Disability Awareness

The Freedom of Information Act (FOIA)

FOI deadlines are short and they start the moment a request arrives, whoever receives it. Requests rarely announce themselves as requests, which is why front-line staff need to recognise one on sight. Training the whole organisation rather than the information governance team alone is the difference between meeting the twenty working day limit and explaining a delay to the Information Commissioner.

Managing Safely

Public bodies operate under scrutiny that private organisations do not face, and a safety failure becomes a matter of public record quickly. Councils, trusts and agencies are also expected to model the standards they enforce. Equipping managers with practical risk assessment skills protects staff and service users, and gives your organisation a clear audit trail when an incident is reviewed externally.

Employment Rights Act for Managers

Public sector employers manage large, unionised workforces where precedent travels quickly and inconsistency between managers becomes a formal dispute. The reforms touch decisions taken daily across every service area. Training managers before commencement gives your organisation a single interpretation to work from, which is considerably easier to defend than a set of local approaches assembled after the fact.

Working Safely

Public sector work spans offices, depots, schools, clinics and visits into the community, so the hazard picture is broader than a single site assessment suggests. Establishing a common safety baseline across all staff makes local risk assessments more effective. It also supports the standard the organisation is expected to model, particularly where it inspects or commissions others.

Healthy Working

Public sector absence rates run consistently above the private sector, with musculoskeletal problems and stress the largest contributors. Both respond to early, practical intervention rather than policy. This course gives staff habits they can apply immediately, and gives the organisation evidence that its duty of care extends to prevention rather than only to managing absence once it happens.

Safeguarding the Vulnerable

Public sector safeguarding failures are examined publicly and in detail, and reviews almost always find that concerns existed before harm occurred. What was missing was a clear route from noticing to reporting. This course closes that distance for every member of staff, including those in administrative and facilities roles who often see the most and are trained the least.

Data Protection

Public authorities hold data that people cannot choose to withhold, which raises the expectation placed on how it is handled. The ICO's public sector approach relies heavily on whether an organisation trained and supported its staff. Delivering this course across the workforce provides both the practical control and the documented assurance that accountability under UK GDPR is being met.

Preventing Sexual Harassment for Managers

Public bodies are held to the standards they enforce elsewhere, and a mishandled complaint becomes a matter of public record. The preventative duty is anticipatory, so tribunals look at what was done before an incident rather than after. Manager training is among the first things examined, and it directly shapes what a team believes is acceptable day to day.

First Aid Awareness

Public sector staff work across offices, depots, schools, clinics and out in the community, where the nearest first aider is not always obvious. That uncertainty costs time. Making arrangements visible to everyone rather than only to appointed first aiders is a low-cost improvement that supports your statutory health and safety duties and reassures staff working away from a main site.

Fraud Prevention for Managers

Public sector fraud is examined by auditors, scrutiny committees and sometimes the press, and the question asked afterwards is always whether the warning signs were visible. Managers are the people positioned to see them. Training that layer specifically gives your counter-fraud strategy the human detection capability that data matching and payment controls cannot provide on their own.

The Human Rights Act (HRA)

Human rights obligations are engaged by ordinary decisions: how a service is refused, how information is shared, how someone is treated in a difficult situation. Staff who see the Act as a courtroom matter miss where it actually applies. Training the workforce reduces the risk of challenge and improves decision quality in exactly the situations most likely to be reviewed.

Fraud Prevention

Public sector fraud is usually found by someone noticing that a claim, invoice or application does not quite fit. Data matching catches patterns; people catch the individual case. Training all staff rather than the counter-fraud team alone widens that detection capability, and supports the standards expected under public sector counter-fraud strategy and audit review.

Information Security

Public bodies hold information people had no choice about providing, which raises the standard expected of how it is handled. Public sector breaches attract ICO attention and local press coverage in roughly equal measure. Training all staff, including those in temporary and contracted roles, gives you both the practical control and the accountability evidence the ICO looks for after an incident.

Using AI at Work

Public sector AI use touches decisions about people, which raises the stakes on accuracy, bias and transparency well above the commercial case. Staff are already experimenting with tools that were never assessed, often with information the public had no choice about providing. Training the workforce is what makes a responsible AI position achievable rather than aspirational.

Preventing Sexual Harassment

The preventative duty under UK law is anticipatory, meaning employers are judged on what they did before an incident occurred, and tribunals can uplift compensation where that duty was not met. Public bodies face additional scrutiny from members, auditors and the press. Workforce-wide training is the clearest and most examinable step an employer can take.

Harassment in the Workplace

Public bodies are expected to model the standards they enforce elsewhere, and employment tribunal decisions involving them are reported publicly. Behaviour that goes unaddressed at team level becomes a pattern and then a claim. Training the whole workforce gives managers a clear standard to work from and demonstrates the preventative action an employer is expected to take.

Manual Handling

Manual handling injuries are a leading cause of sickness absence across public services, and they accumulate over years rather than arriving in a single event. Care, facilities, waste and library work all carry it. Training staff properly keeps experienced people in post and supports your position under the Manual Handling Operations Regulations if a claim is brought.

Driving at Work

Public sector driving covers community visits, service delivery and transport of people and equipment, often to unfamiliar locations under time pressure. Grey fleet use is widespread and rarely managed as carefully as an owned fleet. Bringing all drivers into the safety programme addresses the most dangerous activity many staff undertake, and closes a gap that site-based risk assessments do not cover.

Control of Substances Hazardous to Health (COSHH)

Public sector COSHH exposure is spread across cleaning, grounds maintenance, catering, laboratories and care settings, which makes it easy to assume it belongs to someone else. Health effects appear years later and are well documented by then. Training everyone who handles substances rather than only specialist teams is what makes your assessments effective where the work is actually done.

Accident Reporting and Investigation

Public sector incidents are examined by internal audit, elected members and sometimes coroners, and the quality of the original investigation determines how that scrutiny goes. Investigations that stop at immediate cause miss the staffing, training and equipment decisions underneath. Building genuine capability across services protects staff and service users and gives the organisation defensible records.

Modern Slavery

Public bodies commission services at scale, frequently in sectors where exploitation is most common: construction, cleaning, care and facilities management. Procurement decisions made on price alone push risk further down the chain. Training staff who commission, monitor contracts or meet service users gives your organisation visibility in the places a supplier questionnaire will never reach.

Work-related Stress

Stress-related absence runs consistently higher across public services than the private sector, driven by demand that does not reduce when capacity does. The HSE treats stress as a hazard requiring assessment like any other, and its management standards set out what that looks like. Training the workforce makes the subject discussable, which is the only way to intervene before absence becomes the first sign.

Work Equipment

Public sector equipment ranges across grounds machinery, kitchen and catering equipment, workshop tools, lifting aids and vehicles, frequently used by staff whose main role is something else. Inspection regimes depend on faults being reported. Training users on why the controls exist keeps that reporting flowing and supports your duties under the Provision and Use of Work Equipment Regulations.

Violence and Aggression

Public-facing services absorb a great deal of abuse from people who are frustrated, distressed or unwell, and staff often normalise it rather than reporting it. That silence keeps the pattern invisible to the people who could change staffing, layout or process. Training the workforce on both handling and reporting protects individuals and gives the organisation the data it needs to act.

Display Screen Equipment (DSE)

Hybrid and touchdown working moved DSE risk into homes and shared spaces that nobody has assessed, while the employer's duty stayed where it was. Discomfort builds quietly and surfaces as absence. Training staff to set up and adjust their own workstation wherever they are is the only control that scales across a dispersed workforce.

Asbestos

Public sector estates include a large stock of schools, offices, depots and housing built before 2000, where asbestos remains in place and is managed rather than removed. Maintenance and refurbishment work is where disturbance happens. Anyone whose work could disturb building fabric needs awareness training by law, and in an estate of that age the population is wider than most organisations assume.

Environmental Awareness

Public bodies hold both a duty to reduce their own impact and a role in supporting communities through climate disruption, and many have declared targets that now need delivering. Those targets are met through procurement, estates, travel and waste decisions made by ordinary staff. Building awareness across the workforce is what connects a published commitment to the operational choices that determine whether it is met.

Unconscious Bias for Managers

Public sector decisions affect service users as well as staff, so bias reaches beyond employment into who gets support, how quickly and on what terms. Workforce data is published, which makes patterns visible. Training managers targets the point where bias converts into outcomes, and gives your equality reporting something more substantial than a statement of intent.

Equality and Diversity for Managers

Public bodies carry the Public Sector Equality Duty, which requires them to actively consider equality in decision-making rather than simply avoid discrimination. Managers make the decisions where that duty is tested: recruitment, allocation of work, service delivery. Training them gives the duty a delivery mechanism and produces the documented reasoning that defends a decision when it is challenged.

Whistleblowing

Public sector failures examined in public inquiries almost always feature staff who tried to raise something and were not heard. The information existed; the route did not work. Making both the process and the protection explicit across the workforce is what gives concerns somewhere to go, and it supports the accountability expected of organisations spending public money.

Right to Work in the UK

Civil penalties apply per worker and depend entirely on the check being carried out correctly and before employment starts. Public bodies also engage large numbers of temporary, agency and contracted staff, which multiplies the number of people making these decisions. Over-checking creates discrimination exposure in the other direction, so training addresses both risks at once.

Mental Health at Work for Managers

Public services run on demand that does not fall when capacity does, and managers sit between the two. They also control the factors the HSE management standards identify as drivers: demand, control, support, relationships, role and change. Training them to notice and respond earlier is what converts a wellbeing policy into reduced absence rather than better records of it.

Menopause Awareness

Public sector workforces skew toward the age groups most affected, and losing experienced staff to symptoms nobody discussed is an expensive way to find out. Claims have succeeded on sex, age and disability grounds. Most adjustments cost almost nothing. Training everyone rather than only those affected removes the need to explain first, which is the barrier that stops adjustments being asked for.

Slips and Trips

Slips and trips remain the most common cause of workplace injury, and public buildings add their own factors: high footfall, weather brought in through entrances, and floors shared with the public. A fall involving a service user brings liability that an internal incident would not. Training all staff to spot and clear temporary hazards is the control that permanent measures cannot replace.

Personal Protective Equipment (PPE)

Public sector PPE spans care settings, waste and grounds services, workshops, kitchens and community visits, and it is often issued to staff whose main role is something else entirely. Equipment that does not fit or has degraded offers less protection than the wearer assumes. Training people to check and challenge what they are given keeps the last line of defence genuine rather than nominal.

General Office Hygiene

Public services run on staffing levels with little slack, so seasonal illness translates directly into cancelled appointments and delayed casework. Many staff also work with people who are more vulnerable to infection than the general population. Short, practical hygiene training reduces absence and protects service users, which makes it one of the better returns available in a wellbeing programme.

Fraud Prevention

Public sector fraud methods change with the schemes and services being offered, so awareness dates quickly. Loss falls on public funds and on trust that takes far longer to rebuild. A short annual refresher keeps recognition current across the workforce at proportionate cost, and supports the counter-fraud standards public bodies are assessed against by auditors.

Unconscious Bias

Public sector decisions affect access to services, so bias reaches beyond the workplace into who gets help and how quickly. Those judgements are often made rapidly and with incomplete information, which is exactly when bias operates most strongly. Training all staff, not only managers, addresses the front-line interactions where the effect on service users is largest.

Equality and Diversity in the Workplace

The Public Sector Equality Duty requires organisations to actively consider equality in what they do, which reaches service delivery as well as employment. Staff decisions about who gets what support, and how, are where that duty is tested. Training the whole workforce gives the duty a delivery mechanism and supports the equality information public bodies are required to publish.

Cybersecurity

Public bodies are targeted persistently because they hold data people cannot withhold and run services that cannot stop, and ransomware attacks on councils and trusts have caused months of disruption. Attacks arrive through individuals rather than infrastructure. Training the entire workforce, including temporary and contracted staff, closes the route attackers actually use and shortens the time to reporting.

Preventing Radicalisation

Specified authorities carry a statutory Prevent duty, and inspection regimes test whether staff have been trained. Referrals lead to voluntary support in most cases rather than enforcement, which is the point staff most often misunderstand. Clear training on thresholds and process removes the hesitation that stops concerns being raised while intervention can still change something.

Managing Remote Workers

Public sector requests are handled against published policies and often within a unionised environment, where inconsistency between managers becomes a formal dispute quickly. The reasoning recorded at the time is what defends a refusal. Training managers produces consistent decisions across services and keeps duties around health, safety, data and working time attached to staff wherever they work.

New and Expectant Mothers at Work

A specific risk assessment is required once an employer is notified of a pregnancy, and pregnancy and maternity is a protected characteristic in its own right. Public sector roles frequently involve shift work, standing, manual handling and contact with substances or infection. Making the arrangements visible to everyone means adjustments are understood rather than treated as special treatment.

Mental Health at Work

Stress-related absence runs consistently higher across public services, driven by demand that does not fall when capacity does and by roles that carry emotional weight. The HSE treats stress as a hazard requiring assessment like any other. Training the whole workforce makes it possible to raise the subject before absence becomes the first indication that something was wrong.

DSE

Discomfort builds slowly and is usually tolerated until it becomes an absence. Hybrid and touchdown arrangements moved much of this work into spaces nobody has assessed, while the duty stayed with the employer. The short format suits a risk that needs regular reminding rather than deep explanation, and it keeps DSE obligations evidenced across a dispersed workforce.

Phishing

Public bodies are targeted persistently, and ransomware entering through a single message has stopped services across councils and trusts for months. The decisive factor is how quickly someone reports, not whether they clicked. Training that removes the embarrassment around reporting shortens that gap, and short modules can be run often enough to keep pace with changing techniques.

Corrupt Hiring Practices

Public appointments carry an expectation of open competition, and any suggestion that a role was offered in exchange for influence becomes a matter of public record quickly. Pressure often arrives informally through elected members, suppliers or contacts. Training hiring managers to recognise the pattern protects both the individual and the organisation's standing.

Understanding Cybersecurity

Understanding Equality

Equality ensures that people are treated fairly and given the same opportunities, regardless of their background or personal circumstances. This training explains what equality means at work and why it is essential for creating a respectful, inclusive culture that supports both employees and organisational success.

Visual Impairment

Visual impairment covers a wide range of sight conditions that cannot be corrected by usual means, such as glasses, and it affects people in different ways. Some impairments are visible, while others may not be obvious to colleagues. This course explains what visual impairment is, the barriers that can exist in the workplace and why these barriers are about the environment, not an individual's ability. It also outlines practical actions everyone can take to remove barriers and create a more inclusive and accessible workplace.

IR35

IR35 is a UK tax rule designed to ensure that contractors using intermediaries like personal service companies (PSCs) pay similar tax and National Insurance to employees, when appropriate. This training explains when IR35 applies, who is responsible for assessing status, and the risks of getting it wrong.

Failure to Prevent Fraud (FTPF): Prevention

Understand the six principles of fraud prevention to design and support effective anti-fraud controls.

Failure to Prevent Fraud (FTPF): Scope

Understand the scope of the Failure to Prevent Fraud offence and its implications for different types of companies.

Failure to Prevent Fraud (FTPF): Offence

Understand the legal implications of the Failure to Prevent Fraud offence and how to ensure compliance in my role.

Failure to Prevent Fraud (FTPF): Types of Fraud

Understand the various types of fraud that could lead to the Failure to Prevent Fraud offence and how to help prevent them in my role.

The 4D Bystander Intervention Model

Creating a safe and respectful workplace requires everyone to take action when witnessing bullying harassment or inappropriate behaviour. This training helps employees understand the 4D bystander intervention model, which includes direct action, distraction, delay and delegation, so they can effectively support colleagues and foster a positive work environment.

Unwanted Behaviour of a Sexual Nature

Sexual harassment is unwanted behaviour of a sexual nature that can create an intimidating, degrading or hostile work environment. This training helps employees recognise different forms of sexual harassment, understand its impact and follow workplace policies to prevent and report it.

The Three Characteristics of Harassment

Harassment in the workplace occurs when unwanted behaviour violates a person's dignity or creates an intimidating or offensive environment. This training helps employees recognise harassment, understand its impact and take appropriate action to prevent and report it.

Managing Performance

Performance management is an ongoing process that aligns employee contributions with an organisation’s goals. This training explores how to assess, improve and track performance effectively.

Managing Grievances

Workplace grievances are concerns or complaints related to job tasks, working conditions or interpersonal relationships. This training outlines the grievance process, how to raise concerns and the steps taken to ensure fair resolution.

Managing Discipline

Disciplinary procedures address workplace misconduct and poor performance through a fair and structured process. This training outlines how disciplinary issues are handled, from investigation to resolution.

Managing Absence

Absences from work can occur for many reasons, ranging from illness to personal leave. This training focuses on managing absences effectively and supporting employees during and after their time off.

Agency Worker Regulations

Agency workers have specific rights under the Agency Workers Regulations, ensuring fair treatment in workplaces. This training explains these rights, when they apply and the responsibilities of both organisations and agencies.

Right to Work in the UK

Before hiring anyone, it's important to confirm that they have the right to work in the UK. This training covers the proper process for checking, recording and verifying right-to-work documentation.

New and Expectant Mothers at Work

When an employee is pregnant or returning from maternity leave, certain legal rights and health considerations apply. This training explores these rights, the required risk assessments and how to ensure a safe and supportive workplace.

Mental Health at Work

Stress, anxiety and depression are major workplace health risks, accounting for over half of work-related ill-health cases. This training explores how to recognise, manage and reduce these mental health challenges through healthy coping strategies and support.

Menopause Awareness

Menopause is a natural stage in life that can bring physical and emotional challenges and potentially affect work performance. This training explores the impact of menopause in the workplace, legal protections and ways to support affected employees.

COSHH

Exposure to hazardous substances in the workplace can cause serious health conditions, including respiratory diseases and skin disorders. This training helps you recognise hazardous substances, understand exposure risks and apply appropriate safety measures to protect yourself and others.

The Fraud Triangle

Fraud is often committed by ordinary people who find themselves in difficult situations and make poor choices. This training explains the fraud triangle, helping you recognise warning signs and take steps to prevent fraud.

Fraud Offences and Penalties

Fraud is any dishonest action or omission intended to gain or cause a loss, regardless of whether it is temporary or permanent. This training explores the different types of fraud under the UK Fraud Act, real-world examples and the legal consequences of fraudulent behaviour.

Employee Fraud and Insider Threats

Employee fraud can take many forms, from theft and false expense claims to data misuse and conflicts of interest. This training helps you recognise fraudulent behaviours, understand the consequences and ensure compliance with Organisation policies to maintain integrity in the workplace.

Economic Crime and Corporate Transparency Act 2023

The Economic Crime and Corporate Transparency Act 2023 expands corporate liability for fraud and financial crimes. This training explains how companies can be held accountable for failing to prevent fraud and the broader responsibilities of senior managers under the new legislation.

Supplier Fraud

Supplier fraud occurs when vendors engage in deceptive practices, such as false invoicing, overpricing or bribery. This training helps employees recognise fraudulent supplier activities, conduct due diligence and follow procedures to prevent financial and reputational damage.

Screening Employees in Safeguarding Roles

The Safeguarding Vulnerable Groups Act protects children and vulnerable adults from harm by preventing unsuitable individuals from working with them. This training explains the purpose of disclosure and barring service checks, how to conduct them correctly and the importance of compliance in recruitment.

Identifying Who is Vulnerable

Vulnerable individuals are those who face heightened risks of harm, abuse, neglect or exploitation due to various circumstances. This training highlights who may be considered vulnerable, the challenges they face and the importance of recognising and responding to their needs.

Unconscious Bias

Unconscious bias occurs when we make judgments about people based on past experiences, cultural influences or assumptions. This training covers its impact on decision-making and workplace inclusion, as well as steps to mitigate it.

Stereotyping

Stereotypes are generalised beliefs about individuals or groups that can lead to prejudice and bias. This training explores how stereotypes form, their impact on workplace equality and what you can do to challenge them.

Victimisation

Victimisation occurs when someone is treated unfairly for making or supporting a complaint under the Equality Act. This training explains what victimisation is, how it happens and the steps to take if it occurs.

The Protected Characteristics

The UK's Equality Act protects individuals from discrimination based on nine protected characteristics, ensuring a fair and inclusive workplace. This training helps you understand your responsibilities in treating everyone equally, identifying discrimination and taking appropriate action to foster a respectful and diverse work environment.

Indirect Discrimination

Indirect discrimination occurs when seemingly neutral policies disadvantage certain groups based on protected characteristics like age, sex, disability, race and religion. This training helps you identify indirect discrimination, understand legal protections and ensure workplace practices promote fairness and inclusivity.

Direct Discrimination

Discrimination occurs when individuals are treated unfairly due to characteristics like sex, age, race or disability. This training helps you identify direct discrimination, understand legal protections and ensure equal treatment for everyone.

Risks in the Use of AI

This training highlights how AI can be used effectively while identifying and addressing potential risks.

GDPR Individual Rights

The General Data Protection Regulation (GDPR) grants individuals eight specific rights over their personal data, ensuring transparency and control. This training helps employees understand these rights, their obligations in responding to requests and the importance of GDPR compliance.

GDPR and Consent

Consent is one of the six lawful bases for processing personal data under the GDPR, requiring individuals to give clear, informed and voluntary agreement. This training helps employees understand when consent is necessary, how to obtain it properly and the rights of individuals to withdraw it.

GDPR Principle 7

The seventh principle of the GDPR, accountability, requires organisations to take responsibility for compliance and demonstrate good governance in data protection. This training helps employees understand their role in ensuring compliance, maintaining records and implementing safeguards to protect personal data.

GDPR Principle 6

The sixth principle of the GDPR, integrity and confidentiality, requires that personal data be protected against unauthorised access, loss or damage. This training helps employees understand the importance of physical and cybersecurity measures in safeguarding personal data and ensuring its accuracy, confidentiality and availability.

GDPR Principle 5

The fifth principle of the GDPR, storage limitation, requires that personal data be retained only for as long as necessary for its intended purpose. This training helps employees understand the importance of data retention policies, lawful reasons for keeping data and when to securely delete or anonymise information.

GDPR Principle 4

The fourth principle of the GDPR, accuracy, requires that personal data must be correct, up to date and not misleading. This training helps employees understand the importance of maintaining accurate records, verifying data when necessary and promptly correcting any errors.

GDPR Principle 3

The third principle of the GDPR, data minimisation, requires that personal data collected must be adequate, relevant and limited to what is necessary. This training helps employees understand the importance of collecting only essential data, ensuring its relevance and regularly reviewing stored information to maintain compliance.

GDPR Principle 2

The second principle of the GDPR, purpose limitation, requires that personal data be collected for specified, explicit and legitimate purposes. This training helps employees understand the importance of defining clear purposes for data collection, preventing function creep and ensuring compliance when repurposing data.

GDPR Principle 1

The first principle of the GDPR requires that personal data must be processed lawfully, fairly and transparently. This training helps employees understand the importance of identifying a lawful basis for data processing, ensuring fairness in data use and maintaining transparency with individuals about how their data is handled.

Controllers and Processors

The differences between data controllers and data processors are crucial to understanding data protection obligations. This training outlines their definitions, responsibilities and compliance requirements.

Bribery Offences and Penalties

Bribery is a serious offence that carries severe consequences for individuals and companies. This training explains the five bribery offences under the UK Bribery Act, the risks of failing to prevent bribery and how to ensure compliance.

Neurodiversity Awareness

Misunderstanding neurodiversity can leave employees unsupported and limit workplace potential. This training helps employees understand what neurodiversity is and foster a neuroinclusive environment.

Think Before You Click

Clicking on malicious links or attachments is one of the most common ways cybercriminals infect IT systems with malware. This training helps employees recognise suspicious emails, understand the dangers of phishing and ransomware and apply best practices to protect company data.

Guide to Secure Remote Working

Remote work provides flexibility but also introduces cybersecurity risks that can compromise company data and systems. This training helps employees understand the security challenges of working from home and apply best practices to protect sensitive information.

Using Wi-Fi safely

Wi-Fi connectivity offers convenience but also exposes devices and data to security risks if not properly managed. This training helps employees understand Wi-Fi security threats and apply best practices to protect sensitive information when working from home, in the office and on the move.

Transferring Information Securely

Securely transferring information is essential to protect sensitive data from breaches, legal risks and business disruptions. This training helps employees understand best practices for secure communication, including encryption, password protection and using secure transfer protocols.

Secure Web Browsing

Practicing safe web browsing helps to reduce security risks and protect sensitive information. This training explains how to browse the internet securely and avoid common cyber threats.

Information Security on the Move

Handling company information securely, especially when working remotely or traveling, is essential to prevent data breaches and security risks. This training helps employees understand how to protect sensitive information, secure devices and minimise exposure to cyber and physical threats.

Reacting to Password Breaches

Password breaches can lead to unauthorised access, fraud and data theft, often resulting from weak passwords, phishing or insecure networks. This training helps employees recognise the warning signs of compromised credentials, understand the risks and apply best practices to prevent breaches.

Multi-factor Authentication

Multi-factor authentication (MFA) enhances security by requiring users to verify their identity through multiple authentication methods. This training helps employees understand the importance of MFA, how it protects company data and when it should be used.

Creating Strong Passwords

Strong password protection is essential to safeguarding company systems from cyber threats such as brute force attacks and password guessing. This training helps employees understand the importance of creating strong passwords, following security policies and preventing unauthorised access.

Vishing

Vishing is a social engineering attack where cybercriminals use phone calls to trick individuals into revealing sensitive information. This training helps employees recognise vishing attempts, understand manipulation tactics and apply best practices to verify callers and protect confidential data.

Video Conferencing

Video conferencing is a vital business tool, but it also presents security and privacy risks if not used correctly. This training helps employees understand best practices for secure video meetings, from using approved software to protecting confidential information.

Spear Phishing

Spear phishing targets specific individuals with convincing emails designed to deceive them. This training demonstrates how to recognise and handle these targeted phishing attempts.

Smishing

Smishing is a targeted phishing scam that uses deceptive text messages to gain sensitive information. This training highlights how to recognise and avoid falling victim to smishing attacks.

Ransomware

Ransomware is a type of malware that encrypts files and demands payment for their release, often causing severe financial and operational damage. This training helps employees recognise ransomware threats, understand how attacks occur and take preventive measures to protect company systems.

Malware

Malware is malicious software designed to harm or exploit computer systems, ranging from viruses and ransomware to spyware and botnets. This training helps employees recognise different types of malware, understand how they spread and take proactive steps to prevent infections.

Understanding Facilitation Payments

Facilitation payments are small, unofficial payments made to speed up routine services, but they are considered bribes under anti-bribery and corruption laws. This training helps employees recognise facilitation payments, understand their legal and ethical implications and learn how to handle situations where they are requested.

Understanding Sexual Harassment

Sexual harassment is unwanted behaviour of a sexual nature that violates a person’s dignity or creates an intimidating, hostile or offensive environment. This training helps employees recognise different forms of sexual harassment, understand its impact and follow workplace policies to prevent and report it.

Personal Data Breaches

Personal data breaches can occur through hacking, human error or unauthorised access, leading to serious legal and reputational consequences. This training helps employees understand the risks of data breaches, the importance of reporting incidents promptly and best practices to protect personal data.

Understanding the GDPR

The General Data Protection Regulation (GDPR) sets out key principles for handling personal data and protecting individuals' rights. This training helps employees understand GDPR requirements, their responsibilities in processing data and how to prevent data breaches that could lead to reputational and financial consequences.

Common Cyber Threats

Cyber threats such as phishing, malware, ransomware and unsecured networks pose significant risks to businesses. This training helps employees recognise common cyber threats, understand their impact and apply best practices to prevent security breaches.

Understanding Information Security

Information security is essential to protect sensitive business and customer data from unauthorised access, breaches and cyber threats. This training helps employees understand their role in safeguarding information, following security policies and identifying potential risks.

Deepfake Awareness

Deepfakes use artificial intelligence to create fake images, audio or videos that can deceive individuals and organisations. This training helps employees recognise deepfake scams, understand their risks and apply verification steps to prevent fraud and cybercrime.

Dealing With Stress at Work

Workplace stress can arise from tight deadlines, high-pressure environments and personal challenges. This training helps employees recognise signs of stress, support colleagues and implement strategies to maintain mental well-being.

Forced Labour Indicators

Forced labour is a serious violation of human rights, often hidden within workplaces and supply chains. This training explores the 11 indicators of forced labour, how to identify potential victims and what steps to take if you suspect forced labour practices.

Understanding Harassment

Harassment is unwanted conduct that violates a person’s dignity or creates an intimidating or offensive environment. This training helps employees recognise different forms of harassment, understand its impact and take action to prevent and report it in the workplace.

Crossing the Line into Sexual Harassment

Sexual harassment is not limited to physical actions but can also involve words, gestures and persistent unwanted attention. This training helps employees recognise how behaviour can escalate into harassment, understand its impact and take steps to prevent and report it.

Targets of Sexual Harassment

Sexual harassment can occur in various forms and affects everyone in the workplace. This training will help you identify sexual harassment, understand its impact and learn how to prevent it.

Failing to Disclose Information

Fraud can occur when someone deliberately withholds information to gain an unfair advantage or cause loss to others. This training explores real-world examples of fraud by failing to disclose information and highlights how it impacts businesses, individuals and investors.

Compliments vs Sexual Harassment

Genuine compliments can be part of a positive workplace, but inappropriate remarks can cross the line into sexual harassment. This training helps employees understand the difference between respectful compliments and inappropriate comments, ensuring workplace interactions remain professional and considerate.

Understanding Conflicts of Interest

These conflicts can make it difficult for firms to fulfil their duties impartially and act in their clients' best interests. The management of conflicts of interest is understandably high on the FCA's conduct risk agenda. Educate your employees on how conflicts of interest in the insurance sector can arise and how such conflicts should be managed.

Manual Handling

Manual handling tasks, such as lifting, carrying, pushing or pulling objects, can lead to injuries if not done correctly. This training helps individuals understand safe manual handling techniques, risk assessment and best practices to prevent workplace injuries.

Slips and Trips

Slips and trips are among the most common causes of workplace injuries, often resulting in serious harm such as fractures or concussions. This training helps employees recognise potential hazards, follow safety procedures and take proactive steps to minimise risks in the workplace.

Identity Fraud

Identity fraud occurs when criminals steal personal information to commit fraud, often leading to financial loss and reputational damage. This training helps employees recognise common identity fraud tactics, safeguard personal and customer information and take preventive measures to reduce risk.

Display Screen Equipment

Correctly setting up display screen equipment (DSE) is crucial for maintaining comfort and preventing strain or injury. This training helps employees create an ergonomic workstation, position equipment properly and adopt healthy working habits.

Understanding Fraud

Fraud is a deliberate act of deception aimed at obtaining an unfair advantage, often causing harm to individuals or organisations. This training helps employees recognise different types of fraud, understand its impact and take steps to prevent and report fraudulent activity.

Business Email Compromise

Business Email Compromise (BEC) is a targeted cyberattack where criminals impersonate executives or hack accounts to steal money or sensitive information. This training helps employees recognise different types of BEC scams, understand the risks and apply verification steps to prevent fraud.

Money Laundering Red Flags

Detecting and reporting money laundering red flags is essential for maintaining anti-money laundering (AML) compliance. This training helps employees recognise suspicious transactions, assess potential risks and report concerns to the appropriate authorities.

Whistleblowing

Whistleblowing is the act of reporting wrongdoing such as fraud, bribery or safety breaches to protect an organisation and its stakeholders. This training helps employees understand their right to report misconduct confidentially, the protections in place for whistleblowers and the importance of raising concerns promptly.

Abuse of Position

Fraud by abuse of position occurs when someone in a position of trust dishonestly exploits their role for personal gain or to cause loss to others. This training helps employees recognise fraudulent behaviours, understand the legal consequences and take appropriate action to prevent and report misconduct.

Spot a Phishing Attempt

Phishing emails are fraudulent attempts by cybercriminals to trick individuals into revealing sensitive information. This training helps employees recognise phishing attempts, identify red flags in emails and take steps to protect personal and company data from cyber threats.

Gifts and Hospitality

Gifts and hospitality can create a risk of actual or perceived bribery if not handled correctly. This training helps employees assess the appropriateness of gifts and hospitality, ensuring transparency, proportionality and compliance with anti-bribery policies.

Understanding Bribery

Bribery is not always obvious and can take many subtle forms, from lavish gifts to preferential treatment. This training helps employees recognise bribery risks, understand legal responsibilities and apply measures to prevent and report corrupt practices.

Understanding Modern Slavery

The five-minute format suits a topic where recognition matters more than depth: most staff need to know the signs and the route, not the legislative background. Short modules can be scheduled repeatedly through the year, which keeps the indicators front of mind. For organisations publishing a modern slavery statement, workforce coverage at this level is straightforward to achieve and evidence.