Quick Answer
How do you get started with workplace compliance training? Follow five steps: create and roll out current policies, launch legally endorsed courses and add your own content, train supervisors and managers, follow up with reminders to lift completion rates, and make it easy with a cloud-based system. Training alone is not enough, so pair it with policies staff have read and understood.
In this guide
Congratulations. You have made one of the most important HR decisions for your business by investing in workplace compliance training.
It sends an important message to your staff that you expect them to do the right thing and to contribute to a safe workplace where people treat others fairly and with respect.
You are also establishing a strong foundation to protect your business from claims of legal liability and many of the hidden costs of non-compliance, such as staff turnover, lost productivity and decreased employee engagement.
But before we get started, remember there is more to just workplace compliance training when it comes to rolling out strong workplace relations and safety programs. In fact, training is just the beginning.
When it comes to workplace compliance training, it is very important to take the right first steps and that you have appropriate guidance at each step of the rollout.
For example, training in the absence of appropriate workplace policies in place still leaves you short when it comes to demonstrating all reasonable steps.
So like most things, there is always more. However, training is a very good start.
Well begun is half done. (Aristotle)
The purpose of this blog is to help identify some of the key things that need to be done when you are about to roll out workplace compliance training and accompanying workplace policy management
1. Create and Roll out Policies
Create workplace compliance policies that are up-to-date and in line with legislation for the states/territories in which you do business.
These policies should sit separate from your training and complement the topics for which you are training.
For example, if you are rolling out workplace bullying, sexual harassment and equal employment opportunity training, then it is also important that you make available your policy on anti-bullying, harassment and discrimination.
The two go hand in glove and together allow you to go a long way to meet all reasonable steps.
You must also be able to demonstrate that people have read and understood them and make sure they are accessible if and when required.
That is where an online workplace compliance system like the one Sentrient provides to Australian businesses is paramount to your overall workplace relations and safety program.
2. Roll out Legally Endorsed Courses and Fill In Gaps with Customised Content
Yes, licensed compliance courses that are written in partnership with a law firm, as organisations like Sentrient provide, are very important.
However, there are often subsequent training and areas that you would like to focus on. So having an online workplace compliance system that enables you to create your own content is also very important.
Being able to create your own online workplace compliance courses Using your internal subject matter experts is very important.
That might be in the form of a video, PowerPoint or PDF documentation, all of which you need to be able to enrol staff through an online system that enables them to confirm that they have read and understood and that can be centrally controlled by the HR or Risk and Compliance Team.
3. Train your Supervisors and Managers
With Sentrient you can also conduct separate training sessions for supervisors and managers about sexual harassment and other issues of workplace non-compliance that may occur and how to deal with complaints and handle the employees.
The completion of such online courses or face-to-face programs can be recorded in the system to demonstrate that you have given adequate workplace compliance training to your employees.
4. Follow Up to Make sure High Completion Rates
The function of automated reminders is critical to any workplace compliance system that will help you to increase completion rates.
For example, the leading provider, Sentrient, achieves high completion rates within 30 days, and reminders before, on the due date and after the due date are a big reason for driving such high completion rates.
But follow-up is not just about repeated reminders via online notifications.
It will also require follow-up by senior managers to make sure there is a clear voice from the top down as to the importance of such training and policy rollouts.
5. Make it Easy
One of the most overlooked components of any compliance rollout is the end-user experience.
To maximise the success of any rollout, it is important that you get the management team on board, let people know what is coming and the reasons why this is important to them and the overall organisation, and then make sure you have not overcomplicated your courses and policies.
Having an online system like the one Sentrient provides will make this whole process simple to implement, easy to understand and pain-free.
For example, the Sentrient workplace compliance system takes only minutes to set up, works 24×7 and is fully cloud-based, making it easy for people to access and complete what they need to.
That is one of the reasons Australian businesses choose Sentrient as their workplace compliance system.
Your Workplace Compliance Training Rollout Checklist
Use this summary of the five steps to plan your rollout and check you can show the evidence if a claim or audit arises.
| Step | What to do | Evidence worth keeping |
|---|---|---|
| 1. Policies | Publish current policies for each state and territory you operate in, matched to your training topics | Policy versions and staff acknowledgements |
| 2. Courses | Roll out legally endorsed core courses, then add your own content for site-specific needs | Enrolments, completions and assessment results |
| 3. Supervisors and managers | Train leaders to spot issues and handle complaints | Manager training records and complaint handling logs |
| 4. Follow-up | Use automated reminders and manager follow-up to close gaps | Overdue reports and follow-up actions |
| 5. Make it easy | Use a cloud system staff can reach on any device | Usage and completion trends over time |
Since December 2022, employers have also had a positive duty under the Sex Discrimination Act 1984 to take reasonable and proportionate measures to prevent sexual harassment. Training, policies and follow-up like the steps above are part of meeting that duty.
Our underlying foundation is
Our underlying foundation is to create a situation in Australian workplaces where everyone wins.
Our workplace compliance system helps you create a safe and nurturing environment for your employees and helps protect your business from claims of legal liability by providing workplace compliance training that is easy to understand and relatable to your staff.
Get your workplace compliance suite now or call on 1300 040 589 for further information.
Frequently Asked Questions
1. How do I get started with workplace compliance training?
Start with up-to-date policies, then roll out core courses such as bullying, sexual harassment, discrimination, WHS and privacy. Train supervisors and managers separately, use automated reminders to lift completion rates, and choose a system that makes it easy for staff to complete training on any device.
2. Is compliance training enough on its own?
No. Training works best with clear policies that staff have read and acknowledged, leaders who model the standards, and a fair process for handling complaints. Together these help show you took all reasonable steps.
3. How often should workplace compliance training be refreshed?
Train new starters when they join and refresh core courses regularly, commonly every one to two years, or sooner when laws, policies or risks change.
4. Why train supervisors and managers separately?
Managers are often the first to hear about problems. Separate training helps them recognise issues early, respond fairly to complaints and know when to escalate.
Sources
Federal Register of Legislation: Sex Discrimination Act 1984 (Cth)
Australian Human Rights Commission: Guidelines for complying with the positive duty
Last reviewed: October 2026
