Drive business success with compliance training

Quite often business culture is developed over time by employees doing what they think is right or even what they know is accepted.

However, often this is not what the employer intended.

So how, as an employer, can you get your employees back on the right path? The short answer is to provide your employees with training. 

Specifically, compliance training.

This involves educating employees on laws, regulations and company policies that apply to their day to day responsibilities.

Before you leap into training your employees, think about the needs of the business and it’s customers both now and in the future. This will ensure that you are focusing on the areas that are most important for business success.

Some examples of compliance training that might be required in your business is; respectful behaviour and communication via email, text message or social media; acceptable conduct while attending client meetings; and which expenses are covered by company credit cards.

Small Business Society’s top four tips for implementing compliance training in your business are:

  • Induction. Offer compliance training with employees when they start with your business.
  • Employee records. Consider the best way to maintain training records so that you can easily track when training is required.
  • Refresh. Ensure refresher training every two to three years for existing employees so that they continue to understand what is required.
  • Updates. Consider the best way to deliver updates when changes are made to law, policies and procedures. This might be a memo to employees or a briefing in team or whole business meetings.

By following the above steps you will have employees that are clear on what is required of themselves and of other employees while they are working or acting on behalf of the business.

For further assistance with setting up compliance training in your business contact Small Business Society.

The information provided in this document is for your guidance only and is general in nature. It does not constitute as legal advice. It is the responsibility of the individual to seek legal advice where required. If you are a small business with less than 15 employees your obligations may vary from the advice provided.


Be one of the first to receive our new Human Resources articles each month. 

Sign up to Small Business Society and receive our newsletter each month plus other great resources to assist you on your Human Resources journey.

* indicates required


Are your leaders the best they can be?
Sign up to Small Business Society and we will send you our FREE 8 point plan for effectively supporting and developing your leaders and managers.

FREE 8 point plan for successful leaders


About Kate Tongue

Kate Tongue is the founding Director of Small Business Society.

She is a qualified and experienced Human Resources professional with more than 10 years of experience across the private and public sectors.

Her particular interest and experience is in managing the employee life cycle, delivering process improvements, and Human Resource strategy.


Looking for more information on the various stages of the employee life cycle or Human Resources in general?  The following may interest you.

Articles to assist you with your staff engagement:
Effective employee engagement
Staff engagement through a healthy work environment

Articles to assist you with recruitment and probation:
FAQs about probationary periods answered
How to get the most out of reference checks

Do you know your Human Resources terms?
15 must know HR terms

Plus lots more information and advice:
Small Business Society Blog