Training in the workplace is often seen as a formality, a box to check. This is not in line with the risks of today and the responsibilities of tomorrow. Certain topics are no longer optional. Training on important topics like mental health, workplace behavior, and legal obligations must be provided if you want to protect both your business and people. Tracked. Completed.
Why it matters now
No longer are we just talking about fire drills and manual handling. The risks today are not as obvious but equally serious.
Stress and burnout
Bullying and harassment
Mental health problems
Discrimination claims
Cybersecurity breaches
These issues are complex and human. They are often related to culture or behaviour. Training is important because awareness influences behaviour and behaviour determines risk.
The Worker Protection Act, one of many recent changes, clearly requires employers to take proactive measures. It’s no longer acceptable to react only after an injury has occurred. Instead, employers are expected to take proactive steps.
The Case Against Mandatory Modules
I have found that the most successful organisations do not treat this training as an optional. It is a part of their operation because it reduces risks and provides clarity.
If staff know what is expected of them, there’s less chance they will cross the line or find themselves at the receiving end.
When done well, training can:
Prevent misunderstandings
Expectations should be made explicit
Evidence of action
Show regulators and insurance companies that you are serious about your duty of care
If something goes wrong, the first question is usually: “What have you done to prevent it?”
The best answer you can give is to train.
Insurance Blind Spot
The link between insurance and training is often forgotten. Insurers are becoming more interested in the way organisations manage risk related to conduct, stress, and mental health. Certain policies, such as Professional Indemnity, require employers to take preventative measures. This includes training employees on their legal responsibilities as well as respectful behavior. In some cases, a lack of training can affect how a claim will be handled or whether the claim is paid.
What I have learned about
I have spent nearly a decade supporting employers in the area of workplace mental health. Not because the training ticks a checkbox, but because it shifts the conversation.
I’ve seen what happens if it’s not there: legal disputes, avoidable harm and managers who are left to guess what’s okay and what’s not.
It’s for this reason that I think education should be a part of your safety program, not an add-on. It doesn’t matter if it’s online or in person, as long as it is clear, complete, and linked to action.
Final Thought
You wouldn’t allow someone to operate a forklift if they didn’t have training.
Why would someone let others manage them without knowing what constitutes harassment?
Or do you lead a group without knowing the impact of stress on your team?
Training is not a perk. It’s not a policy. It’s protection.
