Build a smarter compliance program: 10 must-cover topics

Compliance training programs should be based on actual legal requirements, not just assumptions, past coverage, or what your LMS vendor provides in their out-of-the-box library.

To help you build a curriculum that stands up to regulatory scrutiny, we’ve identified the top ten compliance training topics every organization should prioritize. These are the ones most frequently cited in audits, tied to the highest penalties, and relevant across industries.

We also link each topic to its specific compliance training laws or regulatory bodies, so you know the source. Whether you’re preparing for an audit, justifying an L&D budget, or redesigning your existing compliance training program, this list gives you a clear, benchmarked framework to guide your planning.

How we picked these top compliance training topics

Not every compliance topic carries the same weight. We focused on three key criteria to build a list that’s actionable for most L&D and compliance teams:

‍Frequency of audits: We prioritized topics that consistently appear in regulatory reviews, internal audits, and compliance checklists across industries.‍
Cross-industry relevance: This isn’t a niche list. We focused on training topics that matter to organizations in healthcare, finance, manufacturing, government, tech, and beyond. If a subject applies to remote teams, frontline workers, and executives alike, it earns a spot.‍
Potential for high-impact fines: Leadership pays attention when risk is quantified. We included topics where enforcement actions are both common and costly.

By filtering through these lenses, we identified ten compliance training topics that are essential for modern organizations to address.

Top compliance training topics

We’ll start with the specific laws that enforce each topic and provide examples of real-world consequences.

1. Anti-harassment

Key laws or regulatory bodies

In the US, Title VII of the Civil Rights Act of 1964 prohibits workplace harassment based on race, color, religion, sex, or national origin. The Equal Employment Opportunity Commission (EEOC) enforces these standards and guides prevention and response. In Canada, provincial standards, like the Occupational Health and Safety Act (OHSA) in Ontario, require employers to address workplace violence and harassment.

Why train on this topic?

Failure to prevent harassment quickly erodes trust, reduces engagement among your workforce, and raises absenteeism. Beyond the immediate impact on your workplace, the regulatory standards also impose steep penalties for non-compliance.

Training tips

Create or use realistic scenarios in your training materials that reflect your workplace environment to build empathy and decision-making skills. Include bystander intervention modules that encourage employees to act and not just observe. Implement mandatory training for managers, focusing on role-specific content and relevant skills. You need to communicate reporting protocols and their role in maintaining a safe workplace.

2. Data privacy

Key laws or regulatory bodies

Data privacy is an increasingly important regulatory standard, but it remains governed by a patchwork of regulations across regions and countries. The General Data Protection Regulation (GDPR) in the EU was an early, major one that has since set a global standard for rules on consent, breach notification, and individual rights.

In the US, the California Consumer Privacy Act (CCPA) soon followed in 2020. In Canada, the Personal Information Protection and Electronic Documents Act (PIPEDA) and Québec’s Law 25 impose similar requirements for organizations to safeguard personal information and report breaches.

Why train on this topic?

As with all standards here, there are hefty fines for noncompliance. Unfortunately, employees are the frontline defense, and sometimes the weakest link, when it comes to following regulations. Without reliable training, they’re more likely to click on phishing emails, mishandle customer data, or improperly share files.

Training tips

Use interactive modules to simulate data breach reporting and consent management. Here, customer service, HR, and IT teams will all benefit from role-specific training.

3. Information security & cyber-awareness

Key laws or regulatory bodies

A combination of federal standards and internationally recognized frameworks determines current cyber-awareness requirements. In the US, state regulations can also come into play.

The NIST Special Publication 800-53 outlines security and privacy controls for US Federal systems. It’s been widely adopted across public and private sectors, including other major US infosec standards. ISO 27001 is the global standard for Information Security Management Systems (ISMS), requiring organizations to implement risk-based security controls and provide employee training.

Why train on this topic?

Human error has long been recognized as the leading cause of data breaches. That means information security should be treated as a company-wide responsibility, not just the IT department’s concern. An employee clicking on a single phishing email can trigger a chain reaction that exposes confidential data and disrupts operations.

Training tips

Your high-risk teams here are IT, finance, and HR, as they offer the best targets for attackers looking to access organizational data. Focus on practical habits such as recognizing suspicious links, securing devices, and reporting incidents promptly. Realistic simulations should include practice in identifying phishing emails.

4. Workplace health & safety

Key laws or regulatory bodies

In the US, the Occupational Safety and Health Administration (OSHA) sets federal standards for safe working conditions, covering everything from routine hazard communication to emergency preparedness. In Canada, the Canadian Centre for Occupational Health and Safety (CCOHS) does the same.

Why train on this topic?

Failure to comply with health and safety regulations can result in severe consequences:

Injuries or even death ‍
Regulatory fines in excess of $160,000‍
Enforced shutdowns
Criminal liability in cases of gross negligence

Training tips

Practicality is key here. Focus on site-specific training scenarios and equipment demonstrations for your high-risk teams, such as warehouse and manufacturing units. And set standards for contractors who will be on your worksites. Incorporate interactive elements like hazard identification quizzes or emergency response drills to reinforce learning.

5. Anti-bribery & corruption

Key laws or regulatory bodies

The US Foreign Corrupt Practices Act (FCPA) prohibits American entities from bribing foreign officials to gain business advantages. The UK Bribery Act of 2010 goes further, criminalizing bribery in both public and private sectors and holding organizations liable for failing to prevent corrupt practices. In Canada, the Corruption of Foreign Public Officials Act (CFPOA) mirrors the FCPA, requiring companies to maintain strong internal controls and due diligence when conducting international business.

Why train on this topic?

Violations of anti-bribery laws carry severe financial penalties, criminal charges, and debarment from government contracts. Beyond the financial risk of violating these laws, corruption scandals can significantly damage brand reputation and investor confidence. Training ensures that employees understand how to manage operations in regions with known corruption risks. It also educates them on how to avoid inadvertently violating regulations by understanding what’s acceptable for receiving cash, gifts, travel, or favors.

Training tips

Your scenario training should simulate interactions with foreign actors who might attempt to exploit employee ignorance, such as through instances of gift-giving or hospitality services. Your role-specific guidance should focus on sales, procurement, logistics, and on-site installation teams, as well as executives who interact with foreign parties.

6. Diversity, equity & inclusion (DEI)

Key laws or regulatory bodies

In the US, Title VII of the Civil Rights Act of 1964 prohibits employment discrimination based on race, color, religion, sex, or national origin. The Americans with Disabilities Act (ADA) protects individuals with disabilities from workplace discrimination.

In Canada, the Canadian Human Rights Act and provincial laws like Ontario’s Accessibility for Ontarians with Disabilities Act (AODA) reinforce these protections and require organizations to foster inclusive, accessible environments.

Why train on the topic?

Beyond legal compliance, DEI training builds a workplace culture where all employees feel respected, valued, and empowered. Organizations that neglect DEI risk developing toxic work environments and increased turnover.

Training tips

Move beyond check-the-box learning modules. Real-world context is especially important here. Use scenario-based training to address the issue of unconscious bias and develop more inclusive leadership practices. For managers, focus on equitable decision-making. For teams, emphasize respectful communication. Pair training with clear policies and accountability measures to demonstrate organizational commitment.

7. Anti-money laundering (AML) & financial crime

Key laws or regulatory bodies

In the US, the Bank Secrecy Act (BSA) requires financial institutions to maintain records and file reports that help prevent money laundering. The USA PATRIOT Act strengthened these requirements by mandating customer due diligence, suspicious activity reporting, and enhanced oversight. The Financial Crimes Enforcement Network (FinCEN) oversees compliance and issues guidance to regulated entities.

In Canada, the Proceeds of Crime (Money Laundering) and Terrorist Financing Act (PCMLTFA) and its enforcement body, FINTRAC, impose similar obligations on banks, credit unions, and designated non-financial businesses.

Why train on this topic?

There is little leeway in AML enforcement. Regulators expect organizations to implement strict, risk-based training programs so that every employee can detect red flag events, such as unusual transaction patterns or the suspected use of shell companies.

Training tips

Conduct role-specific training for customer-facing staff to recognize suspicious behavior and emphasize through deep knowledge of reporting protocols. Include interactive modules that guide employees through the filing process for a suspicious activity report (SAR) or currency transaction report (CTR).

8. Ethics

Key laws or regulatory bodies

Most ethics regulations are industry-specific. The most major and far-reaching US regulation is the Sarbanes-Oxley Act (SOX), specifically Section 406, which requires public companies to establish a code of ethics for senior financial officers and disclose whether they’ve adopted it. Through other requirements, SOX also effectively mandates ongoing training and certification that executives uphold transparency, accountability, and financial integrity.

Why train on this topic?

As in some other areas, there’s a significant risk of accidental noncompliance with ethical standards. Without regular training, employees and leadership may not fully understand what constitutes a conflict of interest or improper disclosure.

Training tips

Focus on real-world scenarios that reflect common ethical dilemmas, such as gifts from vendors, requests for data sharing, and reporting timeliness. Require annual attestation for leadership roles to meet SOX requirements. Use interactive modules that prompt learners to make decisions and see the consequences.

9. Healthcare privacy

Key laws or regulatory bodies

In the US, the Health Insurance Portability and Accountability Act (HIPAA) Privacy Rule governs the use and disclosure of protected health information (PHI). The Security Rule mandates safeguards for electronic PHI (ePHI), including administrative, physical, and electronic protection. In Canada, as for other topics, patient data is regulated provincially. For example, Ontario’s Personal Health Information Protection Act (PHIPA) regulates the collection, use, and disclosure of personal health data by healthcare providers and custodians.

Why train on this topic?

Unauthorized access, improper sharing, or accidental exposure of patient data can cause severe penalties. HIPAA violations can lead to fines of up to $2 million or more. PHIPA breaches can cause fines up to $1 million.

Training tips

Real-world scenario training should help employees prevent errors like sending records to the wrong provider, discussing patient details in public areas, or using unsecured devices for clinical communication. Clinical staff should receive in-depth guidance on PHI handling, while administrative staff should learn about proper data access and reporting procedures.

10. Environmental, social & governance (ESG)

Key laws or regulatory bodies

In the US, the Clean Air Act and Clean Water Act, enforced by the Environmental Protection Agency (EPA), set national standards for emissions and pollution control. In Canada, the Canadian Environmental Protection Act (CEPA 1999) governs the management of toxic substances and environmental reporting. In Europe, the Corporate Sustainability Reporting Directive (CSRD) mandates ESG disclosures for thousands of companies, with ripple effects for global supply chains.

Why train on this topic?

Regulators, investors, and customers are demanding transparency on sustainability practices. Failure to comply can cause fines, reputational damage, and loss of business. Training ensures employees understand their role in meeting ESG goals, whether it involves reducing waste, reporting incidents, or following ethical sourcing policies.

Training tips

Focus on practical, role-specific actions, such as how to reduce energy use, handle hazardous materials, or report sustainability metrics. Use real-world case studies to show the business impact of ESG failures and successes.

Building a curriculum for these top compliance training topics

Knowing the top compliance training topics is important, but just having a list of requirements doesn’t mean you have a business strategy. To build a mandatory compliance training program that stands up to audits, reduces risk, and resonates with employees, you need a structured curriculum.

The most effective compliance programs treat training as a continuous process. They prioritize based on risk and use an LMS to map, automate, and report on every requirement.

Here’s how to turn your materials for the top ten topics into a real-world training plan.

Train smarter, not harder

Not all compliance topics carry the same level of exposure. A missed trash compactor safety refresher in a warehouse is serious, but a lapse in AML training at a financial institution could trigger a multi-million-dollar fine.

Use a risk-weighted approach to determine:

‍Frequency: High-risk topics should be reinforced annually or semi-annually—e.g., anti-bribery, data privacy, safety. Lower-risk topics can be reviewed every several years.‍
Audience: Not every employee needs every workplace compliance course. Tailor delivery by role—e.g., finance teams get AML, IT teams get all cybersecurity courses, managers get DEI and ethics.
‍Timing: Align training with business cycles—e.g., security refreshers before peak phishing seasons, safety training before equipment rollouts.

Keep training relevant and retained

Long, infrequent training sessions lead to low retention. Adopt a micro-learning strategy, meaning short, focused modules, ten minutes maximum, delivered regularly.

For example:

A three-minute video on spotting phishing emails, followed by a “spot the scam” simulated test
A five-minute scenario on bystander intervention in the workplace
A short quiz on GDPR data handling rules every two months on login to your customer relationship management (CRM) platform

Connect training to requirements

Use your LMS to map each training module to the laws and regulations it satisfies. For example:

“Anti-Harassment Training” for Title VII, EEOC Guidance, Canada CLC Part II
“Data Privacy Refresher” for GDPR, CCPA, PIPEDA
“HIPAA Compliance” for HIPAA Privacy & Security Rules

When leadership asks, “Are we compliant with GDPR?” you won’t need to dig through folders. You’ll pull a report showing 100% completion for all affected employees.

Keep content current

Compliance training laws change. Regulations evolve. Industry standards shift. A workplace compliance course that was accurate last year may now be outdated, or worse, actively train noncompliant behavior. But you don’t need to monitor every regulatory update yourself. A structured approach, combined with the right tools, can keep your curriculum accurate and audit-ready.

Quarterly regulation monitoring checklist

Build a simple, repeatable process to stay informed. Use this checklist to guide your audit:

Review regulatory updates from key agencies in your industry
Check for new enforcement actions or guidance that signals shifting priorities
Validate your current workplace compliance course content against those updates
Update role-specific training when you identify that your job functions or existing risks have changed
Confirm and log expiration dates for all certifications and renewals

Using preset vendor libraries: Pros and cons

Many LMS providers offer integrated compliance content libraries—pre-built courses on common topics like harassment prevention, data privacy, and safety compliance. These may or may not be a good fit for your organization, depending on your needs.

Pros

Save time and internal resources
Reduce legal risk with expert-reviewed content
Automatic updates when regulations change

Cons

Preset material may lack organization-specific context or branding
Limited customization for industry-specific scenarios

Alternatively, you can blend this vendor content with internally developed training material if your LMS has this capability. For example, you can use pre-built modules for foundational topics and supplement them with role-specific scenarios developed by your own internal subject matter experts.

Make your compliance curriculum work for you

With Absorb LMS, you can move beyond guesswork to build a compliance curriculum anchored by real-world regulatory standard situations, reinforced by automation, and proven in audits.

Absorb helps you: