Statutory and Mandatory Training: What Every RTO Needs to Know Leave a comment

Introduction

RTOs! Are you up to date on the difference between statutory and mandatory training? It’s an important distinction to make because it can affect your legal obligations and the safety of your employees.

In this blog post, we’ll break down the key differences between statutory and mandatory training and explain what it means for RTOs. We’ll also cover some real-world examples of each type of training and provide some tips for staying up to date on the latest requirements.

What is Statutory Training

Statutory training is training that is required by law. This type of training is typically related to health and safety, such as fire safety training or first aid training. Statutory training is usually delivered by an RTO, which is a Registered Training Organisation. An RTO is a training provider that has been accredited by the government to deliver training courses.

What is Mandatory Training

Mandatory training is training that is required by an employer. This type of training is typically related to the specific job or industry, such as food safety training for food workers or electrical safety training for electricians. Mandatory training can be delivered by the employer themselves or by an RTO.

What is the Difference Between Statutory and Mandatory Training

The main difference between statutory and mandatory training is that statutory training is required by law, while mandatory training is only required by an employer. This means that if an employer does not provide mandatory training, they may not be breaking the law, but they could still be liable for any accidents or injuries that occur as a result.

Who is Responsible for Providing Statutory Training

The responsibility for providing statutory training usually falls on the employer. However, in some cases, the responsibility may be shared with the employee or another organisation. For example, in the case of fire safety training, the employer may be responsible for providing initial training, but the employees may be responsible for refresher training.

What are the Consequences of Not Providing Statutory Training

• Liability for accidents or injuries: Employers who do not provide statutory training may be liable for any accidents or injuries that occur as a result. This means that they could be sued by the injured employee or their family.
• Fines or other penalties: Employers who do not provide statutory training may also be subject to fines or other penalties. The specific penalties will vary depending on the jurisdiction.
• Damage to reputation: Employers who do not provide statutory training could damage their reputation. This could make it more difficult to attract and retain employees and could also damage their relationships with customers and suppliers.
• Loss of productivity: Employees who are not properly trained are more likely to make mistakes, which can lead to accidents, injuries, and lost productivity.
• Increased stress: Employees who are not properly trained may feel stressed and anxious about their work. This can lead to health problems, absenteeism, and turnover.

It is important for employers to understand the consequences of not providing statutory training. By providing this type of training, employers can help to protect their employees, their business, and their reputation.

What are the Benefits for RTOs Who Provide This Training

There are a number of benefits for RTOs who provide statutory and mandatory training.

• Attract new clients: Many employers are required to provide this type of training, so RTOs who can offer it can be a valuable resource. This can help RTOs to attract new clients and grow their business.
• Build relationships with employers: Providing statutory and mandatory training can help RTOs build relationships with employers. This can lead to other opportunities, such as training on other topics or in-house training. This can help RTOs develop long-term partnerships with employers and become trusted advisors.
• Stay up to date on industry regulations: Providing statutory and mandatory training can help RTOs stay up to date on the latest industry regulations. This is important for any RTO, but it is especially important for those who provide statutory and mandatory training. This can help RTOs ensure that they provide the most up-to-date and accurate training to their clients.
• Demonstrate their expertise: Providing statutory and mandatory training can demonstrate to employers that an RTO has the expertise and experience to provide high-quality training. This can help RTOs to build their reputation and attract new clients.
• Increase their market share: The market for statutory and mandatory training is growing, so RTOs who can offer this type of training can position themselves to capture a share of this growing market.
• Become a leader in their field: RTOs who are at the forefront of providing statutory and mandatory training can become leaders in their field. This can give them a competitive advantage and attract new clients.

Overall, there are many benefits for RTOs who provide statutory and mandatory training. By offering this type of training, RTOs can attract new clients, build relationships with employers, stay up to date on industry regulations, and demonstrate their expertise.

What are Some Real-World Examples of Statutory and Mandatory Training

Here are some real-world examples of statutory and mandatory training:

Statutory training

• Fire safety training
• First aid training
• Occupational health and safety training
• Electrical safety training
• Work health and safety training
• Manual handling training
• Hazardous substances training
• Mental health first aid training
• Bullying and harassment training

Mandatory Training

• Industry-specific training, such as food safety training for food workers or electrical safety training for electricians.
• Specific job-related training, such as customer service training for retail staff or forklift training for warehouse workers.
• Training required by an employer, such as training on new software or procedures.

Conclusion

Statutory and mandatory training are important for ensuring employees’ safety in the workplace. RTOs can play a valuable role in providing this type of training. By understanding the difference between statutory and mandatory training, and the benefits of providing it, RTOs can position themselves as a valuable resource for employers and build a successful business.

Are you an RTO looking for quality training resources? If yes, then VET Resources is your partner. We also have a YouTube Channel with videos on RTO related matters. We also offer free consultation to RTOs. For further information please contact here.

Frequently Asked Questions (FAQs)

Q.1. What is the Relationship Between Mandatory Training, Statutory Training and RTO?

A.1. RTOs can provide both statutory and mandatory training. In fact, many RTOs specialise in providing this type of training. When an RTO provides statutory training, it must be accredited by the relevant government body. This ensures that the training they provide is up-to-date and meets the required standards.

Q.2. How often do employees need to complete statutory and mandatory training?

A.2. The frequency of statutory and mandatory training requirements will vary depending on the specific training requirement. However, in general, employees should complete this type of training on a regular basis, such as every year or every two years.

Q.3. What are the different ways to deliver statutory and mandatory training?

Statutory and mandatory training can be delivered in a variety of ways, including:

• Face-to-face training
• Online training
• Blended learning
• E-learning
• Mobile learning

The best way to deliver statutory and mandatory training will depend on the specific training requirement and the needs of the employees.

Q.4. What are the challenges of providing statutory and mandatory training?

A.4. There are also some challenges to providing statutory and mandatory training, including:

• Cost of training
• Time required to provide training
• Scheduling of training
• Keeping up to date with the latest requirements
• Ensuring that employees complete the training

Suggested Read: What is an RTO? – “Maximising Your Career Potential with an RTO Qualification”