About the most you can do is try to claw-back your training expenses if they don't stay for a certain number of years, but you can't squeeze blood from a stone. That money was already spent on basic necessities of life and can't be recovered.
>That money was already spent on basic necessities of life and can't be recovered
Presumably, if the training were significant enough to be worth the company pursuing it and the now ex-employee found it economically better to use those skills elsewhere, then there might be significant enough income against which to make a claim.
If this worked you'd think it would be more widespread, but instead corporations have consistently pushed in the opposite direction with workers over the past few decades. There used to be a lot more job security, on-the-job training, and apprenticing. Corporations have figured that not having all that stuff is in their favor as by only hiring qualified people they can put the costs of the training on the employees, and then if there aren't enough qualified people, well, off-shore production.
About the most you can do is try to claw-back your training expenses if they don't stay for a certain number of years, but you can't squeeze blood from a stone. That money was already spent on basic necessities of life and can't be recovered.