What is mandatory training & why is it important?

Mandatory training refers to required learning programs set by employers to ensure that employees have the knowledge, skills, and compliance awareness necessary to perform their roles safely, effectively, and within legal or policy frameworks. 

In this blog, Dr Richard Dune explores how it plays a vital role in minimising risks, meeting industry regulations, and promoting a culture of safety and accountability across every organisation.

Why mandatory training matters more than ever

In today’s complex and regulated work environments, especially in sectors like health and social care, education, early years, security, finance, and construction, training is no longer optional. It’s essential.

From managing infection risks to handling sensitive personal data, employees must be equipped with up-to-date knowledge, skills, and behavioural expectations. Failing to deliver or complete mandatory training can expose organisations to legal penalties, reputational damage, and serious safety incidents.

Mandatory training has emerged as a frontline strategy in risk mitigation, workforce protection, and business continuity. It empowers employees, protects clients, and fosters a culture that integrates compliance, ethics, and professionalism into daily operations.

What is mandatory training?

Mandatory training is any form of training or instruction that an organisation requires employees to complete, typically as part of:

• Onboarding

• Annual refresher programs

• Regulatory updates

• Operational readiness.

It covers essential areas such as health and safety, safeguarding, infection control, cybersecurity, and equality and diversity, depending on the industry and role.

This type of training may be:

• Statutorily required by law

• Mandated by the employer based on internal policy or risk management needs. 

In short, if it's mandatory, you must complete it; non-compliance can lead to disciplinary action or termination.

Key features of mandatory training

Mandatory training is:

• Compulsory - Required for all relevant employees

• Organisation-specific - Tailored to the risks and regulations of the sector

• Time-sensitive - Often needs annual or periodic renewal

• Consequences for non-compliance - Missing deadlines can lead to disciplinary action.

"Mandatory" means required, not recommended, and it must be taken seriously.

Examples of mandatory training topics

While training requirements vary by sector, these are among the most common topics covered:

• Health and safety procedures

• Fire safety awareness

• Infection prevention and control

• Safeguarding adults and children

• First aid awareness

• Manual handling

• Equality, diversity and inclusion (EDI)

• Cybersecurity and data protection (GDPR)

• Anti-harassment and whistleblowing

• Job-specific technical training (e.g., medication handling, machinery operation). 

In regulated sectors, incomplete training records can trigger inspection failures or enforcement actions.

Who needs mandatory training?

The simple answer: everyone.

From new recruits to senior leaders, every employee, regardless of level, contract type, or location, may be required to complete some form of mandatory training.

Common roles that require mandatory training

These are the common roles that require mandatory training:

• Healthcare workers (nurses, doctors, care assistants)

• Childcare providers and early years educators

• Social workers and safeguarding leads

• Security officers

• Food handlers and kitchen staff

• Frontline managers and operational leads

• HR professionals and compliance officers

• Volunteers in regulated services. 

Even in non-regulated sectors, employers have a duty to keep their staff and customers safe. Mandatory training helps meet that obligation.

Why is mandatory training so important?

Beyond compliance, mandatory training supports a healthy, high-performing workforce. It delivers wide-ranging benefits:

• Legal compliance - Helps meet national legislation and regulatory frameworks, including Health and Safety Law, GDPR, the Equality Act, and sector-specific requirements

• Workplace safety and risk reduction - Reduces incidents, accidents, and near misses by ensuring that employees are aware of their responsibilities and know how to work safely

• Role clarity and accountability – Trained employees understand their duties, how to report issues, and how their roles contribute to broader organisational goals

• Standardisation across teams - Ensures consistency in processes, communication, and service delivery, vital in sectors where variation can lead to risk

• Staff engagement and morale - Demonstrates that the organisation invests in its people. Staff who feel prepared and informed are more confident, motivated, and committed

• Organisational resilience - In the event of audits, complaints, or incidents, completed training records provide a critical line of defence.

"An untrained team is a business risk. A well-trained team is your strategic advantage."

What happens if you don’t complete mandatory training?

Failure to complete mandatory training isn’t just a missed task; it may be a breach of contract or professional responsibility.

Consequences include:

• Formal warnings or disciplinary actions

• Suspension from duties or reassignment

• Termination of employment in serious cases

• Regulatory penalties for the employer (e.g., failed inspections, loss of contracts). 

If an employee cannot perform their role safely due to missed training, they may be deemed "not competent".

Mandatory vs. statutory training - What’s the difference?

These terms are often confused, but there are key distinctions:

Table 1 - The difference between mandatory and statutory training

Some training may fall into both categories; for instance, manual handling is both a statutory requirement and typically included in mandatory training matrices.

Mandatory training in practice

Mandatory training refers to the essential training that organisations require staff to complete to meet internal policies, regulatory expectations, or role-specific responsibilities. A clear example of this can be seen in our work with children’s services, including early years settings, schools, and after-school clubs.

We supported these organisations in developing mandatory training programmes tailored to their specific safeguarding responsibilities. This included training on child protection and safeguarding children, aligned with the statutory framework for the Early Years Foundation Stage (EYFS), Ofsted requirements, and local authority guidance.

By implementing structured mandatory training, these settings were able to ensure that staff were confident and competent in recognising signs of abuse, reporting concerns appropriately, and maintaining a child-centred approach. This proactive support not only fulfilled their regulatory obligations but also strengthened safeguarding practices across the board.

How to build an effective mandatory training policy

A robust mandatory training policy should be clear, enforceable, and aligned with your operational risks.

1. Define the scope - State which training is mandatory, who must complete it, and when. Be specific about refresher intervals
2. Select the right topics - Use a risk-based approach. Consult with compliance leads, HR, and operational managers to determine priorities
3. Establish timelines - Set deadlines for completion, especially during induction. Many regulators expect certain modules to be completed within the first 30 days of employment
4. Choose the right delivery format

• • E-learning for scale and flexibility

  • In-person for practical or sensitive topics

  • Blended for maximum accessibility.

Ensure training is inclusive, mobile-friendly, and tracked.

5. Track compliance - Use an LMS or TMS to automate assignments, send reminders, and produce real-time reports
6. Store and maintain records - Keep centralised, secure records. You’ll need them for audits, inspections, and legal defence
7. Define escalation procedures - Be clear about what happens when training is missed or refused. Include this in staff handbooks and contracts. Include a training matrix with role-specific requirements and refresher frequencies.

Best practices for employers

Here are some best practices for employers for an effective mandatory training for staff:

• Define mandatory vs. optional training clearly

• Set reminders using tech platforms

• Review and update training annually

• Make accessibility a priority

• Ensure leadership participation and modelling

• Tie training to professional development and appraisals.

How The Mandatory Training Group can help

If your organisation is struggling to manage training compliance, we’re here to help. At The Mandatory Training Group, we’ve helped thousands of UK businesses:

• Develop customised mandatory training policies

• Deliver statutory & mandatory training via classroom, online, and blended formats

• Track compliance using our Learning Management System (LMS)

• Access CPD-accredited courses aligned to CQC, Ofsted, and Skills for Health

• Provide Train the Trainer packages to build internal capacity

• Support revalidation, reflective practice, and policy integration

Need support with your mandatory training programme? Click here and explore our full range of solutions today.

Conclusion - Your first line of defence

Mandatory training isn’t a formality. It’s your organisation’s first line of defence.

In an era where compliance is scrutinised, digital risks are growing, and public expectations are rising, you can’t afford to cut corners.

Whether you're a care home manager preparing for CQC inspection, a school safeguarding lead, or a business owner trying to navigate GDPR, mandatory training ensures you and your team are equipped, empowered, and protected.

It’s not just about following rules; it’s about leading with competence, confidence, and care.

FAQs about mandatory training

Mandatory training can be confusing, especially when balancing legal requirements with professional development. Here are answers to the most common questions:

What does it mean when training is mandatory?

It means you’re required to complete it; non-compliance may lead to disciplinary consequences.

What is the difference between a mandatory course and CPD?

Mandatory courses are required for legal or organisational safety. CPD (Continuing Professional Development) is broader and often optional.

Can I skip mandatory training if I already know the content?

No. Even experienced professionals must complete the training for compliance, legal, and record-keeping purposes.

How often should mandatory training be refreshed?

Varies by topic. Some need annual updates (e.g., safeguarding); others may be every 2–3 years.

Why do organisations need cybersecurity training?

To reduce data breaches, protect against phishing, and meet GDPR compliance.

Ready to strengthen your approach to mandatory training?

From safeguarding and infection control to GDPR and health & safety, mandatory training is essential for every role - and every organisation. ComplyPlus™ helps you deliver, track, and evidence the training your workforce needs to stay safe, competent, and compliant.

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.

Make mandatory training your organisation’s first line of defence, keeping your team competent, confident, and inspection‑ready.