What training is mandatory in the UK? A guide for employers

If you’re an employer, you’ll know how important workplace training is. But with so many courses available, knowing which ones your employees legally need to complete isn’t always straightforward.

In the UK, employers are legally required to provide certain types of workplace training, but there’s no single mandatory training list that applies to every business. Your requirements will depend on your industry, the risks associated with your workplace and the responsibilities of individual employees.

Some training is specifically required under legislation. Other training helps employers fulfil their wider legal duties, while certain courses are recommended as good practice.

So, where do you start? Let’s break down the mandatory training requirements for UK employers, including Health & Safety, HR, data protection and industry-specific training.

On this page:

• Mandatory workplace training at a glance
• What training must UK employers provide by law?
• What’s the difference between statutory and mandatory training?
• Is there a mandatory training list for all UK businesses?
• What Health & Safety training is mandatory in the UK?
• What HR and employment law training is mandatory in the UK?
• What HR and employment law training should managers complete?
• What other workplace training may be legally required?
• Does mandatory training differ by industry?
• How should employers manage mandatory training?
• Mandatory training checklist for UK employers
• Frequently asked questions about mandatory training

Mandatory workplace training at a glance

Here’s a quick overview of common workplace training topics and when they may be legally required.

Training	Is it legally required?	Who needs it?
General Health & Safety	Yes, appropriate training is required	Employees, according to their roles and workplace risks
Fire Safety	Yes, relevant instruction and training are required	Employees covered by applicable workplace fire safety duties
First Aid	Depends on the first-aid needs assessment	Designated first aiders, where necessary
Manual Handling	Risk-dependent	Employees carrying out relevant manual handling activities
COSHH	Yes, where employees work with hazardous substances covered by COSHH	Relevant employees
DSE	Yes, for employees classed as DSE users	Employees who regularly use display screen equipment
Sexual Harassment	No universally prescribed course, but a legal duty to prevent sexual harassment applies	Employers must determine appropriate preventative measures
Equality & Diversity	No universal course requirement	Training may help employers meet equality obligations
GDPR	Appropriate training is an important compliance measure; no universal prescribed course	Staff handling personal data, with training suited to their responsibilities
Food Hygiene	Appropriate instruction, supervision or training is required	Relevant food handlers

These are general guidelines rather than an exhaustive list. It’s important to assess what your business and employees specifically need.

What training must UK employers provide by law?

Under the Health and Safety at Work etc. Act 1974, employers have a legal responsibility to protect their employees’ health, safety and welfare at work.

This includes making sure workers receive adequate information, instruction, training and supervision to carry out their jobs safely.

The Health and Safety Executive (HSE) explains that the amount and type of training needed will vary depending on the risks involved.

For example, someone working in construction may need specialist training for working at height, while an office employee may need Display Screen Equipment (DSE) training.

Employers also have responsibilities under employment law, data protection legislation and sector-specific regulations. These can create additional training needs.

What’s the difference between statutory and mandatory training?

Although they’re often used interchangeably, statutory and mandatory training aren’t exactly the same thing.

Statutory training is training required to meet a specific legal obligation. For example, employers must provide suitable Health & Safety training appropriate to workplace risks.

Mandatory training is training an employee is required to complete. This might be because of legislation, industry requirements or their employer’s own policies.

So, statutory training is mandatory where it applies, but not all training made mandatory by an employer is specifically required by law.

For a more detailed explanation, read our guide to the difference between statutory and mandatory training.

Is there a mandatory training list for all UK businesses?

No. While certain legal obligations apply widely, there isn’t a universal list of named courses that every UK employee must complete.

A good starting point is to assess:

• The risks associated with your workplace and the work employees carry out.
• The legal requirements relevant to your industry.
• Any specialist responsibilities employees have.
• Whether employees need additional knowledge or practical skills to work safely.
• The training needed to support compliance with other legal obligations.

Once you’ve identified those requirements, you can create a training programme that meets your organisation’s needs.

What Health & Safety training is mandatory in the UK?

All UK employers must provide adequate Health & Safety training relevant to their employees’ work and the risks they face. However, not every employee needs to complete the same courses.

Some training requirements apply widely, while others are relevant only to particular activities or working environments.

Is fire safety training mandatory?

Yes. Employers and other responsible persons must provide appropriate fire safety information, instruction and training under applicable workplace fire safety legislation.

Employees need to understand the fire risks in their workplace, what to do if a fire breaks out and how to evacuate safely.

This can include:

• Understanding how fires can start and spread.
• Recognising common workplace fire hazards.
• Knowing the location of escape routes and assembly points.
• Following emergency evacuation procedures.
• Understanding individual responsibilities during a fire.

Employees appointed as fire wardens or marshals will generally need additional training appropriate to their duties.

Our Fire Awareness Training can help employees develop the knowledge they need to recognise fire risks and respond appropriately.

For further information, see the government’s workplace fire safety responsibilities guidance for England and Wales. Scotland and Northern Ireland have separate fire safety frameworks.

Is first aid training mandatory?

Not every employee needs first aid training. However, employers must have adequate and appropriate first-aid arrangements in place.

Under the Health and Safety (First-Aid) Regulations 1981, employers must assess their first-aid needs, taking into account factors such as workplace hazards, workforce size and working patterns.

Depending on the assessment, a workplace may need suitably trained first aiders.

Where trained first aiders aren’t necessary, employers must still appoint someone to take charge of first-aid arrangements. This appointed person doesn’t necessarily need a formal first-aid qualification.

The HSE’s first-aid guidance for employers explains how to determine the appropriate arrangements.

Is manual handling training a legal requirement?

Manual handling training may be necessary where employees carry out manual handling activities that could expose them to injury.

Under the Manual Handling Operations Regulations 1992, employers must avoid hazardous manual handling where reasonably practicable, assess unavoidable risks and reduce those risks.

Training can form an important part of these measures, helping employees understand:

• The risks associated with lifting, lowering, pushing and pulling.
• Safer handling techniques.
• How to use mechanical handling aids.
• How to recognise when an activity is unsafe.

However, training alone isn’t enough. Employers must also take practical steps to remove or reduce manual handling risks.

Our Manual Handling Training helps employees understand common risks and safer handling practices.

Is COSHH training mandatory?

Yes, employers must provide appropriate information, instruction and training for employees who work with substances hazardous to health covered by the Control of Substances Hazardous to Health Regulations 2002 (COSHH).

This could include employees working with chemicals, cleaning products, dust, fumes and other hazardous substances.

Training should help workers understand the substances they’re exposed to, the associated health risks, the control measures in place and what to do in an emergency.

Our COSHH Training introduces employees to hazardous substances, warning symbols and practical risk control measures.

Is DSE training mandatory?

Yes, employers must provide appropriate information and training for workers classed as Display Screen Equipment users under the Health and Safety (Display Screen Equipment) Regulations 1992.

This generally includes workers who use display screens daily, for continuous periods of an hour or more.

DSE training should help employees understand how to set up their workstations correctly, maintain suitable posture, recognise potential health risks and take appropriate breaks.

Employers must also carry out suitable workstation assessments and address any identified risks.

Our DSE Training helps employees understand how to use display screen equipment safely, whether they’re working in an office or remotely.

What about working at height and asbestos training?

Some workplaces have additional Health & Safety training requirements.

For example, employees who work at height must be competent to undertake their tasks or appropriately supervised if they’re being trained.

Likewise, workers whose activities could disturb asbestos-containing materials may require asbestos awareness training.

These requirements depend on the tasks being carried out and the risks involved. They won’t necessarily apply to every employee in a business.

It’s important to identify specialist training requirements through your workplace risk assessments.

What HR and employment law training is mandatory in the UK?

Alongside Health & Safety, employers have legal responsibilities to protect employees from discrimination, harassment and other unlawful workplace conduct.

However, there’s no universal list of HR training courses that all UK employees must complete.

Instead, employers should consider what training is needed to meet their legal obligations, prevent inappropriate behaviour and help managers handle employment matters fairly and consistently.

Is sexual harassment training mandatory in the UK?

There isn’t a blanket legal requirement for every employee to complete a specific sexual harassment training course. However, employers have a legal duty to take proactive steps to prevent sexual harassment at work.

The Worker Protection (Amendment of Equality Act 2010) Act 2023 introduced a duty for employers to take reasonable steps to prevent sexual harassment, which came into force on 26 October 2024.

From 30 October 2026, the Employment Rights Act 2025 will strengthen this duty, requiring employers to take all reasonable steps to prevent sexual harassment.

The measures an employer needs to take will depend on their organisation, workplace risks and the nature of the work.

Suitable training is an important preventative measure. It can help employees understand:

• What sexual harassment is and how to recognise it.
• Which behaviours are unacceptable.
• How to report sexual harassment.
• How to respond when witnessing inappropriate behaviour.
• What managers should do when concerns are raised.

Training should be supported by clear policies, accessible reporting procedures and appropriate action when complaints arise.

Our Sexual Harassment Awareness Training helps employees recognise inappropriate behaviour, understand their responsibilities and contribute to a respectful workplace.

You can also read Acas’s guidance on the October 2026 sexual harassment changes.

Is equality and diversity training a legal requirement?

Equality and diversity training isn’t universally prescribed by law for every UK employee.

However, the Equality Act 2010 makes discrimination, harassment and victimisation unlawful in specified circumstances. Employers can also be held responsible for certain unlawful actions carried out by employees during their employment.

Effective training can help employers demonstrate that they’ve taken reasonable steps to prevent discrimination and harassment.

Equality, Diversity & Inclusion (EDI) training can help employees:

• Understand protected characteristics and unlawful discrimination.
• Recognise direct and indirect discrimination.
• Identify inappropriate or exclusionary behaviour.
• Treat colleagues, customers and other people fairly.
• Understand how to raise concerns.

Our Equality, Diversity & Inclusion Training helps businesses build awareness of these responsibilities and encourage a more inclusive workplace.

Is anti-bullying and harassment training mandatory?

There is no universal legal requirement to complete a particular anti-bullying and harassment course.

However, employers have legal responsibilities concerning unlawful harassment, discrimination and employees’ health and welfare.

It’s also important to understand that bullying and unlawful harassment aren’t necessarily the same thing. Harassment related to protected characteristics may breach the Equality Act 2010, whereas other bullying behaviour might engage different legal responsibilities.

Providing employees with appropriate training helps them recognise unacceptable conduct, understand how to report concerns and contribute to a respectful workplace.

Our Bullying & Harassment Training covers recognising, preventing and responding to these behaviours.

What HR and employment law training should managers complete?

There isn’t a universal legal requirement for every manager to hold a particular HR or employment law qualification.

However, managers make decisions that can have significant legal consequences for their organisations.

Depending on their responsibilities, relevant training could include:

• Handling disciplinary and grievance procedures.
• Managing employee absence.
• Preventing discrimination and harassment.
• Responding to sexual harassment complaints.
• Understanding reasonable adjustments for disabled employees.
• Conducting fair recruitment and selection processes.
• Understanding relevant changes to employment law.

Managers may also need additional training to implement updated workplace policies and legal requirements, including changes introduced by the Employment Rights Act 2025.

Our Bullying & Harassment Training for Managers helps managers recognise inappropriate conduct and understand how to handle concerns appropriately.

What other workplace training may be legally required?

Not all workplace compliance training falls neatly under Health & Safety or HR.

Depending on the business, employees may need additional training relating to personal data, cyber security, safeguarding or food hygiene.

Is GDPR training mandatory?

UK GDPR doesn’t prescribe a single named training course that every employee must complete.

However, organisations must take appropriate technical and organisational measures to protect personal data and demonstrate compliance with data protection law.

The Information Commissioner’s Office (ICO) expects organisations to provide appropriate data protection training and awareness, including induction and refresher training.

Employees who handle personal data should understand how to process information securely, recognise potential breaches and follow relevant procedures.

Our GDPR Training helps employees understand their responsibilities when handling personal information.

The ICO also provides guidance on staff training and awareness.

Is cyber security training a legal requirement?

There’s no universal law requiring every UK employee to complete a specific cyber security awareness course.

However, businesses have legal responsibilities to protect personal data and, in some sectors, comply with additional security regulations.

Cyber security awareness training can help employees recognise phishing attempts, create strong passwords, handle information securely and report suspicious activity.

For organisations handling personal data, effective security training can be an important part of meeting their wider compliance duties.

Explore our Cyber Security Awareness Training to help employees recognise and respond to common online threats.

Is safeguarding training mandatory?

Safeguarding training requirements depend on the sector, role and applicable regulatory framework.

Organisations working with children or adults at risk may have specific safeguarding responsibilities, including requirements relating to staff knowledge, competence and training.

For example, schools and regulated care providers may need to deliver safeguarding training appropriate to employees’ responsibilities.

Not every UK employee is legally required to complete safeguarding training. However, it can be essential for employees working in environments where safeguarding responsibilities arise.

Is food hygiene training mandatory?

Food business operators must make sure that food handlers are supervised, instructed and/or trained in food hygiene matters appropriate to their work.

However, food handlers are not universally required by law to hold a particular Level 2 Food Hygiene certificate.

A formal food hygiene training course is a practical way of helping staff understand safe food handling, contamination risks, cleaning procedures and temperature control.

Employers must ensure that training and supervision are suitable for the work being carried out.

Does mandatory training differ by industry?

Yes. Although core employer duties apply across many workplaces, the training employees need will often depend on their sector and job responsibilities.

For example, someone working in a food preparation environment will have different training needs from an office administrator or construction worker.

Here’s an overview of common training considerations by industry.

Industry	Common training areas	Why might these be needed?
Health and social care	Safeguarding, infection prevention and control, moving and handling	Care responsibilities, sector regulations and risks to service users and workers
Construction	Working at height, asbestos awareness, manual handling, site safety	Construction hazards and role-specific legal requirements
Hospitality and food service	Food hygiene, fire safety, manual handling	Safe food handling, public safety and operational hazards
Education	Safeguarding, child protection, fire safety, DSE	Safeguarding obligations and workplace risks
Manufacturing	COSHH, machinery safety, manual handling	Exposure to machinery, hazardous substances and physical handling risks
Office-based businesses	DSE, fire safety, general Health & Safety, GDPR	Display screen use, emergency arrangements and handling of personal data

These are examples, not fixed lists of compulsory courses. Training should always be appropriate to the organisation, employee and risks involved.

If you’re unsure where to begin, our office compliance training courses and education training courses provide examples of training topics relevant to different working environments.

How should employers manage mandatory training?

Once you’ve identified the training your employees need, the next challenge is making sure it’s delivered, recorded and kept up to date.

An organised approach can make managing workplace compliance considerably easier.

What mandatory training should new starters complete?

New employees should receive the information, instruction and training they need to work safely from the start.

Depending on their role, induction training may cover:

• General Health & Safety responsibilities.
• Fire safety and emergency procedures.
• Workplace hazards and safe working practices.
• Relevant policies and reporting procedures.
• Data protection and information security.
• Job-specific equipment, systems or activities.

Employees moving into different roles or taking on new responsibilities may need additional training too.

How often should mandatory training be refreshed?

There’s no universal rule requiring every mandatory workplace training course to be repeated annually.

Some qualifications have defined renewal periods, while other training must be refreshed when necessary to maintain competence or respond to changing risks.

Employers should consider:

• Whether legislation or industry standards specify a renewal period.
• How frequently employees perform the relevant tasks.
• Changes to equipment, procedures or workplace risks.
• Updates to legislation or company policies.
• Accidents, incidents or gaps in employee knowledge.
• Whether employees can still demonstrate the necessary understanding and competence.

For example, formal First Aid at Work and Emergency First Aid at Work certificates generally remain valid for three years, while HSE recommends annual refresher training during that period.

Maintaining a training schedule makes it easier to identify when refresher training is needed.

Can mandatory workplace training be completed online?

Yes. Online training can be an effective way of delivering many workplace compliance courses, provided it’s suitable for the subject and employees’ needs.

eLearning is particularly useful for awareness-based topics, such as fire safety, GDPR, sexual harassment and equality and diversity.

However, some activities require practical instruction, supervision or assessment. Online learning alone won’t always be enough to demonstrate that an employee can safely carry out a particular task.

For example, an online manual handling course may help employees understand safe handling principles, but practical instruction may also be needed for specific workplace activities.

The important thing is making sure that employees understand the training and can apply what they’ve learned.

Do employers need to keep training records?

Keeping accurate training records is strongly recommended and can help demonstrate that your organisation has taken appropriate steps to meet its responsibilities.

For some training activities, specific recordkeeping or certification requirements may apply.

Useful records include:

• The employee’s name and job role.
• The training completed.
• The completion date.
• Any relevant assessments or qualifications.
• The date refresher training is due, where applicable.

Training records can also help employers identify gaps, plan refresher sessions and provide evidence during audits or inspections.

What happens if employers fail to provide mandatory training?

Failing to provide legally required training can have serious consequences.

Depending on the circumstances, employers could face regulatory enforcement, legal claims, fines or other penalties.

More importantly, inadequate training can increase the risk of accidents, injuries, data breaches and inappropriate workplace behaviour.

And simply providing a course isn’t always enough. Employers must make sure their training is relevant, effective and supported by appropriate workplace procedures.

Mandatory training checklist for UK employers

Not sure whether your business has everything covered? Use this checklist to review your approach to workplace training.

• Identify your legal obligations. Check which general and sector-specific requirements apply to your business.
• Assess workplace risks. Identify hazards and activities that create additional training needs.
• Match training to job roles. Work out which employees need which training, rather than automatically assigning the same courses to everyone.
• Plan induction training. Make sure new starters receive the information and instruction they need before undertaking relevant activities.
• Include HR and workplace conduct training. Assess whether employees and managers need additional training on harassment, discrimination and employment responsibilities.
• Check practical competency requirements. Identify where awareness training needs to be supported by practical instruction or assessment.
• Keep training records. Record completion dates, relevant qualifications and demonstrated competence where appropriate.
• Plan refresher training. Set review dates based on legal requirements, workplace risks and employees’ needs.
• Review your training programme regularly. Reassess requirements when legislation, job roles, equipment or working practices change.

By following these steps, you’ll have a clearer picture of what your employees need and where any gaps might exist.

Frequently asked questions about mandatory training

Do employers have to pay for mandatory training?

Health & Safety training required by law must be provided free of charge to employees and should take place during working hours.

Other training may be subject to different rules, depending on contractual arrangements, working time and minimum wage legislation. Employers should check the requirements that apply rather than assuming every course is treated identically.

Can employees refuse mandatory training?

Employees are generally expected to follow reasonable and lawful instructions from their employer, which can include completing training necessary for their role.

However, employers should consider the reasons for refusal, including accessibility needs, disability-related adjustments and whether the training is appropriate.

Do small businesses have the same mandatory training requirements?

Small businesses are subject to many of the same core legal obligations as larger employers.

However, the training needed will depend on the organisation’s activities, risks and workforce. A small, low-risk office may have different needs from a manufacturing business or construction company.

Do employees need certificates for mandatory training?

Not always. Some roles or activities require recognised qualifications or evidence of competence, but a certificate isn’t legally required for every type of workplace training.

Certificates and completion records can still be useful evidence that training has taken place.

Can employers deliver mandatory training themselves?

Yes, in many cases. Employers can deliver suitable training in-house if they have the necessary knowledge and competence.

However, some training or assessment activities may require specific expertise, recognised qualifications or practical competency checks.

Make workplace training simple with iHasco

Understanding your workplace training responsibilities can feel complicated, especially when you’re managing different roles, risks and legal requirements.

But with the right training programme in place, you can help employees work safely, understand their responsibilities and build a more positive workplace culture.

At iHasco, we make workplace training simple.

Our online courses cover a wide range of Health & Safety, HR and business compliance topics, helping organisations provide engaging training and keep track of employee progress.

Whether you’re planning training for new starters, reviewing your current programme or preparing for changes in legislation, we’re here to help.

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