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Comprehensive Summary of Targets, Hours, and Penalties for the 5 Major Statutory Mandatory Trainings (2026 for HR Managers)
2026.07.01 10:20
Practical Guide for HR, Training, and Safety & Health Managers
5 Major Legally Mandatory Education
The criteria for eligibility, duration, and fines vary for each training session.
The criteria for eligibility, duration, and fines vary for each training session.
Since the application standards for the five major mandatory legal trainings vary depending on the size of the workplace and whether the system is in operation, HR managers must check the target audience, hours, and penalties for each training session separately.
Here, 'the five major mandatory statutory trainings' is a practical term used to collectively refer to key training based on various laws. In particular, personal information protection training should not be viewed as training that applies the same timeframe and frequency uniformly to all employees, unlike other types of training.
Here, 'the five major mandatory statutory trainings' is a practical term used to collectively refer to key training based on various laws. In particular, personal information protection training should not be viewed as training that applies the same timeframe and frequency uniformly to all employees, unlike other types of training.
The most important point in this article
Rather than grouping five training sessions at once
You must manage the applicability, target audience, duration, and supporting documents separately for each training session.
You must manage the applicability, target audience, duration, and supporting documents separately for each training session.
The standards vary depending on the size of the workplace, industry, whether personal information is processed, and whether a retirement pension system is operated.
📌 Key Summary
| Education Name | Main targets | Training time | Fines and Sanctions Criteria |
|---|---|---|---|
| Workplace disability awareness training | Employers and workers | Once a year, for at least one hour | A fine of up to 3 million won for failure to implement or violation of the obligation to retain data |
| Industrial Safety and Health Education | It varies depending on the industry and size of the workplace, the workers' duties, and whether they are exempt from application under the enforcement decree. | Varies by training course, such as regular, recruitment, work content change, and special training. | Fines of up to 5 million won for failure to conduct regular or recruitment training, and up to 30 million won for failure to conduct special training, etc. |
| Workplace sexual harassment prevention training | All workplaces employing workers | At least once a year | A fine of up to 5 million won for failure to conduct or post training content |
| Personal Information Protection Training | Persons processing personal information, personal information handlers | Conducting necessary training regularly · No statutory fixed hours | Rather than simplifying it to a fixed penalty for the failure to conduct training itself, it is verified together with violations of personal information processing and safety measure obligations. |
| Retirement Pension Education | Retirement pension scheme subscribers | At least once a year | A fine of up to 10 million won for non-compliance |
Generally, the five major mandatory statutory training courses refer to workplace disability awareness training, industrial safety and health training, workplace sexual harassment prevention training, personal information protection training, and retirement pension training. However, not all training applies equally to all workplaces; the target audience, duration, and penalty standards vary depending on the size of the workplace, industry type, whether personal information is processed, and whether a retirement pension system has been implemented. The Korea Employment Agency for Persons with Disabilities also organizes the five major training courses in this manner in its guidelines.
🔎 What are the 5 Major Mandatory Legal Educations?
The "5 Major Statutory Mandatory Training" is a practical term used to collectively refer to the key training that companies are required to conduct regularly in accordance with relevant laws. To be precise, these are not regulated under a single law under the name "5 Major Trainings," but rather each training is based on different laws.
Therefore, rather than issuing a blanket directive stating that "all five training programs must be conducted for all employees in the same manner every year," you must verify the applicability and target list for each training program separately.
| Confirmation items | Reasons why you need to check |
|---|---|
| Workplace size | The applicability of industrial safety and health training, etc., may vary depending on the scale and industry. |
| Employment status of workers | Sexual harassment prevention training applies to workplaces employing workers. |
| Whether personal information is processed | Training for personal information handlers is required when processing personal information. |
| Whether or not a retirement pension system is operated | Retirement pension education is required if there are participants in the retirement pension system. |
| Whether educational materials are stored | If the fact that training was conducted cannot be proven, it may be deemed as not conducted. |
Practical Points · Problems such as “omission of participants,” “insufficient training time,” “failure to retain supporting documents,” and “incorrect guidance from private institutions” occur more frequently than the training itself.
👥 Who needs to check this?
It is recommended that relevant departments review the five major mandatory legal training courses together rather than the HR manager managing them alone.
| manager | Things to check |
|---|---|
| HR Manager | Training schedule, list of participants, completion status, management of new hires, employees on leave, and employees returning from leave |
| Safety and Health Officer | Target audience, training hours, and training content by job function for industrial safety and health education |
| Management Support Manager | Educational institution contract, costs, supporting documents, internal notice |
| Privacy Officer | Personal information handler training, internal management plan, access control management |
| Retirement pension manager | Retirement pension subscriber education, whether it is outsourced to a retirement pension provider |
| Manager/Team Leader | Encouraging training participation, preventing field workers from being omitted, and managing post-training implementation |
Managing trainees can be particularly complex in organizations with multiple branches, shift work, field staff, part-time workers, and new hires. It is not enough to simply schedule training; you must also identify who is eligible for training, who is exempt, and who requires additional training.
🧭 Procedures for the person in charge to check
It is recommended to check the five major mandatory legal training courses in order, from whether each course applies to the retention of supporting documents.
STEP 01
We differentiate the training applicable to our company.
First, instead of applying all five major mandatory legal trainings equally, you must identify the training that actually applies to our company.
| Education Name | Application Judgment Criteria |
|---|---|
| Workplace disability awareness training | Verify if it is a workplace with an employer and employees. |
| Industrial Safety and Health Education | Verification of workplace industry and size, exemption status under the Enforcement Decree, office/non-office workers, supervisors, and whether work is hazardous or dangerous. |
| Workplace sexual harassment prevention training | Verify whether it is a workplace employing workers |
| Personal Information Protection Training | Verify personal information handlers with actual access rights to personal information and personal information processing tasks. |
| Retirement Pension Education | Distinguish between severance pay systems and retirement pension systems, and check the list of DB and DC type retirement pension subscribers. |
The Korea Employment Agency for the Disabled’s guide to the five major statutory mandatory trainings explains industrial safety and health training primarily for workplaces with five or more employees, but also notes that some industries are excluded.
STEP 02
Organize the target audience and time for each training session.
The target audience and duration of training vary by course. If you attempt to handle everything at once with a “1-hour training for all employees,” some training sessions may not meet the time or content standards.
| Education Name | Target | hour |
|---|---|---|
| Workplace disability awareness training | Employers and all workers | Once a year, for at least one hour |
| Industrial Safety and Health Education | Workers, new hires, those with changed work duties, those subject to special training, supervisors, etc. | Varies by curriculum |
| Workplace sexual harassment prevention training | Employers and workers | At least once a year |
| Personal Information Protection Training | Personal information processor, personal information handler | Conduct necessary training regularly |
| Retirement Pension Education | Retirement pension scheme subscribers | At least once a year |
Workplace disability awareness training must be conducted at least once a year for one hour and applies to all employers and employees. Workplace sexual harassment prevention training must be conducted by employers at least once a year; however, if it is difficult to verify whether the educational content has been conveyed through mere distribution or posting of materials, it cannot be considered valid training. Industrial safety and health training is categorized into regular training, training upon hiring, training upon changes in work content, and special training, with different standards for training duration and content.
STEP 03
Check the penalty standards by education level.
The expression '○○ million won or less' in the table summarizes the maximum fines stipulated in relevant laws. Since the actual imposition and amount may vary depending on the type of education, the nature of the violation, the frequency of violations, and applicable standards, it should not be presented as a fixed amount.
| Education Name | Fines and Sanctions Criteria |
|---|---|
| Workplace disability awareness training | A fine of up to 3 million won for failure to conduct training or violation of the obligation to retain training materials for 3 years. |
| Industrial Safety and Health Education | Failure to conduct regular training or recruitment training may result in a fine of up to 5 million won, while failure to conduct special training, etc., may result in a fine of up to 30 million won. |
| Workplace sexual harassment prevention training | A fine of up to 5 million won for failure to conduct training or post training content |
| Personal Information Protection Training | Risk of sanctions arises if the obligations for managing, supervising, and educating personal information handlers, as well as safety assurance measures, are insufficient. |
| Retirement Pension Education | A fine of up to 10 million won for failure to conduct training at least once a year |
Rather than conducting personal information protection training for all employees at the same time, it is appropriate to determine the target audience and training content based on personal information access rights and assigned duties.
STEP 04
We manage training methods and supporting documents.
Training can be conducted through offline group training, online training, in-house training, or external outsourced training. However, more important than the training method is whether the content required by law is included, whether the participants actually completed the training, and whether supporting documentation remains.
| Supporting documents | Management purpose |
|---|---|
| Education plan | Confirm annual training schedule and target audience |
| Educational materials | Check if legally required content is included |
| List of Attendees | Check completion status for each participant |
| Online Certificate | Proof of completion of remote education |
| Training photos and progress records if necessary | Proof of offline training implementation process and supplementary training content |
| Educational Institution Contract | Proof of external commissioned training |
| Storage period criteria | Verification of data retention obligations by education |
The statutory retention periods and mandatory requirements for certificates of completion, photos, and attendance lists vary depending on the training. While the law specifies separate retention standards for training-related materials for some, such as workplace disability awareness training, not all training requires photos as a common mandatory document; therefore, the requirements are managed separately for each type of training.
✅ Practical Checklist
Quickly check the application status by training and the management status of participants and supporting documents.
📊 Here's how to use the check results
9~11
A basic educational operational system has been established. We regularly review whether it reflects the latest laws and changes in the target population.
5~8 pieces
There may be gaps in the management of participants, hours, and non-completioners for some training, or in the standards for supporting documents. We will determine the person in charge and the deadline for supplementation regarding the incomplete items.
0~4
Before selecting a training provider or finalizing the schedule, it is necessary to first organize the training applicable to the company, the list of participants, training hours, and the standards for managing documentation.
It cannot be determined that all training obligations have been fulfilled based solely on the number of checks. The applicability of each training session must be re-verified based on the company's industry, size, operation of a retirement pension system, personal information processing tasks, and the employees' actual job duties.
RELATED RESOURCE
Applicability and completion status by training
If you want to manage it in one file
If you want to manage it in one file
To manage the applicability and rationale for each training session, annual schedule, completion status of participants, supplementary training for non-completioners, and supporting documents in a single file, please use the Excel operation table below.
This document is not a file that automatically determines the applicability of each training session, but rather a practical management sheet designed to systematically record company status, rationale for decision, list of participants, training schedule, completion results, and supporting documents.
⚠️ Commonly missed points
first There are cases where the five major mandatory legal training courses are treated as a single integrated training course. While some content can be provided together, it is safer to prepare internal management sheets separately for each course, as the legal basis, target audience, duration, and proof standards differ for each.
Second There are many cases where penalties for failure to conduct personal information protection training are misrepresented. While the management, supervision, and education of personal information handlers are crucial for personal information protection training, it is difficult to simplify it like other training by imposing a "fixed fine immediately for non-compliance."
third There are cases where people misunderstand retirement pension education as being for all employees. However, retirement pension education applies only when there are employees enrolled in the retirement pension system.
Fourth There are cases where the storage of educational materials is overlooked. Even if the training was actually conducted, it is difficult to prove compliance later without certificates of completion, attendance lists, training materials, or logs.
Fifth There are cases where people are swayed by the exaggerated sales tactics of private institutions. You need to verify information such as, “If you do not receive training today, a fine will be imposed immediately,” or “You must receive it at a specific institution.”
🍀 Situations where EAP is needed
Mandatory legal training is a fundamental mechanism for regulatory compliance, but education alone cannot resolve all organizational issues. Issues such as sexual harassment, bullying, discrimination against persons with disabilities, safety accidents, personal information leaks, and organizational conflicts may require actual counseling, investigation, and recovery support following the training.
| situation | Directions for EAP Utilization |
|---|---|
| Anxiety among employees increases following reports of workplace sexual harassment and bullying | Psychological support for victims, manager response coaching |
| Conflict arises between disabled workers and colleagues | Support for internal communication, manager training |
| Employee anxiety and trauma appeared after the safety accident | Crisis intervention, psychological emergency support |
| The burden on the person in charge has increased following the personal information leak incident. | Stress counseling, organizational communication support |
| Mandatory training was conducted, but it did not lead to an improvement in organizational culture. | Organizational diagnosis, leadership training, recurrence prevention program |
The key to mandatory legal training is not merely the completion of the education, but the establishment of actual behavioral standards following the training. EAP can be utilized as a complementary system that connects grievances, conflicts, psychological burdens, and crisis responses arising after legal training.
guide · EAP does not substitute for the implementation or completion of legally mandated training, the investigation of sexual harassment or bullying cases, responses to personal information leaks, or legal judgments. Training operations and legal procedures should be managed separately, and EAP should be utilized only when psychological support and organizational recovery are required following the training.
Recommended articles to read together
Annual Operation Checklist for Mandatory Legal Education → What kind of fine is incurred if mandatory legal training is not conducted? → Free Excel Download of the 5 Major Mandatory Statutory Training Schedule (For HR Managers) →💬 Frequently Asked Questions
Q1. Are all companies required to conduct the five major mandatory legal training courses?
Not all companies are required to conduct the five training courses uniformly for all employees. Occupational safety and health training varies depending on the industry, company size, the employees' duties, and exclusion criteria, while retirement pension training targets participants in defined benefit (DB) and defined contribution (DC) retirement plans. Since personal information protection training must also be conducted with a focus on actual personal information handlers, you must first verify the applicability of each training course and the list of eligible participants.
Q2. Is it okay to conduct the five major mandatory legal training courses all at once on a single day?
While it may be possible in some cases, the essential content and duration for each training session must be met. In particular, since the duration of industrial safety and health training varies depending on the job and curriculum, and disability awareness training requires a minimum of one hour per year, it is advisable to manage the completion hours and documentation for each training session separately, even when operating as integrated training.
Q3. Is it recognized as online education?
Online training may also be utilized if the criteria for each type of training are met. However, simply sending materials or posting them on a bulletin board may make it difficult to verify whether the training content was actually delivered. The system must be operated in a way that allows for the verification of completion status, training hours, content, and the list of participants.
Q4. Is there a fine for personal information protection training as well?
The Personal Information Protection Act mandates training for personal information handlers to ensure their proper handling. However, it is difficult to simplify this process by imposing a fixed fine for failing to conduct a certain number of hours of training annually, as is done with other educational programs. The risk of sanctions must be verified alongside actual violations of personal information processing obligations, such as data leakage, inadequate safety measures, and insufficient management and supervision of handlers.
Q5. If the training is outsourced to an external agency, does the company's liability disappear?
While some training can be outsourced to external organizations, the employer is fundamentally the entity responsible for conducting the training. Therefore, even when using an external agency, the company must ultimately verify the training content, participant completion, certificates, attendance lists, and the retention of records.
NEXT STEP
Legal mandatory education is not merely about managing completion.
If you want to operate as an organizational risk management system
If you want to operate as an organizational risk management system
Review training, counseling, and organizational support methods tailored to your organization through a Nudge EAP implementation consultation.
Go to Nudge EAP Implementation Consultation →📚 Source
· Korea Employment Agency for the Disabled: 5 Major Mandatory Statutory Training at a Glance
· Korea Employment Agency for the Disabled, Explanation of Workplace Disability Awareness Training System
· Korea Employment Agency for the Disabled, Notice on Mandatory Workplace Disability Awareness Training
· National Law Information Center, Article 29 of the Occupational Safety and Health Act
· National Law Information Center, Article 26 of the Enforcement Rules of the Occupational Safety and Health Act
· National Law Information Center, Article 175 of the Occupational Safety and Health Act
· National Law Information Center, Article 3 of the Enforcement Decree of the Act on Equal Employment Opportunities for Men and Women and Support for Work-Family Balance
· National Law Information Center, Article 39 of the Act on Equal Employment Opportunities for Men and Women and Support for Work-Family Balance
· Personal Information Protection Commission Personal Information Portal, Personal Information Protection Education Guide
· National Law Information Center, Article 30 of the Enforcement Decree of the Personal Information Protection Act
· National Law Information Center, Article 32 of the Employee Retirement Benefit Guarantee Act
· National Law Information Center, Article 48 of the Employee Retirement Benefit Guarantee Act
· Korea Employment Agency for the Disabled, Explanation of Workplace Disability Awareness Training System
· Korea Employment Agency for the Disabled, Notice on Mandatory Workplace Disability Awareness Training
· National Law Information Center, Article 29 of the Occupational Safety and Health Act
· National Law Information Center, Article 26 of the Enforcement Rules of the Occupational Safety and Health Act
· National Law Information Center, Article 175 of the Occupational Safety and Health Act
· National Law Information Center, Article 3 of the Enforcement Decree of the Act on Equal Employment Opportunities for Men and Women and Support for Work-Family Balance
· National Law Information Center, Article 39 of the Act on Equal Employment Opportunities for Men and Women and Support for Work-Family Balance
· Personal Information Protection Commission Personal Information Portal, Personal Information Protection Education Guide
· National Law Information Center, Article 30 of the Enforcement Decree of the Personal Information Protection Act
· National Law Information Center, Article 32 of the Employee Retirement Benefit Guarantee Act
· National Law Information Center, Article 48 of the Employee Retirement Benefit Guarantee Act
This content is intended for general informational purposes. Specific legal, labor, medical, and psychological counseling matters may vary depending on workplace conditions and the latest laws, so review by relevant experts may be necessary.
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