Buying a Franchise in Australia: Check Training and Support

Training and support can make a franchise attractive, particularly if you are changing careers. But “comprehensive training” and “ongoing support” are not precise commitments. Before joining Australia’s franchising community, establish what the franchisor will deliver, what you must pay for and what happens if the help falls short. Treat support as a service to assess, not a benefit to assume.

1. Turn sales promises into specific commitments

Start with the tasks you will need to perform: managing staff, using booking or point-of-sale systems, controlling cash, attracting customers and meeting operational standards. Match each task to the training or support offered.

Ask for a written programme showing:

• The subjects covered and the time allocated to each.
• Whether learning is classroom-based, online or practical.
• Who delivers it and what relevant experience they have.
• Whether you practise in an operating business before opening.
• Which owners, managers and employees can attend.
• What opening-day assistance and follow-up coaching are included.

Distinguish access to resources from access to people. A library of videos is not equivalent to supervised practice, and a general helpline is not necessarily specialist assistance.

Keep a record of sales presentations and written assurances. Ask your solicitor to identify which important promises appear in the agreement and which remain only in promotional material. Where a promise matters to your decision, seek an appropriate contractual commitment before signing.

2. Calculate the full cost of getting ready

An initial franchise fee may include some training without covering everything needed to participate. Request an itemised explanation of included and additional charges.

Your budget should account for travel, accommodation, meals, staff wages during training and the cost of replacing someone who is away learning. Include your own living costs if training delays your ability to earn income.

Also establish what happens after the first course:

• Is refresher training compulsory, and who pays?
• Are there fees for training replacement managers or new employees?
• Can software changes trigger additional training requirements?
• Must you attend conferences or meetings at your own expense?
• Will retraining or reassessment attract another charge?

Ask your accountant to place these costs on a cash-flow timeline. An affordable overall training bill can still cause difficulty if it falls due before opening, alongside equipment payments and payroll.

Do not assume royalties purchase unlimited assistance. Identify what those fees cover and which services require separate payment.

3. Check assessments and opening conditions

Training may be a condition of permission to open. Establish the pass requirements before you commit money, especially if the programme tests unfamiliar technical or practical skills.

Request the assessment criteria, the number of permitted attempts and the process for challenging an assessment. Check whether the franchisor can require you to appoint an approved manager if you do not pass personally.

Then work through a delayed-opening scenario. If training is postponed, a trainer becomes unavailable or you need another attempt, who bears the resulting costs? Does the agreement address rescheduling or any right to withdraw?

Keep franchise training separate from legally required qualifications and permissions. Completing a brand’s course does not necessarily satisfy occupational licensing, food safety or other requirements relevant to your business and location. Confirm these independently with the relevant authority or adviser.

4. Test the support available after opening

The most useful support often begins when initial training ends. Request a practical description of the first few months and the arrangements that follow.

Check the frequency of business reviews, whether site visits are included and how urgent problems are escalated. Ask whether support hours match your trading hours, including weekends and Australian time zones.

Use concrete scenarios rather than asking whether support is “good”. Who helps if the booking system fails on a busy Saturday? What happens if sales are weak or a manager resigns? Which issues remain entirely your responsibility?

Ask to see sample review agendas, anonymised action plans or a demonstration of the support portal. These help distinguish structured coaching from occasional contact. Remember that franchisor assistance does not transfer responsibility for running the business or managing its financial risks.

5. Understand the legal protection behind the promise

Australia’s Franchising Code of Conduct is mandatory under the Competition and Consumer Act 2010. A new Code commenced on 1 April 2025, with some further requirements applying from 1 November 2025. Have your solicitor confirm the rules applicable to your proposed agreement.

The Code requires good faith in relevant dealings, including dealings with prospective franchisees. The Australian Consumer Law also prohibits misleading or deceptive conduct. However, neither should be treated as a substitute for clearly defined training and support obligations.

Ask your solicitor to examine clauses allowing support services to change, limitations of liability and the dispute-resolution process. If promised support is not delivered, preserve records and obtain advice about contractual remedies and rights under the Code and Australian Consumer Law.

Practical takeaway: Before buying, create a one-page schedule of training, support, costs, delivery dates and responsible people. Resolve important gaps in writing before you sign.