Mandatory health and safety training FAQs

Under the Health and Safety at Work etc. Act 1974 and the Management of Health and Safety at Work Regulations 1999, employers are legally required to provide information, instruction, and training to ensure employees understand how to work safely. Health and safety awareness training supports organisations to meet this requirement. This training is particularly important at induction, when roles change, or when new risks are introduced, and helps employees recognise hazards, follow safety procedures, and understand their responsibilities.

Mandatory health and safety training in the UK includes both statutory training required by law — such as first aid, fire safety, manual handling, DSE, COSHH, and asbestos awareness — and employer-mandated training based on risk assessments, industry standards, or internal policies.  

The specific training needed depends on the role, workplace risks, and relevant regulations. 

For a list of mandatory and statutory health and safety training, see our article, What health and safety training is mandatory in the UK? 

COSHH training is statutory, as it is required by law under Regulation 12(1) of the Control of Substances Hazardous to Health Regulations 2002. This makes it a legal obligation for employers whose staff may be exposed to hazardous substances. 

Failing to follow health and safety regulations can lead to enforcement action by the Health and Safety Executive (HSE) or local authorities. Consequences include fines, prosecution, enforcement notices, business disruption, and increased risk of accidents or injuries. 

Yes, GDPR training is legally required in the UK. Although the UK GDPR does not specifically state that all employees must receive training, it places a legal obligation on organisations to implement suitable measures to safeguard personal data, and staff training is crucial to that.  

The Information Commissioner’s Office (ICO) expects organisations to provide appropriate, role-specific training to meet accountability duties under both the UK GDPR and the Data Protection Act 2018. 

How often mandatory training should take place depends on the type of job, how risky the work is, and whether any laws or industry rules set specific timeframes. 

Some training, such as first aid, has fixed renewal periods, while others (like DSE or manual handling) should be refreshed when risks, equipment, or procedures change.  

Under the Health and Safety at Work etc. Act 1974 and Regulation 13 of the Management of Health and Safety at Work Regulations 1999, employers must ensure staff are trained and competent.  

Training should be provided at induction, reviewed periodically (usually every 1–3 years), and repeated after incidents or significant changes.  

Where no legal timeframe is set, employers should refer to HSE guidance and risk assessments to determine suitable refresher intervals. Specific training frequency recommendations, such as for first aid or asbestos awareness, can be found under specific topics on the Health and Safety Executive’s website.  

Mandatory training is not always a legal requirement. It refers to training an employer requires based on internal policies, risk assessments, or industry standards. 

Statutory training, on the other hand, is required by law. 

Yes, if your employer has designated training as mandatory, you are required to attend. This is part of your responsibilities under your employment contract and is supported by health and safety law.  

Under the Health and Safety at Work etc. Act 1974 and Regulation 13 of the Management of Health and Safety at Work Regulations 1999, employers must provide adequate training, and employees must cooperate by attending to help maintain a safe and legally compliant workplace. 

If you don’t complete mandatory training, you may face disciplinary action, breach your employment contract, and put yourself and others at risk. It can also result in legal and compliance issues for your employer. 

Your employer can require you to complete mandatory training outside normal working hours, but if the training is essential for your role, it counts as working time under the Working Time Regulations 1998. This means you may be entitled to pay or time off in lieu, depending on your contract.  

Employers must also ensure the training doesn’t cause you to exceed legal working hour limits or breach your terms of employment. 

Yes, in the UK, if mandatory training is required for your role, it counts as working time under the Working Time Regulations 1998, and you must be paid at least the National Minimum Wage for that time. This applies whether the training takes place during or outside normal working hours. Employers must also ensure the training does not cause you to exceed legal working hour limits. 

Yes, your employer can require you to do first aid training if you’ve been appointed as a first aider or if your role involves responsibilities where immediate first aid knowledge is essential, such as supervising others, working in higher-risk environments, or meeting legal first aid cover requirements under the Health and Safety (First-Aid) Regulations 1981. 

To encourage completion of mandatory training, clearly communicate why it’s required by linking it to legal compliance, personal safety, and job responsibilities.  

• Involve line managers in reinforcing the importance of training. 

• Set clear deadlines and expectations and use automated reminders to prompt action.  

• Make the training accessible and engaging, ideally through interactive eLearning.  

• Monitor progress through a learning management system like SHINE, and follow up with individuals or managers where needed.  

• Consider integrating completion into performance reviews, onboarding processes, or eligibility for certain tasks or responsibilities.  

• Recognising or rewarding timely completion can also help motivate staff.