With the challenging and often uncertain economic climate we currently find ourselves in, businesses face constant pressure to scrutinise their budgets. We find that training expenditure can often be subject to review. There may be a tendency for companies to categorise training into two areas: training they must provide because of legal obligations, and training they should offer to protect their employees and business interests, and to deliver employee growth and engagement.
Legally mandated training typically focuses on critical health and safety standards. For example, food hygiene training is compulsory for anyone working in kitchens or handling food. Beyond legal compliance, food hygiene training exemplifies best practice. Following strict hygiene procedures not only ensures legal adherence but also enhances business reputation, customer trust, and overall productivity.
Similarly, employees who work at heights, operate dangerous machinery, or handle hazardous chemicals must undergo specific levels of safety training. These legally directed training courses verify that staff have the skills and knowledge to safely perform their roles in hazardous environments. Additionally, such training also inherently boosts morale and, we hope, reduces workplace accidents, contributing to overall efficiency and reduced operational downtime.
Beyond legal obligations, there is a category of training businesses should undertake to maintain employee welfare and reduce organisational risk. Courses such as Dignity at Work and mental health training, such as we provide at HR Champions, illustrate this clearly. While not legally compulsory, neglecting such training exposes companies to significant risks. For instance, if an employee engages in bullying or sexual harassment, the employer could face expensive tribunal claims under vicarious liability laws, as we discussed in last week’s blog. unless they can demonstrate that adequate preventative training had been provided.
Mental health awareness training can similarly fall into the should do category. Employers neglecting employee mental health can be accused of poor employment practices. Excessive pressure, such as unrealistic target-setting without regard for employee wellbeing, is likely to attract criticism or even legal repercussions at tribunal. Training your managers to understand and support mental health reduces this risk and fosters a healthier, and by default, more productive workplace.
Leadership and Management training can also be classified in the "should do" category and is are often viewed as an optional luxury. We consistently highlight that well-trained managers enhance business performance and reduce staff turnover. Despite the proven benefits, management training budgets are often an early casualty in financial downturns, however cutting corners on leadership training is a false economy.
Poor and often illegal behaviour and decision-making from untrained managers will lead to decreased employee morale, and increased risk of costly tribunal claims due to inadequate management practices.
Perhaps it is time for businesses to reconsider what constitutes mandatory training. While legally prescribed courses such as food hygiene and health & safety training are non-negotiable, organisations should expand their view of essential training to include courses aimed at preventing harassment, improving mental health awareness, and developing robust management skills. Viewing such training as compulsory rather than optional is likely to lead to healthier, more productive workplaces and reduced legal and operational risk.
At HR Champions, we understand that each organisation has unique training needs. We invite you to discuss our comprehensive range of training solutions. Together, we can design a bespoke training package that protects employee welfare, and enhances productivity. Contact HR Champions Ltd today to ensure your organisation remains compliant, resilient, and competitive. Call us on 01452 331331, or complete the contact form.
