Dr Richard Dune

31-07-2025

Image by chartchaik1 via Envato Elements

Understand what statutory training is, why it’s a legal necessity for employers, how it differs from mandatory training, and how to deliver it effectively across sectors

Statutory training is a legal obligation, one that no employer can afford to ignore. It underpins the safe, lawful, and effective functioning of organisations across the UK and beyond. As the workplace continues to evolve and the regulatory landscape grows more complex, statutory training is more important than ever.

But what exactly is statutory training? Who needs it? How is it different from mandatory training? And what are the consequences of neglecting it?

In this blog, Dr Richard Dune explores everything you need to know about statutory training, what it is, why it matters, and how to implement it effectively in your organisation.

What is statutory training?

Statutory training is training required by law or a statutory body. It ensures employees are equipped with the knowledge and skills needed to meet legal obligations and perform their roles safely.

This kind of training is non-negotiable. It is often tied to specific legislation, such as:

• Health and Safety at Work Act 1974
• The Management of Health and Safety at Work Regulations 1999
• COSHH (Control of Substances Hazardous to Health) Regulations
• RIDDOR (Reporting of Injuries, Diseases and Dangerous Occurrences Regulations).

Organisations are legally required to provide this training, and failure to do so can lead to fines, prosecution, and reputational damage.

Why is statutory training important?

Statutory training helps protect everyone: the business, the employees, the public, and the regulators. Here’s why it’s essential:

• Legal compliance - Organisations must demonstrate compliance with statutory requirements or face enforcement action.
• Workplace safety - It reduces the risk of injury, illness, and accidents in the workplace.
• Employee confidence - Staff trained in fire safety, manual handling, or infection control perform their duties with confidence and clarity.
• Reputational risk management - Avoid negative publicity from incidents or legal breaches due to a lack of training.
• Cost avoidance - Reduces the likelihood of legal costs, compensation claims, or downtime from preventable incidents.

How does statutory training differ from mandatory training?

While often used interchangeably, statutory and mandatory training serve distinct purposes.

Table 1 - The difference between statutory training and mandatory training.

Think of statutory training as the legal minimum standard, while mandatory training builds on this foundation to meet the employer’s specific needs.

Examples of statutory training

Statutory training varies by sector but often includes:

• Fire Safety Awareness
• Manual Handling
• Risk Assessment and Hazard Reporting
• Infection Prevention and Control
• First Aid (Emergency and Basic Life Support)
• COSHH (Hazardous Substances)
• RIDDOR (Incident Reporting)
• Local Health and Safety Policies
• Display Screen Equipment (DSE) training
• Food Hygiene (for food handlers)
• Safeguarding (Children and Adults).

These courses are critical in sectors such as healthcare, social care, construction, manufacturing, education, and hospitality.

Who needs statutory training?

Every employer has a legal duty to provide statutory training to relevant employees. However, not all staff need every type of statutory training.

Common sectors that need statutory training are as follows:

• Healthcare and social care - Infection control, safeguarding, fire safety
• Construction - Manual handling, working at heights, hazard control
• Hospitality and food services - Food hygiene, fire safety
• Offices - DSE assessments, risk assessments, first aid
• Transport and logistics - Load securing, driver safety.

Employers must conduct risk assessments to determine which statutory training applies to which roles.

How should statutory training be delivered?

Effective statutory training delivery requires more than ticking boxes. Here’s how to do it right:

• During induction - New employees must complete statutory training as part of their onboarding process.
• Regular updates - Statutory training must be refreshed periodically, often annually or every 2-3 years, depending on regulations and risk exposure.
• Blended learning - Use a mix of online modules, in-person sessions, and simulations. For example:

• Fire drills (practical)
• Online COSHH awareness
• Face-to-face manual handling.

• Record keeping - Maintain accurate training records for audits and inspections. This is especially vital for regulated sectors (e.g., healthcare, education).
• Tailoring to role - Ensure training is role-specific. For example, a care worker needs infection control training, while an office-based admin might not.

What happens if statutory training is not completed?

The consequences can be severe:

• Legal penalties - Fines, sanctions, or even criminal charges for breaches of health and safety law
• Civil claims - Employees or clients may sue the organisation for negligence
• Regulatory action - In healthcare and social care, non-compliance can lead to downgrading by the CQC, loss of contracts, or closure
• Reputation damage - One preventable incident can destroy public and stakeholder trust
• Unsafe workplaces - Risk of injury, poor morale, and high staff turnover.

Compliance isn’t just about box-ticking, it’s about responsibility and risk management.

Statutory training in practice

Health and safety is a fundamental legal requirement for all businesses in the UK, governed by the Health and Safety at Work Act 1974 and related sector-specific regulations. One example of statutory training in practice can be seen in how we have supported health and social care providers in meeting these requirements.

By developing sector-specific statutory training programmes, we helped organisations implement health and safety training tailored to their operational context. This includes essential training in areas such as risk assessment, the safe use of equipment, COSHH, and moving and handling procedures. These tailored programmes ensure that care providers are not only compliant with current legislation but are also equipped to safeguard their staff and service users.

Our work has helped organisations stay up to date with legal changes, reduce workplace incidents, and create safer environments, meeting their statutory obligations effectively.

How to build effective statutory training policies

To ensure legal compliance and employee safety, employers must build robust training policies. Here are some best practices that can be implemented for a practical statutory training policy:

• Map all legal requirements - Identify statutory training applicable to your sector, region, and roles.
• Develop a training matrix - Align training with job roles and risk exposure.
• Use a learning management system (LMS) - Track completion, set reminders, and generate reports for audits.
• Include in employment contracts and induction - Make it clear that statutory training is required and part of terms of employment.
• Review regularly - Laws change. So should your training policy. Conduct annual reviews.
• Partner with accredited provider - Ensure content meets legal standards and sector-specific regulations.

Best practice tips for employers

Below are best practice tips employers can use:

• Make statutory training part of company culture, not a box-ticking exercise.
• Offer refresher training at appropriate intervals to maintain competency.
• Conduct regular audits to ensure everyone is up to date.
• Empower line managers to oversee compliance within their teams.
• Communicate clearly: Help employees understand why the training matters.
• Use interactive and practical learning methods to improve engagement and retention.

Final thoughts - A legal and moral responsibility

Statutory training isn’t optional. It’s a legal obligation and a business imperative. It protects your people.

It protects your people. It protects your clients. And it protects your organisation from risk.

By understanding the importance of statutory training, ensuring your workforce is up to date, and embedding compliance into your culture, you create a workplace that is safe, compliant, and prepared for the future.

Whether you're a care provider, construction firm, or corporate office, statutory training is your legal foundation and your ethical commitment.

Ready to Get Compliant? Click to explore accredited statutory training courses, toolkits, and Learning Management Systems tailored for your sector.

FAQs about statutory training

Understanding statutory training is essential for compliance and safety. Here are clear answers to the questions we hear most often:

Ready to get compliant with statutory training?

To help organisations meet their legal obligations and protect their workforce, we’ve developed a comprehensive range of accredited statutory training solutions and compliance tools.

Our statutory training supports:

• Legal compliance with UK regulations
• Workplace safety and risk reduction
• Role‑specific, sector‑aligned training delivery
• Accurate training records for audits and inspections
• Improved staff competence and confidence.

Explore the ComplyPlus™ suite:

• ComplyPlus™ E-Learning Courses (CPD-accredited online courses)
• ComplyPlus™ Compliance Centre - Live dashboards, inspection readiness
• ComplyPlus™ LMS - Sector-specific learning management system
• ComplyPlus™ TMS - Internal training tracking & CPD audits
• ComplyPlus™ Policies & Procedures - Fully editable & CQC/Ofsted-ready
• ComplyPlus™ Legal - Contracts, employment docs, and HR templates.

With statutory training forming the foundation of safe, lawful operations, your organisation can’t afford to overlook it.