If you’ve ever been told you have to stay at a grooming job for two years or pay back training costs, this blog post is for you, and every salon owner who’s ever wondered if that’s legal.
Last week, Colorado made headlines when it sued PetSmart over what they’re calling “immoral, unethical, and oppressive” contracts. These agreements allegedly forced groomers to stay employed for years, or face thousands in fees for on-the-job training.
What PetSmart called training, the state called a trap. And they’re not wrong.
These were not apprenticeships, not internships, not part of any licensed credentialing program. Just internal “certifications” or "certificates" and policies that were maybe trying to staff the salons and get more people into the industry. And be honest, EVERYONE is basically trying to hire the same groomer, and you can find these same requirements in every job post on every social media platform and on Indeed = Read more here
To better break this down:
Employee learns while working, still a structured system with milestones
Should be paid and tied to specific job skills.
It cannot be used as an excuse to withhold wages or force loyalty through threats.
Structured, state-registered, or offered in partnership through a career school, university, or college.
Mixes paid work with formal education: 80% work, 20% education.
Leads to a recognized credential or trade qualification.
Employers can apply for grants, tax credits, and workforce development support when done correctly.
⚠️ Important Note: Depending on your state, some apprenticeships can be tuition-based under Department of Labor guidelines, but make no mistake: a true apprenticeship is still a paid position. Even if the apprentice is paying for structured training, they must also be compensated for their work hours. Education and employment are not interchangeable, and both must follow legal standards.
Usually short-term, for students or beginners.
It can be unpaid only if it meets specific legal tests and benefits the intern more than the company. Must be in partnership with a school. This would be part of a college or university program, and in many states, the business must be approved by the State Department of Labor to accept interns from schools. Read more here: Fact Sheet Internships FLSA Act
Should have clear educational value, not just be free labor.
⚠️ Important Note:
Before you bring anyone into your grooming space, even as a volunteer, you need to check with your insurance provider and understand your legal responsibilities. Unless you’re a registered 501(c)(3) nonprofit, using “volunteers” is not a loophole; it’s a liability.
Even in nonprofit settings, volunteers must be properly trained, supervised, and covered under insurance. Yes, that means a structured on-the-job training plan is still required. “Helping out” without a plan and protection is how accidents happen, and lawsuits follow.
Too many grooming salons (and large chains) blur the lines between these terms. They call it “training,” but it’s really:
Underpaid labor
No real structure or outcomes
No credentials or transferable skills
And worst of all? Contracts that punish employees for leaving.
That’s not training. That’s exploitation dressed up as opportunity.
At The WPGA, we believe in real education, real credentials, and real pathways into this industry. If we want to fix the talent shortage, we have to stop trying to control and start educating with purpose.
That means:
Building and starting to support licensed apprenticeships, like in Missouri, where Jennifer Opal has Growing Groomers
Offering formal internship opportunities in collaboration with colleges or universities that offer grooming courses as electives
Providing clear, paid OJT pathways with structure, not threats
And supporting career mobility, not limiting it
If you’re making employees sign “you owe us” or non-contractual agreements for in-house training with no recognized credentials, it may be a concern. You might be next on the legal radar. And if you’re a groomer who’s been told you owe money just for leaving? You probably don’t.
👉 And if you’re collecting payment to “teach” someone while claiming they’re a professional when finished? It is essential to understand that misrepresenting to a"student" or "trainee" that they will be a fully qualified professional and you are charging fees to teach them, exposes your business, your clients, and the animals involved to significant risk. Such actions are not only unethical but also are prohibited by law unless you are a licensed educational institution with appropriate state approval. For both legal compliance and professional integrity, only recognized schools may provide formal training and issue credentials. Adhering to these standards protects everyone involved and upholds the credibility of our industry.
Want to check if you are in compliance with your business? Take our Trade School Compliance Quiz HERE
The reluctance to participate constructively is keeping our industry stagnant when what we need is for experienced professionals, salon owners, and leaders to partner with educational institutions actively. By working together, we can create a stronger pipeline of well-trained, credentialed groomers who are equipped to succeed and elevate the industry as a whole.
Let’s clean up the language, clean up the contracts, and finally professionalize the pet care industry the way it deserves.