Should You Pay for English Classes for Your Remote Employees?

You hired someone great from Latin America.

They’re smart. They work hard. They get the job done.

But their English isn’t quite where you need it to be.

Now you’re wondering: should I pay for English classes?

Let me walk you through this decision. Because it’s not as simple as yes or no.

First, Let’s Talk About What You Actually Need

Not every role needs perfect English.

A developer writing code? They might only need to read documentation and write clear Slack messages.

A customer support rep talking to your U.S. customers all day? That’s a different story.

Here’s what matters: What does this person actually do in their day-to-day work?

If they’re writing client emails, hopping on calls, or representing your company to English speakers — English proficiency directly impacts their performance. And yours.

The Real Cost of Poor English

Let’s say you hired someone for a client-facing role.

Their English is okay. Not great, but okay.

What happens?

You start editing their emails. You jump on calls to “clarify” things. You become the translator between your team member and your clients.

Suddenly, you’re not saving time anymore. You’re spending it.

This is the hidden cost nobody talks about. You hired someone to take work off your plate, but now you’re doing extra work to make up for the language gap.

If you find yourself doing this more than once a week, the English level is a real problem.

What English Classes Actually Cost

Online English classes for professionals typically run $10–$30 per hour for private tutoring. Group classes are cheaper, usually $100–$300 per month.

Platforms like Preply, iTalki, or local Latin American language schools offer flexible options.

If you’re paying someone $2,000/month and investing $200/month in their English education, that’s a 10% increase in your labor cost.

Compare that to hiring someone with better English from the start — which might cost you $2,800–$3,500/month for the same role.

The math usually favors training someone good over hiring someone expensive.

Here’s What Most People Get Wrong

They think paying for classes is generous.

It is. But that’s not why you should do it.

You should do it because it makes business sense.

If better English means this person can handle client calls without you, write proposals independently, or manage customer issues from start to finish — you’re not being nice. You’re investing in your business capacity.

The question isn’t “Can I afford English classes?”

The question is “Can I afford to keep doing their communication work for them?”

When It Actually Makes Sense to Pay

You should pay for English classes when:

• The person is otherwise excellent. They’re reliable, skilled, and you want to keep them long-term. The only gap is English.
• Their role genuinely requires better English. Not “it would be nice” but “this is limiting what they can do.”
• You’re committed to keeping them for at least a year. Training someone for six months and then parting ways makes no sense for anyone.
• You have clear goals for what “better English” means. “I need them to run client onboarding calls independently” is specific. “I want them to sound more professional” is vague.

When It Doesn’t Make Sense

Skip the English classes if:

• You hired them two weeks ago and are already frustrated. The problem might not be English — it might be the wrong hire.
• You don’t actually need better English for the role. You just think you do because you’re used to working with native speakers.
• You’re hoping English classes will fix other performance issues. They won’t.
• The person hasn’t asked for development opportunities and doesn’t seem interested in improving. You can’t force growth.

A Better Approach Than Just Paying

Here’s what works better than writing a check:

Make it a partnership.

You cover half, they cover half. Or you cover it fully, but it’s tied to performance milestones.

This does two things: it shows they’re invested in their own growth, and it makes the training feel earned rather than given.

Set clear expectations.

“After three months of classes, I need you to be able to run our client onboarding calls independently.”

Measurable. Time-bound. Clear.

Track actual improvement.

Don’t just pay for classes and hope. Check in monthly. Are they using what they’re learning? Is their written communication getting clearer? Can they handle more complex conversations?

If you’re not seeing improvement after 2–3 months, something’s wrong. Either the classes aren’t good, or the person isn’t putting in the work.

What Your Remote Worker Is Probably Thinking

They know their English isn’t perfect.

They’re probably already self-conscious about it.

When you offer to pay for classes, it can feel like two things at once: an opportunity and a criticism.

Handle this carefully.

Don’t frame it as “Your English is bad and needs fixing.”

Frame it as “I want to invest in your growth because I see long-term potential here.”

That’s not corporate speak. That’s just being direct about your intentions.

The Alternative Nobody Talks About

Sometimes the better move is hiring someone with the English level you need from the start.

Chile has the highest English proficiency in Latin America. Argentina and Costa Rica aren’t far behind. Colombia has a huge pool of bilingual professionals.

If English is non-negotiable for the role, hire for it upfront.

You’ll may pay more initially but you’ll save time, frustration, and the awkward conversation about language skills.

There’s no shame in this. It’s just matching the role requirements to the hire.

My Take After Watching Hundreds of These Situations

The companies that make this work do three things:

One: They’re honest about whether English is actually a requirement or just a preference.

Two: They invest in people who are already 80% there, not 40% there. You’re bridging a gap, not building a bridge from scratch.

Three: They make it mutual. The company invests money. The employee invests time and effort. Both parties are committed.

The companies that waste money on English classes are trying to fix a hiring mistake with a training budget.

So Should You Pay for English Classes?

Here’s your answer:

If this person is great at their job, you want to keep them long-term, and better English would genuinely unlock more value for your business. Yes, absolutely pay for it.

If you’re hoping English classes will turn an okay hire into a great one. No, don’t bother.

The decision isn’t about being generous or cheap.

It’s about whether the investment makes sense for your business.

Most of the time, when the person is right and the need is real, it does.