In short
There is no single list of training courses that every UK employer must provide. What is mandatory depends on the work, the risks involved, the employee's role and, in some sectors, specific regulations. Health and safety training and fire safety training are key examples, while food businesses and other higher-risk industries have additional requirements. The important part for a small business is being able to show what training people need, when they completed it and when it needs reviewing or refreshing.
Workplace training is one of those HR tasks that sounds simple until you try to work out exactly what your business needs. Search online for "mandatory training" and you'll quickly find long lists of courses covering everything from fire safety to equality, data protection and mental health.
The reality is more useful: UK employers do have legal duties around training, but there is not one universal checklist that applies to every business. The right training programme starts with the work your employees actually do and the risks and legal duties that come with it.
What does "mandatory training" actually mean?
Mandatory workplace training generally falls into three groups. Some training is required because health and safety law says employees must be given adequate information, instruction and training. Some is required because a specific industry or activity has additional rules. And some training is not itself prescribed by law but is a sensible way for an employer to demonstrate that it has taken reasonable steps to manage a particular risk.
That distinction matters. A business should not assume that buying a generic collection of online courses automatically makes it compliant. Training should be relevant to the actual risks, responsibilities and people in the organisation.
1. Health and safety training
Health and safety is the broadest area where employers have a general training duty. HSE guidance says employers must give workers clear information and adequate training and supervision so they know how to work safely and without risks to their health.
Training should cover the hazards and risks relevant to the person's work, the controls that are in place and the emergency procedures they need to understand. New starters, people changing roles and employees taking on additional responsibilities may need additional training.
- Health and safety induction for new employees.
- Training for specific workplace hazards.
- Safe use of equipment where relevant.
- Emergency procedures and evacuation arrangements.
- Additional training when work, equipment or risks change.
2. Fire safety training
Fire safety is another area where training is a clear legal requirement. Employees need appropriate information and training about the fire risks and the actions they should take in an emergency.
New employees should receive appropriate fire safety training when they start work, and training should be updated when circumstances change. The frequency of refresher training should reflect the workplace and its fire risk rather than relying on an arbitrary one-size-fits-all schedule.
What should you record?
Keep a record of who completed the training, when it happened, what the training covered and, where relevant, when it should be reviewed or refreshed. Fire safety records should form part of your wider fire safety arrangements.
3. First aid training
First aid is slightly different. The law does not mean every employee must complete a first aid course. Instead, employers need to assess their first-aid needs and make suitable arrangements for their workplace.
Depending on the workplace, this can mean having an appointed person or an appropriate number of suitably trained first aiders, alongside suitable facilities and information for employees.
4. Role-specific and industry training
Some businesses need training because of the nature of their work. The requirements for an office are very different from those for a construction business, care provider, warehouse, laboratory or food business.
For example, food businesses must make sure staff have the appropriate skills and up-to-date training for their roles and must be able to demonstrate this during an inspection. Other sectors can have their own specific competency and training requirements.
This is why a good training matrix starts with roles and risks, rather than with a generic list copied from another company.
5. Equality, harassment and workplace conduct
Equality and anti-discrimination training is another area where employers need to distinguish between a legal duty and a particular training course.
Employers must not discriminate against workers and can use regular anti-discrimination training as part of their approach to preventing discrimination.
There is also an important 2026 development. From October 2026, employers in England, Wales and Scotland will be expected to take "all reasonable steps" to prevent sexual harassment of employees, with additional duties concerning third-party harassment. Training can form an important part of a wider prevention programme, alongside policies, risk assessment and reporting arrangements.
Don't confuse a training course with compliance
Completing an online course does not automatically discharge an employer's legal duties. The training needs to be appropriate, relevant and part of a wider system for managing the underlying risk or responsibility.
How often should mandatory training be repeated?
There is no universal "every 12 months" rule for all workplace training. The right refresher period depends on the subject, the risks involved, the employee's role and any specific legislation or guidance that applies.
Training may need to happen sooner when someone changes role, takes on new responsibilities, starts using different equipment, or when working practices or risks change.
- When someone joins the business.
- When someone changes role or responsibilities.
- When equipment or technology changes.
- When working practices change.
- When a new risk is identified.
- When a review shows existing training is no longer effective.
What should a small business training record contain?
A training spreadsheet can be enough for a very small team, but the important thing is that the record is accurate and easy to review.
| Record | Why it matters |
|---|---|
| Employee | Shows who the training applies to. |
| Training course | Identifies exactly what was completed. |
| Completion date | Provides a clear record of when training happened. |
| Expiry/review date | Helps identify when action may be needed. |
| Evidence | Keeps certificates, results or other evidence where appropriate. |
How to manage mandatory training without chasing people
The biggest problem with training records is usually not delivering the training. It is knowing what is outstanding. A spreadsheet can tell you that someone completed a course six months ago, but it becomes harder to manage as the number of employees, courses and renewal dates grows.
A simple training matrix should make three things obvious: what each employee needs, what they have completed and what needs attention next.
- Assign training requirements by role.
- Record completion dates consistently.
- Store certificates or evidence where appropriate.
- Set review or renewal dates where applicable.
- Flag overdue training before it becomes a problem.
- Review the training matrix regularly.
How HR Soul helps
HR Soul gives small businesses a central place to keep employee records and compliance information instead of relying on separate spreadsheets and email reminders.
For businesses managing several employees and recurring compliance requirements, having training records alongside employee information makes it easier to see who has completed what and where follow-up is needed.
If your training tracker is becoming another spreadsheet that someone has to remember to update, it may be time to move the process into your HR system.
Frequently asked questions
Is there one list of mandatory training that every UK employer must provide?
No. There is no single training course list that applies to every employer. Training requirements depend on the work being carried out, the risks identified by the employer, the employee's role and, in some cases, the industry or specific legislation that applies.
Is health and safety training mandatory for new employees?
Employers must provide adequate health and safety training when employees start work. Additional training may also be needed when employees change jobs or responsibilities, new equipment or technology is introduced, working practices change, or new risks are identified.
Is fire safety training legally required?
Yes. Fire safety duties require appropriate training for employees, including training when they start work and further training when circumstances or risks change. The exact content and frequency should reflect the workplace and its fire risk assessment.
Do employees need a first aid certificate?
Not every employee needs to be a first aider. Employers must assess their first-aid needs and make appropriate arrangements, which may include appointing trained first aiders depending on the circumstances of the workplace.
How often should mandatory workplace training be repeated?
There is no single refresher interval that applies to every type of workplace training. The appropriate frequency depends on the subject, the risks involved, changes to the workplace and any specific legal or sector requirements. Training records and regular reviews can help identify when refresher training is needed.
Important: This article is general information for UK employers and is not legal advice. Training requirements can vary depending on the industry, workplace, role and part of the UK in which the business operates. Employers should check the legislation and regulator guidance relevant to their specific circumstances.