Learning Management Software For Law Firms

Learning management software for law firms is a system a firm uses to deliver, record and report on training for its own people. It assigns induction, conduct, safety and privacy courses by role, holds the assessment result against each person, and produces a dated record by office or practice group that you can produce rather than reconstruct.

Yes. Sentrient is an Australian learning management and compliance platform and its pre-built library is written to Australian law and Australian workplace practice. Support, data hosting and the courses are all local, which matters when the obligations your firm is measured against are made here.

Not quite. Practising certificate details, expiry dates, the CPD register and employment records belong in HR software for law firms, which is built for exactly that. This page is about delivering the training itself. The two sit in the same platform, so a course completed here can be held against the person there.

No. Sentrient is not an accredited CPD provider and does not award, approve or accredit CPD units anywhere in Australia. Its courses are workplace compliance training. Whether a given activity counts towards a practitioner’s units is a matter for that practitioner and their regulator, and in one state for the regulator alone, which FAQ 11 covers.

Ten units a CPD year, running 1 April to 31 March in every jurisdiction except Tasmania, which runs 1 May to 30 April. The Law Society of NSW states the New South Wales position, which is at least one unit in each of four fields. Your practitioners remain responsible for meeting their own obligations.

The workplace set: conflicts of interest, code of conduct, sexual harassment, workplace bullying, privacy, cyber security, work health and safety and mental health and wellbeing. All of them are workplace compliance courses rather than accredited legal education.

Yes. Build a course for your conflicts checking process, your file opening and closing standards, your client confidentiality rules or your supervision expectations, and the AI Course Builder drafts a structure you then edit. Technical legal training should be built by your own practice leaders rather than assembled from a template.

Set an assessment with a pass mark on any course and hold the result against the person. Where a firm needs to demonstrate that its people understood their obligations on conflicts, confidentiality or conduct, an assessment result carries weight that a completion tick does not, and it is the part an insurer or a client audit tends to ask about.

Yes. Publish your conflicts procedure, confidentiality rules and code of conduct to the people they apply to, restrict what different groups see, and hold an acknowledgement against each person with the date and the version. When a policy changes, the old acknowledgement stays on the record and a new one is requested.

Yes. Record an internal seminar, a practice group update, a guest presentation or an external conference as a learning event, with attendance held against each person. Firms deliver a lot of learning in seminar rooms, and this is the part that most often leaves no usable trace.

In most of Australia, no. CPD is self assessed by the practitioner, and no body approves providers or courses in advance. Western Australia is the exception. The Legal Practice Board of Western Australia states that activities must be approved by the Board or delivered by a Board approved provider. Sentrient is not a Board approved provider.

Yes. Learning can be aligned to development plans, so a lawyer moving into supervision, or a paralegal moving into a team leader role, gets the conduct and supervision training that goes with it beforehand. Firms hand people responsibility for others well before anybody trains them for it.

Assign induction, policy acknowledgements and mandatory courses at the point of hire, so they are done before the first matter rather than in the third month. A graduate intake, a lateral partner and a new business services hire can each be given a different pathway, and the record starts from day one for all of them.

Set the cycle on each course and the system sends reminders before it falls due, with escalation where training is outstanding. Firms rarely struggle in the first year. They struggle in the third, with people who joined since, and the CPD year ending 31 March in most jurisdictions means the reminder that matters lands well before March rather than during it.

Dashboards show completion in real time and reporting can be pulled by person, role, office, team or practice group. For a practice manager the useful version is the plain one: who has not completed what, on one screen, without emailing each group and waiting.

For CPD, practitioners keep their own records and supporting evidence, generally for three years after the CPD year, and the Victorian Legal Services Board and Commissioner sets out what an audit asks for. Sentrient holds the firm’s own training and acknowledgement records, dated by person. It is a firm record, not a substitute for a practitioner’s own. Practising certificate and CPD evidence that each practitioner uploads is held in our compliance record register for law firms.

Yes. Completion can be reported by office, practice group, team or the whole firm, so a partners’ meeting sees where the gaps are rather than hearing that training is in hand. For firms reporting to an insurer or a major client on training standards, that report is the artefact.

Yes, and this is the strongest reason a firm uses one system. Paralegals, law clerks, secretaries, finance, marketing and IT carry no CPD obligation at all, and they carry every other workplace training obligation in full. In a mid sized firm they are often half the people and the half a CPD tool never sees.

Yes. The Law Society of South Australia lists bullying, discrimination and harassment as one of its four required areas, and the Northern Territory has a comparable competency. Sentrient publishes courses in that subject area. Whether a particular activity satisfies a particular field is still for the practitioner to assess.

Yes. Training can be allocated and reported by office, state or practice group, and each office sees its own area while the firm sees all of it. The mandatory fields are not identical across jurisdictions, Queensland has three rather than four and Tasmania has five, so a national firm is managing more than one set of expectations at once.

Sentrient puts learning management software for law firms in the same platform as your policies, incidents and risk, so the training record is not a separate island. It is not practice management, matter management or trust accounting software and does not pretend to be. It is Australian, and it is explicit about the one thing it is not, which is an accredited CPD provider. Firms newly captured by AML/CTF will find the regulated-business version on our learning management software for financial services firms page.

Australian professional services firms with dispersed teams and external accountability. Published clients include the law firms Phillips Ormonde Fitzpatrick and Mills Oakley, alongside Engineers Australia and DWS Group. Both law firms came to Sentrient to move compliance training away from face to face sessions.

Pricing depends on how many people you employ and which modules you need, so Sentrient prepares a tailored proposal rather than publishing a price. Worth raising on the call: count your support staff as well as your lawyers, because the whole firm is the point.

Yes. Book a free 20-minute demonstration and we will show you how induction, mandatory training, policy acknowledgement and completion reporting would work across your offices. There is nothing to install and no obligation.