Tell us where you are, your sector, your size and what your staff do. Get a list of the training the law requires, the training you need to show reasonable steps, and good practice, with a source for every item.
Every item links to the legislation or official guidance. Nothing you enter leaves your browser.
All statutory training is mandatory, but not all mandatory training is statutory. Knowing which is which helps you set priorities, and stops company policy being passed off as the law.
Training an Act, regulation or regulator's rule requires, such as health and safety training on joining, DSE training or money laundering training in the regulated sector.
The law sets a duty or a defence without naming training, but you will struggle to meet it without training: preventing sexual harassment, data protection, bribery and fraud.
Training no law names but that protects people and the business, such as cyber security awareness. Label it honestly as company policy and keep it short.
Adequate training when people join and when their risks change, repeated where appropriate, in working hours. Management Regulations, regulation 13.
In England and Wales, training on the precautions and actions for your premises, on joining and when risks change. Fire Safety Order, article 21.
Adequate first aid, with trained first-aiders where your needs assessment says you need them. First-Aid Regulations, regulation 3.
Training for anyone who uses a computer as a significant part of their job, before they start. DSE Regulations, regulation 6.
Pay and time: statutory health, safety and fire training must happen in working hours, and employers cannot charge for anything done to meet a specific statutory requirement (section 9 of the 1974 Act). GOV.UK's minimum wage guidance treats required training as working time, and the written statement of employment particulars must say what training is required and who pays.
Every employer must provide adequate health and safety training and, in England and Wales, fire safety training, both when people join and when their risks change, and must provide adequate first aid. Staff who use display screen equipment must be trained in using their workstation. Other training becomes a legal duty because of what your staff do or your sector, such as food hygiene, work at height or money laundering training.
UK GDPR does not say "train all staff" in those words, but it requires you to keep personal data secure and to show you comply. The Information Commission (still known as the ICO) expects induction training before staff access personal data, regular refreshers and records, so in practice it is very hard to show compliance without training.
Yes. Statutory health and safety and fire training must take place in working hours, and employers cannot charge employees for things done to meet a specific statutory requirement. GOV.UK's minimum wage guidance treats time spent on required training as working time.
The law mostly says "periodically where appropriate" and when risks change, rather than setting fixed intervals. Base the cycle on your risk assessment, your regulator or sector standard and changes to your policies, and retrain straight away when a procedure changes.
For knowledge-based training, such as health and safety awareness, DSE, data protection or your own policies, yes, as long as it is adequate for the risks and you keep records. Practical skills, such as first aid, operating a forklift or professional driving, need hands-on training, which e-learning can support but not replace.
It is based on the law in Great Britain. Northern Ireland has its own equivalent health and safety and fire laws, enforced by HSENI, so the duties are similar but you should check the Northern Ireland versions.
Checked against legislation.gov.uk, GOV.UK, HSE, the ICO and the FCA Handbook in October 2026. This page is general information, not legal advice.
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