Do you know what health and safety training your organisation must provide by law? Understanding what health and safety training is mandatory in the UK, and the difference between mandatory and statutory requirements helps you meet legal obligations and protect your workforce.
Here we explain the difference between statutory and mandatory training and list essential health and safety courses. Whether you are updating your training provision or developing a new programme, this guide will help you move forward with clarity and confidence.
What is the difference between statutory and mandatory training?
While the terms โstatutoryโ and โmandatoryโ are sometimes used interchangeably, they have distinct meanings in the context of health and safety training.
Statutory training
Statutory training is training that is explicitly required by law. Failure to provide statutory training can result in legal penalties, enforcement action by the Health and Safety Executive (HSE), and increased liability in the event of an accident.
Mandatory training
Mandatory training is training that an organisation requires as part of internal policies or procedures, even if it is not a legal requirement. Mandatory training helps an organisation to manage risk, meet industry standards, or comply with insurer requirements or client expectations.
What health and safety training is statutory in the UK?
Here is a list of health and safety training courses that your organisation may be required to provide by law:
Asbestos Awareness training
Asbestos awareness training is legally required for employees who may encounter or disturb asbestos-containing materials during their work, such as electricians, plumbers, and maintenance workers.
Under the Control of Asbestos Regulations 2012 (Regulation 10) employers must ensure that those at risk receive appropriate instruction and training. This training helps prevent accidental exposure to asbestos fibres, reduces the risk of related diseases, and supports compliance.
Confined Space training
Confined space training is statutory for employees who work in or oversee entry into confined spaces such as tanks, silos, ducts, or tunnels, where risks like toxic gases, lack of oxygen, or restricted access may exist.
Although the Confined Spaces Regulations 1997 do not explicitly mention training, they require work in confined spaces to be carried out in accordance with a safe system of work. According to the HSEโs Approved Code of Practice (L101), this includes ensuring that anyone entering or supervising work in a confined space is trained to recognise hazards, follow safe entry procedures, and respond effectively in emergencies.
Control of Substances Hazardous to Health (COSHH) training
Employees exposed to hazardous substances must receive COSHH training so they understand the risks and how to work safely with or around those substances. The Control of Substances Hazardous to Health Regulations 2002, Regulation 12 (1) require employers to provide training.
COSHH training helps reduce harmful exposure, prevent occupational illness, and ensure that control measures (such as ventilation or PPE) are used correctly.
Display Screen Equipment (DSE) training
DSE training is statutory for employees who use display screens for continuous periods of an hour or more daily. The Health and Safety (Display Screen Equipment) Regulations 1992, Regulation 6 require employers to assess DSE workstations and provide appropriate training.
Training ensures employees know how to adjust their setup to prevent eye strain, fatigue, and musculoskeletal issues. This reduces absenteeism due to work-related discomfort and supports ergonomic best practice.
Fire Safety training
All employees must receive fire safety training to ensure they understand how to evacuate safely and respond appropriately in the event of a fire. Article 21 of the Regulatory Reform (Fire Safety) Order 2005 requires employers to provide training.
Fire safety training improves employee awareness of fire hazards, escape routes and alarm systems.
Fire Warden/Marshal training
Organisations must appoint and train competent staff to carry out fire safety duties, such as leading evacuations, checking designated areas, supporting vulnerable individuals, and liaising with emergency services.
Under Article 13(3)(b) of the Regulatory Reform (Fire Safety) Order 2005, if employees are nominated for these responsibilities, they must be suitably trained.
Fire warden or marshal training helps meet legal obligations and ensures an organised, effective response in the event of a fire.
First Aid training
Where a first aid needs assessment identifies the requirement for trained first aiders, employers must ensure that appropriate training is provided.
While the Health and Safety (First-Aid) Regulations 1981 do not specify training in detail, the HSEโs Approved Code of Practice and Guidance (L74) makes clear that where first-aiders are needed, they must hold a valid certificate of competence in either First Aid at Work (FAW) or Emergency First Aid at Work (EFAW), issued by a recognised training provider.
Food Safety & Hygiene training
Employees who handle food must receive training in food hygiene that reflects the risks associated with their specific duties. This requirement is set out in Annex II, Chapter XII of Regulation (EC) No. 852/2004 on the Hygiene of Foodstuffsโretained in UK lawโand is enforced in England under Regulation 17 of the Food Safety and Hygiene (England) Regulations 2013.
Food safety and hygiene training ensures that employees understand how to prevent contamination, maintain cleanliness, and comply with temperature and storage rules.
GDPR and Data Protection training
While data protection training is not explicitly named as a statutory requirement, it is a legal necessity in practice for organisations that process personal data.
Under the UK GDPR, particularly Article 5(2) and Article 24, organisations must not only comply with the data protection principles but also demonstrate that they are doing so. This is known as the accountability principle.
To meet this accountability obligation, the Information Commissionerโs Office (ICO) expects organisations to ensure that employees handling personal data are appropriately trained.
Data protection training helps organisations reduce the risk of data breaches to protect individuals and the organisation and comply with the law.
Hazardous Waste Handling training
Employees involved in handling, storing, or disposing of hazardous waste must be trained to do so safely and in accordance with environmental regulations.
While the Environmental Protection Act 1990 and the Hazardous Waste (England and Wales) Regulations 2005 do not explicitly require training, organisations are legally obliged to ensure that hazardous waste is managed safely and in compliance with the law. The Statutory Code of Practice issued under Section 34 of the Environmental Protection Act โwhich has legal force in enforcementโspecifies that staff involved in waste management must be appropriately trained and supervised.
Health and Safety Awareness training
Health and safety awareness training is required for all employees, especially when they begin employment, change roles, or are exposed to new risks.
The Health and Safety at Work etc. Act 1974, Section 2 (2) (C) and the Management of Health and Safety at Work Regulations 1999 (Regulation 13) obligate employers to provide relevant training.
This foundational training helps employees understand their responsibilities, identify common hazards, and follow safety procedures, reducing the risk of incidents and reinforcing a positive safety culture.
Manual Handling training
Manual handling training is statutory where employees are required to lift, carry, push, or pull loads that could pose a risk of injury.
The Manual Handling Operations Regulations 1992, Regulation 4(3) require employers to avoid hazardous manual handling where possible and to provide training where it cannot be avoided.
This training teaches safe lifting techniques, risk assessment, and the importance of posture. It helps reduce musculoskeletal injuries and enhances productivity.
Noise Awareness training
Employees who are exposed to high noise levels at work must be provided with training if exposure meets or exceeds the action values set out in the Control of Noise at Work Regulations 2005, Regulation 10 (1).
Noise awareness training helps workers understand the health risks of noise exposure and how to use hearing protection correctly.
Personal Protective Equipment (PPE) training
If PPE is required as a control measure, employees must be trained on how to use it properly, maintain it, and understand its limitations. The Personal Protective Equipment at Work Regulations 1992, Regulation 9 require employers to provide suitable training.
PPE training helps ensure that safety equipment is worn correctly and consistently, enhancing its effectiveness.
Working at Height training
Working at height training is statutory for employees who carry out tasks at height, supervise others, or plan such work. The Work at Height Regulations 2005, Regulation 5 require employers to ensure that those involved are competent, including through training.
Working at height training covers safe use of ladders, scaffolding, and other access equipment. It significantly reduces the risk of fallsโthe leading cause of fatal injuries at work.
What health and safety training is mandatory in the UK?
Many employers go beyond statutory obligations by implementing additional mandatory training to help manage risk and meet wider responsibilities under legislation such as the Health and Safety at Work etc. Act 1974, the Equality Act 2010, and other regulatory frameworks.
Providing this training contributes to a safer, more inclusive workplace, reduces the risk of incidents and claims, and fosters a more competent, confident, and resilient workforce.
Here are some examples of mandatory health and safety training courses that are non-statutory:
Conflict Resolution training
In roles involving direct interaction with the public, such as healthcare, retail, or housing, employers may require conflict resolution training so employees have the skills to manage difficult or threatening behaviour.
Providing this training helps organisations fulfil their duty of care for employees under Health and Safety at Work etc. Act 1974.
Equality and Diversity training
Many employers mandate equality and diversity training to support compliance with the Equality Act 2010 and to foster a respectful and inclusive workplace culture.
This training helps prevent discrimination, harassment, and unconscious bias. It also strengthens an organisationโs reputation, supports fair recruitment practices, and helps reduce the risk of legal claims linked to workplace inequality.
Health and Safety Induction training
Health and Safety Induction training is usually mandatory for new starters to ensure they understand essential health and safety procedures, workplace policies, and their responsibilities.
Although some elements of an induction are statutoryโsuch as fire safetyโmany organisations go further by including information on reporting procedures, site rules, and general conduct.
A well-structured induction helps employees settle in quickly, prevents early mistakes, and lays the foundation for a strong safety culture.
Lone Working training
Lone working training is often mandatory where employees carry out tasks without direct supervision, particularly in roles involving isolation, public interaction, or travel.
While no specific legislation requires lone working training, employers have a duty under the Management of Health and Safety at Work Regulations 1999 to assess and control the risks associated with working alone.
Providing this training reduces the likelihood of incidents, supports emergency preparedness, and helps employees feel confident and supported.
Manual Handling in the Office training
Employers may choose to require manual handling in the office training as a precautionary measure.
While the Manual Handling Operations Regulations 1992 only mandate training where there is a high risk of injury, many organisations apply it universally to minimise musculoskeletal strain caused by lifting, carrying, or moving light loads.
This proactive approach reduces the risk of injury, improves productivity, and demonstrates a commitment to employee health and safety.
Mental Health Awareness training
Mental health awareness training is often mandatory. Employers have a legal duty to assess and control health and safety risks to employees under the Health and Safety at Work etc. Act 1974 and the Management of Health and Safety at Work Regulations 1999.
Training helps employees and managers identify signs of poor mental health, reduce stigma, and create an open and supportive working environment, which can lower absence rates and improve morale and productivity.
Stress Awareness training
In high-pressure environments or roles with demanding workloads, stress awareness training is often mandatory to help employees recognise early warning signs of stress and develop coping strategies.
Stress awareness training supports an employerโs duty to control health and safety risks under health and safety legislation. Training can also reduce long-term sickness absence, improve retention, and help teams remain productive under pressure.
Engaging, expert-led training to support legal compliance
Praxis42 has been a trusted provider of mandatory health and safety training since 2005, supporting organisations across all sectors with our extensive library of eLearning courses and tailored training solutions.
Our courses are created by health and safety experts in collaboration with our specialist eLearning designers, ensuring content is accurate, engaging, and aligned with your organisationโs goals and culture.
With interactive modules, bitesize learning, and built-in quizzes, our training helps learners retain essential knowledge and apply it confidently in the workplace.
To find out more, visit our eLearning library, or contact our friendly team on 0203 011 4242/ info@praxis42.com
Adam Clarke
Managing Director (Consulting)
