workplace compliance
Workplace compliance is frequently reported as a training completion percentage, which is a narrow view of a wide obligation.
The obligations sit across pay and entitlements, work health and safety including psychosocial hazards, discrimination and harassment, privacy and records, and industry-specific licensing.
Training addresses part of one of those. The rest depends on whether pay is correct, whether hazards are identified and controlled, whether complaints are handled properly, whether the records exist at all, and whether licences are still current.
A board seeing ninety-something on training completion and nothing else has been shown the easiest number to produce rather than the most informative one.
Report training alongside incidents raised and closed, policy acknowledgement rates, overdue actions and any licence or clearance about to expire.
The Fair Work Ombudsman covers pay and record obligations. This is general information rather than legal advice, and obligations vary by state and territory.
See Sentrient’s workplace compliance system and GRC system.
Integrating Compliance Training into Employee Onboarding Processes
Most companies treat compliance training as a tedious afterthought during employee onboarding. New hires get overwhelmed with policies to read, forms to sign, and mandatory courses to complete – often weeks after they’ve already started working. This approach creates problems. You risk non-compliance issues, confused employees, and missed legal requirements. More importantly, you’re setting the […]
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