Statutory and Mandatory Training Guidance 2026

Statutory and mandatory training is one of the most searched and most misunderstood areas of workforce compliance in the UK. Employers, managers, compliance leads, trainers and staff often ask the same practical questions: what is statutory training, what is mandatory training, who decides what staff must complete, what is legally required, how often should training be refreshed, and what happens if people do not complete it?

In this blog, Dr Richard Dune answers the most frequently asked questions about statutory and mandatory training with concise, plain-English responses and links to relevant resources across The Mandatory Training Group website.

Understanding mandatory and statutory training

The terms statutory training and mandatory training are often used interchangeably, but they are not the same. That distinction matters because it affects how organisations define training requirements, justify decisions, manage risk, evidence compliance, and build a workforce that is safe, competent and inspection-ready.

What should organisations do in practice?

Organisations should avoid copying generic training lists without thinking through the role, risk and service context. The strongest approach is to use a role-based, risk-led training matrix to connect training to induction and competence, maintain reliable records, and align learning with wider governance, policies, and workforce oversight.

For a broader view of available course categories, visit online CPD courses and online statutory and mandatory training packages.

FAQs about statutory and mandatory training

Below are the most frequently asked questions and answers about statutory and mandatory training.

Is there a difference between statutory and mandatory training?

Statutory training is driven by law, while mandatory training is driven by organisational requirements. In practice, many employers manage both together using a single training matrix. For a fuller explanation, see the differences between statutory and mandatory training.

Is there a legal requirement for statutory and mandatory training in the UK?

There is no single universal list for all employers, but many training duties arise from health and safety law, sector regulations and local risk assessments. See the key health and social care legislation and regulations.

Is all statutory training mandatory?

In practice, yes. If training is required to help the organisation meet legal duties and control risk, it should be treated as required.

Is all mandatory training statutory?

No. Some mandatory training is organisation-led rather than directly prescribed by legislation, although it may still be linked to regulatory expectations, policy or service risk.

Does mandatory mean legally required?

Not always. Something can be mandatory because the employer requires it, even if it is not directly prescribed in legislation.

Who decides what mandatory training staff must complete?

The employer or provider decides based on legislation, regulations, risk, job role, and local policy.

Is there a fixed national list of statutory and mandatory training?

No. There are common topics, but the final training matrix should always reflect the sector, role, service model and level of risk.

Why do organisations confuse statutory and mandatory training?

Because both involve required training, and many organisations use umbrella terms such as essential, compulsory or mandatory without clearly separating the legal driver from the organisational driver.

What is the best way to decide what training staff need?

Use a role-based, risk-led training needs analysis rather than applying a generic list to every member of staff. See our guidance on how to improve statutory and mandatory training.

What are the most common statutory and mandatory training subjects?

Common subjects include health and safety, fire safety, safeguarding, moving and handling, infection prevention and control, information governance, equality and diversity, and first aid or basic life support, where relevant.

What is a statutory and mandatory training matrix?

A training matrix is a structured record that shows what training each role requires, how often it is refreshed, which level it applies to, and sometimes how competence is assessed.

Why is a role-based training matrix important?

It helps organisations avoid under-training, over-training and duplication, while making training decisions easier to justify.

What does a mandatory training matrix include?

It should usually include the course topic, the rationale or driver, the roles that require it, the level needed, how it is delivered, refresher intervals and, where relevant, how competence is assessed.

What is another way to say mandatory training?

Organisations sometimes use terms such as essential training, compulsory training, core training or required training.

What is classed as mandatory training?

Mandatory training is any training the organisation requires staff to complete because it is essential for the role or service.

What are examples of statutory and mandatory training?

Examples often include health and safety, fire safety, safeguarding, moving and handling, information governance, infection prevention and control, equality and diversity, and, where relevant, first aid or basic life support.

What is statutory health and safety training?

It is training provided to help employers meet duties under health and safety law by ensuring staff know how to work safely, understand risks and follow required controls and procedures.

What is statutory and mandatory training in practice?

In practice, it is the training framework that an organisation uses to ensure staff understand key risks, legal duties, workplace procedures, and role-specific expectations.

Is induction the same as statutory and mandatory training?

No. Induction introduces the organisation and role, while statutory and mandatory training covers the ongoing learning needed for safe and compliant practice.

What should be included in induction training?

Induction usually covers local procedures, key risks, expected standards, reporting arrangements and priority training requirements.

What is mandatory training induction?

It is the part of induction where new starters complete or are assigned the training they need at the start of employment.

Does the Care Certificate replace mandatory training?

No. The Care Certificate supports induction and baseline capability, but it does not replace wider statutory, mandatory or role-specific training. See our guidance on the difference between the Care Certificate and statutory/mandatory training.

Is the Care Certificate mandatory training?

Not exactly. The Care Certificate is best understood as part of induction and baseline workforce development for eligible new care staff.

Who needs the Care Certificate?

It is mainly relevant to new healthcare support workers and adult social care workers who are new to care. See our guide on who needs the Care Certificate and when.

How often should statutory and mandatory training be refreshed?

There is no one-size-fits-all answer. Refresher cycles should be risk-based, achievable and responsive to incidents, audits, policy changes and service developments.

Does annual refresher training apply to every course?

No. Some subjects require annual updates, but others may need different review cycles depending on risk, competence and regulation.

Does course completion prove competence?

Not always. Some roles also require observation, supervised practice, practical assessment or local sign-off.

What evidence should employers keep for statutory and mandatory training?

They should keep completion records, induction records, expiry dates, attendance logs, and, where relevant, competency evidence. A system such as ComplyPlus™ LMS can help manage this.

What happens if staff do not complete mandatory training?

Risks include unsafe practice, weak governance, poor inspection evidence, restricted duties or disciplinary action. See the consequences of not completing the statutory and mandatory training guide.

Can I refuse mandatory training?

Refusing mandatory training can become a conduct, capability or compliance issue if the training is genuinely required for your role.

Who is responsible for making sure training is completed?

Both the employer and the employee have responsibilities. Employers must set and monitor requirements, while staff must engage with required training. See the guidance on employee and employer statutory and mandatory training responsibilities.

What are the employer and employee responsibilities for mandatory training?

Employers are responsible for defining training requirements, providing access, monitoring completion and linking training to safe practice. Employees are responsible for engaging with required learning and maintaining competence.

Do I have to do mandatory training in my own time?

That depends on your contract, workplace policy and how the employer organises training.

Can my employer make me do mandatory training in my own time?

An employer may expect training to be completed by a deadline, but they should still consider whether that time counts as working time and whether it should be paid.

Should I be paid for mandatory training in the UK?

In many cases, yes. If the training is required for your role, employers should consider pay rights and minimum wage protections.

Should I be paid for mandatory training at work?

Usually, mandatory training required for your job should be treated seriously as part of your employment arrangements.

Should I be paid for mandatory training in the NHS?

For NHS staff, local policies and contract arrangements matter, but statutory and mandatory training is generally treated as part of workforce development and safe-practice expectations.

Can my employer charge me for mandatory training?

Some employers use written repayment agreements for training costs, especially if someone leaves soon after completing training, but this should be handled carefully and lawfully.

Who pays for statutory and mandatory training?

That depends on the employment arrangement and policy, but employers usually need to ensure that required training is available to staff performing regulated or safety-critical work. See our guidance on who pays for statutory and mandatory training.

What is the meaning of mandatory training?

Mandatory training is training that an employer or organisation requires staff to complete because it is essential for safe working, service quality, compliance or role performance.

What does mandatory mean in the workplace?

In the workplace, "mandatory" means required rather than optional.

Is mandatory training a legal requirement?

Sometimes directly, sometimes indirectly. Not every mandatory course is named in law, but employers often make training mandatory to meet broader duties.

What is the purpose of mandatory training?

The purpose is to help staff work safely, consistently and competently, while helping the organisation reduce risk, support compliance, and maintain service standards.

Why is mandatory training important?

It supports safer practice, improves consistency, strengthens governance and helps organisations demonstrate that staff are properly prepared for their roles.

What are the benefits of mandatory training?

The benefits include better risk control, stronger workforce competence, clearer expectations, improved inspection readiness, more consistent service delivery and better evidence of compliance.

What is mandatory training in adult social care?

In adult social care, mandatory training is the training that a provider requires staff to complete to deliver safe, person-centred and compliant care.

What is mandatory training in health and social care?

It is the employer-defined training required to support safe care, workforce competence, legal compliance and good governance.

What is mandatory training for health and social care workers?

It usually includes a role-based mix of subjects, such as safeguarding, infection prevention and control, moving and handling, equality and diversity, information governance, and emergency response, where relevant. Browse health and social care e-learning courses.

What is mandatory training for domiciliary care workers?

It is usually shaped by lone working, safeguarding, moving and handling, medicines support, infection prevention and control, information governance and the needs of people being supported at home. See accredited domiciliary care courses.

What is mandatory training for care home workers?

It typically reflects resident safety, safeguarding, infection prevention and control, moving and handling, dementia awareness (where relevant), fire safety, emergency response, and workforce competence. See our guidance on statutory and mandatory training for care homes.

What mandatory training is required for general practice?

General practice training requirements depend on role, patient safety risks, local systems and regulatory expectations. See mandatory training requirements for general practice.

What is mandatory training for healthcare professionals?

It should reflect both core workplace requirements and the risks associated with the specific role, setting, patient group, and regulatory environment. See eLearning for NHS providers.

What is mandatory training for doctors?

It is usually employer-led and role-specific. It may include safeguarding, information governance, infection prevention and control, resuscitation or basic life support where relevant, equality and diversity, and other local requirements.

What is mandatory training for nurses?

It is usually shaped by employer policy, service risks, patient safety, regulatory expectations and local governance requirements. See our guidance on NMC revalidation.

What is mandatory training for dental practice staff?

Dental practice staff usually need a role-appropriate mix of training in patient safety, infection prevention and control, safeguarding, data protection, basic life support, complaints handling, and workplace safety. Browse enhanced dental CPD eLearning courses.

What is mandatory training for hospices?

Hospice training requirements should reflect palliative and end-of-life care risks, safeguarding, medicines safety, infection prevention and control, data handling, dignity, communication and emergency response where relevant.

What is NHS mandatory training?

It usually refers to the employer-required training NHS staff must complete to support safe working, patient safety, legal compliance and local policy.

What is the NHS mandatory training policy?

There is no single national policy that applies identically to every NHS organisation in every operational detail. NHS organisations usually set local mandatory training policies within wider national frameworks and workforce governance arrangements.

What is the Core Skills Training Framework (CSTF)?

The Core Skills Training Framework is used mainly in healthcare to standardise key statutory and mandatory training subjects. See our guidance on the Core Skills Training Framework.

What does CSTF statutory and mandatory training mean?

It refers to statutory and mandatory training structured around the Core Skills Training Framework, which standardises a range of core subjects commonly used in healthcare settings.

Does every health and social care provider need CSTF training?

Not necessarily. CSTF is especially relevant in the NHS and other healthcare environments, but providers should determine alignment based on contracts, roles, and service needs.

Is safeguarding training part of statutory and mandatory training?

In many settings, yes. Safeguarding is often a core requirement, especially in health and social care, early years, schools and children's services. Browse safeguarding mandatory courses.

Is fire safety training mandatory?

In many workplaces, yes, because fire safety responsibilities form part of the employer's wider legal duties. Browse fire safety mandatory training courses.

Is moving and handling training mandatory?

Where staff move people or objects as part of their role, moving and handling training is often essential. Browse moving and handling mandatory training courses.

Is first aid training mandatory for all staff?

No. It depends on workplace risk, role requirements and whether designated first aiders are needed. See the responsibilities of a workplace first aider and browse first aid courses.

Is basic life support training mandatory?

It is mandatory for some roles and settings, especially where clinical or care staff may need to respond to emergencies. Browse basic life support and resuscitation courses.

Does data protection count as mandatory training?

In many organisations, yes. Data protection, information governance, and confidentiality training are often mandatory due to compliance and risk management obligations. See data protection (information governance and data security) courses.

Is equality, diversity and human rights training mandatory?

In many sectors, yes. It is often required to support lawful, fair, inclusive and respectful practice. See the equality, diversity and human rights mandatory courses.

Is infection prevention and control training mandatory?

In healthcare, social care, childcare and other relevant environments, it is often a core mandatory subject. See infection prevention and control mandatory training courses.

Is conflict resolution or violence and aggression training mandatory?

It can be especially where staff face behavioural risks, lone-working concerns, or challenging situations. Browse managing violence and aggression courses.

How does mandatory training relate to CQC compliance?

Training supports compliance with expectations for safe staffing, competence, supervision, and governance. See our guidance for the training required for CQC compliance.

What is the CQC Assessment Framework?

It is the framework CQC uses to assess providers, quality statements and evidence of safe, effective, caring, responsive and well-led services. See our guidance on the CQC assessment framework.

What role does training play in inspection readiness?

Training helps demonstrate workforce competence, leadership oversight, compliance and risk management. See our resources on CQC inspection readiness.

What do inspectors and auditors usually look for?

They usually want to see a clear rationale for training requirements, role-appropriate completion, evidence of competence where necessary, and systems that link training to wider governance and quality assurance.

What does good training governance look like?

It includes clear requirements, role-based assignment, reliable records, refresher monitoring, leadership oversight and links to wider governance systems. See clinical governance resources.

How does training fit into workforce development?

Training supports workforce capability, performance, confidence and safe service delivery. See workforce development resources.

How can organisations improve statutory and mandatory training compliance?

They should use a clear matrix, assign ownership, monitor overdue items, link training to competence and review risks regularly. See guidance on how to improve statutory and mandatory training.

What should organisations do first if their training matrix is confused or overloaded?

Start by reviewing each topic against role, risk, legal driver and service needs. Remove duplication, clarify the rationale, prioritise safety-critical areas and rebuild the matrix into something staff can realistically complete.

What systems can help manage statutory and mandatory training?

A learning management system or the wider compliance platform can help manage assignments, records, reminders and reporting. See ComplyPlus™ LMS.

Can training be managed alongside policies and procedures?

Yes. Strong organisations align training with policies, procedures, competency expectations and evidence requirements. See ComplyPlus™ policies and procedures.

What is ComplyPlus™, and how does it support training compliance?

ComplyPlus™ Software is MTG's compliance platform, designed to connect training, policies, governance and evidence.

Can statutory and mandatory training be completed online?

Yes. Many knowledge-based subjects can be completed online. Browse CPD-accredited e-Learning courses.

Is e-learning enough for statutory and mandatory training?

Sometimes, but not always. E-learning works well for many knowledge-based topics, but some higher-risk areas may also require practical demonstration, supervised practice, observation or local sign-off.

Does MTG offer both classroom and online statutory and mandatory training?

Yes. MTG also offers face-to-face options in some areas. See the classroom statutory and mandatory training calendar.

Are MTG's statutory and mandatory training courses CPD-accredited?

Many MTG courses are CPD-accredited. See MTG's CPD Certification Service provider profile.

Does MTG provide statutory and mandatory training for different sectors?

Yes. MTG provides training for health and social care, early years, education, primary care and other sectors. See eLearning for health and social care, online CPD courses for schools and colleges, and primary care courses.

What are the mandatory training requirements for bank and agency workers?

Bank and agency workers still need role-appropriate training and competence assurance. Organisations should check training evidence and provide local induction.

What are the mandatory training requirements for agency and locum workers?

They are broadly similar to those for other temporary workers: appropriate training, local induction, role-specific assurance and clear limits on duties where competence has not yet been confirmed.

Where do I find mandatory and statutory training?

A good starting point is online statutory and mandatory training courses or our full CPD courses catalogue.

Where can I find information on mandatory training?

You can use MTG's category pages, relevant blogs and sector pages depending on your needs. Good starting points include MTG Blogs, eLearning for Health and Social Care, and Primary Care Courses, Training and Qualifications.

Below is a high-impact table focusing on the core elements of statutory and mandatory training guidance. It reflects the key message of the attached blog: organisations should avoid generic training lists and instead use a role-based, risk-led training matrix linked to induction, competence, records, governance, policies and workforce oversight.

Core elements of statutory and mandatory training guidance

Practical "what good looks like" table

Quick summary for readers

Conclusion

Statutory and mandatory training sits at the intersection of safety, compliance, governance and workforce capability. The challenge for organisations is not simply to assign courses, but to build a training framework that is proportionate, role-based, evidence-led and practical to manage. When employers understand the difference between statutory and mandatory training, they are better placed to reduce confusion, improve oversight, and support safer and more consistent service delivery.

Strengthen your statutory and mandatory training framework

If you are reviewing your training matrix, induction structure or refresher model, explore MTG's Online Statutory and Mandatory Training Courses, browse Online CPD Courses, Training and Accredited E-Learning Courses, or visit eLearning for Health and Social Care.

You can also explore Learning Management System: ComplyPlus™ LMS, ComplyPlus™ Policies and Procedures, and ComplyPlus™ Regulatory Compliance Management Software for a more integrated approach to workforce assurance, governance and compliance.

For tailored support, please contact our team through the contact us form to discuss your organisation's statutory and mandatory training needs.

This revised version removes repeated and near-duplicate questions while keeping the core themes the original brief needed: Definitions, legal and governance context, induction and competence, sector-specific applications, training subjects, regulation and inspection, systems, delivery methods, accreditation, and access routes across the MTG site.