. Thank you for your understanding and support! Sincerely， Human Resources Department ``` Through the above methods, information can be conveyed legally and decently, while maintaining the company's image and employee relations.