The provision of a whole year off work to train would be unusual. However, there is a legal right to request time off work for individuals working in big organisations (250 employees or more).
Although the right only applies to larger employers, smaller employers may be persuaded to voluntarily follow the same procedure. You will need to discuss the proposition with your employer and demonstrate how they would benefit.
Also, find out whether your employer has a training and development policy that provides for sponsored sabbaticals (i.e. a period of time during which staff are allowed to stop their usual work in order to study or travel, usually while continuing to be paid), which might meet your needs.
If no such policy exists, your employer might be prepared to provide such an opportunity but without pay.
If that is the case, you would need to find out how you might financially support yourself (and any dependants) for the duration of the course.
If your employer is not prepared to support your request, don't give up – consider other ways of completing the programme while maintaining your employment. Perhaps make a request to work flexibly or look for a course that is based on distance/remote study.
Remember that irrespective of the size of your employer’s organisation, the right to request flexible working is now available to all employees with at least 26 weeks’ service. It is no longer necessary to be caring for children or vulnerable adults in order to make a request.
Remember that any change to work arrangements as a result of a request to work flexibly will be a permanent change to the employment contract unless you agree clearly that it is to be temporary, limited to the duration of your course. Also make sure that you agree clearly what is to happen at the end of the course. If you want to revert automatically back to your previous work arrangements without your employer’s agreement, you need to agree this clearly. See our section on Flexible Working for tips on making the request.
Finally, if other work colleagues have been granted time off for study purposes and you have not, ask for an explanation. If you don't receive a satisfactory answer, you may feel you have a case to pursue your claim using your organisation's grievance procedure.