What kind of fine is incurred if mandatory legal training is not conducted?

Failure to conduct mandatory legal training will result in fines depending on the type of training. , Request for correction , Supplementation of supporting documents , Supervisory response risks may arise. .

HR The person in charge “ Have you taken the mandatory legal education? ” Don't just check , What training is applied to our workplace , Who the target audience is , What penalties may be incurred if the training is not conducted , You must also manage whether supporting documents remain. . In this article, the fines that may result from failure to conduct mandatory legal education and HR Organizing the practical checklist. .

short answer

The fines for failure to conduct mandatory legal training vary depending on the type of training. .

Workplace sexual harassment prevention training , Workplace disability awareness training , Industrial Safety and Health Education , Retirement pension subscriber education is based on different laws and regulations. , The criteria for administrative fines are also not the same. . Personal information protection training is “ A fixed fine is immediately imposed solely for the failure to conduct the training. ” Rather than concluding , Personal Information Handler Management · supervision , Internal management plan , It is safe to review sanction risks along with safety obligations. .

item	HR What to check first
Key Keywords	Penalty for mandatory legal education
Related keywords	Failure to conduct mandatory legal training , fine , Proof of education , HR Checklist
Main targets	HR manager , Management Support Manager , Training Manager , Safety and Health Officer
First response principle	First, check the applicability and target groups for each training session.
Points to note	Not to regard all educational fines as the same
Related topics	Subjects of Mandatory Legal Education , Training time , Certificate of Completion , Supporting documents

The management of fines for mandatory legal education is not just about looking at the amount. , Applicable to · Training time · Educational content · Completion records · It is a task that involves verifying the storage of supporting documents. .

When will it be applied? ?

This article is in the following situations HR The person in charge can refer to this. .

situation	HR Verification points
When establishing an annual statutory mandatory education plan	Check eligibility and penalty standards by education
In cases where only some employees have completed the training	Confirmation of omissions and the need for supplementary education
If you only keep the online education completion certificate	Educational materials , List of subjects , Check even the completion records
If new employee training is missed	Training upon hiring · Check Regular Training Classification
In the case of operating a retirement pension system	Check whether subscriber training is being conducted
If there is a department that processes personal information	Verification of personal information handler training and internal management plan
Cases where external educational institutions conduct business while emphasizing fines	Verify official laws and registration authority status
Labor supervision · inspection · If an internal audit is scheduled	Organization of training implementation records and supporting documents

Mandatory legal education is “ Once all employees take the same training once, it's over. ” If you manage it that way, omissions are likely to occur. . Since the application standards and penalty criteria vary by training type, it is recommended to maintain separate management tables for each type of training. .

HR Tasks the person in charge must do

1. We first distinguish the training applicable to our company.

First, you should not assume that all training applies equally to all workplaces. . There is also training that most workplaces need to verify, such as sexual harassment prevention training and disability awareness training. , Industry like industrial safety and health education · scale · There are also training programs where specific standards vary depending on the job. . Retirement pension education must be verified for subscribers at workplaces operating a retirement pension system. .

Education name	Criteria for verifying applicability
Workplace sexual harassment prevention training	Annual for employers and workers 1 Whether or not to have received training more than once
Workplace disability awareness training	Annual for employers and workers 1 Whether or not to have received training more than once
Industrial Safety and Health Education	Industry , Number of regular employees , job , work detail , Whether or not there is a supervisor
Personal Information Protection Training	Personal Information Processor · Whether or not they are personal information handlers
Retirement pension subscriber education	DB brother ·DC Operation of the retirement pension scheme and subscriber status

There is no need to unreasonably apply the same standards to training that is not subject to these regulations, but , Missed training that is subject to the requirement may lead to fines and inspection risks. .

2. Let's look at the penalty standards by type of education.

The legal basis for fines related to mandatory legal education varies by type of education. . Therefore, manage with one vote , “ only the amount ” Do not write it down; you must record the application conditions and practical precautions together. .

Education name	Fine for non-implementation · Sanctions risk	HR Practical Points to Note
Workplace sexual harassment prevention training	500 A fine of 10,000 won or less is possible.	kite 1 Performed at least once , Educational materials · Attendees' records
Workplace disability awareness training	300 A fine of 10,000 won or less is possible.	Be careful not only of non-implementation but also of violations of the obligation to retain supporting documents.
Industrial Safety and Health Education	Types of education · Number of violations · Fines may be incurred depending on the number of people.	Regular training , Training upon hiring , Training when work content changes , Special education , Classification of supervisor training
Personal Information Protection Training	Rather than concluding that it is a fixed fine solely for the failure to conduct training, consider safety measures · Review of risks due to insufficient supervision	Personal Information Handler Training , Internal management plan , Verify along with access permission management
Retirement pension subscriber education	annually 1 If subscriber training is not conducted more than once 1 Fines of up to 10 million won are possible.	Check eligibility for the retirement pension plan
Anti-graft Act · Ethics education, etc.	It may vary depending on the nature of the organization and internal regulations.	public institutions , entrusted institution , Confirm partner contract terms, etc. separately

In particular, industrial safety and health education is simply 500 10,000 won or less ” If you manage it only like that, it may be insufficient. . Types of education , subject , Number of violations , Since the method of calculating fines may vary depending on the number of workers, you must check the official guidelines together with the safety and health manager. .

3. Check if any training participants are missing.

The risk of fines is “ In cases where no education was provided at all ” In addition, it can also occur due to the omission of subjects. . For example, if a new employee did not receive training at the time of hiring or , If the supervisor has only received general worker training , There may be cases where retirement pension subscribers did not receive educational materials. .

subject	Things to check
New hires	Training upon hiring , Sexual harassment prevention education , Whether to provide privacy information
Employed workers	Completion of regular mandatory legal training
Supervisor	Whether separate supervisor training has been completed
Personal Information Handler	Understanding of personal information protection training and access control standards
Retirement pension subscribers	Records of provision and receipt of subscriber educational materials
leave of absence · reinstated employees	Whether training was omitted and the necessity of supplementary training
short-term · Fixed-term workers	Eligibility for training based on contract period and actual work

HR Don't just look at the education completion rate , “ Who the target was ” and “ Who was omitted ” We need to check together. .

4. We keep supporting documents.

Even if training has been conducted, it is difficult to explain compliance during an inspection if there is insufficient supporting documentation. . Especially in online education, only the certificate of completion is often saved, but , List of trainees and training materials , Completion status , It is recommended to keep records of supplementary education as well. .

Supporting documents	Management purpose
Education plan	Confirm annual training schedule and target audience
List of trainees	Check for missing persons
Educational materials	Verification of the appropriateness of training content
List of Attendees	Check completion status of group training
Online Certificate	Proof of completion of remote education
Training Log	Training Date , instructor , detail , Place records
email · Bulletin board sending records	Check data provision method
Supplementary education records	Non-completionists , New hires , Management of employees on leave
External Educational Institution Contract	Proof of commissioned training
Educational institution registration verification data	Check if it is a registration authority

The most important thing in education completion management is “ Do you have the certificate file? ” not “ Are the trainees and the actual completers connected? ” no see .

5. If non-implementation or omission is confirmed, supplementary training will be conducted.

If a training omission is confirmed, you must first summarize the reason for the omission and schedule a make-up training session. . Simply “ I will have them listen to it at the next training. ” Don't end with , It needs to be supplemented in consideration of statutory standards for each training and internal inspection schedules. .

When conducting supplementary training, it is recommended to leave the following items. .

Confirmation items	Record contents
omitted	name , department , job , Whether or not to train
Reason for omission	Start date , leave of absence , System error , Absence, etc.
Supplementary training date	Actual training date and completion date
Educational methods	online , set , Data provided , Video education, etc.
Educational materials	Name and version of the material used
Proof of completion	Certificate of Completion , List of Attendees , Sending records
Prevention of recurrence	Points to improve for the next training session

When an omission is discovered, the important thing is not to hide it. , It is to quickly supplement and reflect it in the next operating standards. .

Mandatory Legal Education Fine Checklist

Education classification	Major penalty standards	Practical Memo
Workplace sexual harassment prevention training	500 A fine of 10,000 won or less is possible.	kite 1 more than once , Management for all employees
Workplace disability awareness training	300 A fine of 10,000 won or less is possible.	Training implementation and supporting documents 3 Year storage confirmation
Industrial Safety and Health Education	Types of education · personnel · Fines may be imposed based on the number of violations	essence · When hiring · Change work details · Special education · Classification of supervisor training
Personal Information Protection Training	Safety measures over fixed fines · Risk-centered on insufficient supervision	Verification of personal information handler training and internal management plan
Retirement pension subscriber education	1 Fines of up to 10 million won are possible.	For those enrolled in the retirement pension scheme , annually 1 more than once
Other Ethics · Integrity training	organ · Industry · Varies depending on contract terms	public institutions , entrustment business , Confirm partner requirements separately

This table is HR When the person in charge establishes the annual training plan 1 It can be used for car inspection. . Whether a fine is actually imposed and the amount thereof are subject to the law. , Number of violations , Number of subjects , Workplace situation , Since it may vary depending on the results of the supervision, you must also check official data. .

Practical Checklist

Confirmation items	inspection
I have compiled a list of mandatory legal training applicable to our company. .	☐
I checked the legal basis and penalty standards for each type of education. .	☐
We distinguished between training for all employees and training for specific target groups. .	☐
Industrial safety and health education is regular · When hiring · Change work details · Special education · Supervisor training is divided and managed. .	☐
We separately identified the target audience for retirement pension subscriber education. .	☐
I verified the list of personal information handlers and the individuals subject to personal information protection training. .	☐
The list of trainees was compared with the list of actual completers. .	☐
Those who have not completed the course and those subject to supplementary training are managed separately. .	☐
Educational materials , Certificate of Completion , List of Attendees , Keeps dispatch records .	☐
When using external educational institutions, we verified whether they were registered institutions and the appropriateness of the educational materials. .	☐
A plan for supplementary training was established in case of non-conduct or omission of training. .	☐
Employee inquiries after training , civil complaint , We also provided guidance on stress response channels. .	☐

Common mistakes

first , This is a case where people think that the fines for all mandatory legal education are the same. .
Sexual harassment prevention education , Disability Awareness Education , Industrial Safety and Health Education , The legal basis and penalty standards for retirement pension education are different. . You must check the applicable対象 and penalties separately for each type of education. .

Second , This is a case where personal information protection training is viewed only in the same way as other mandatory training. .
Personal information protection training is for the management of personal information handlers · supervision , Internal management plan , Access control management , It is linked to the obligation of safety measures. . “ kite 1 Once the training is done, it's over. ” Rather than managing it that way, you must verify it in conjunction with the personal information processing standards. .

third , This is a case where industrial safety and health training is handled as a single online training session for all employees. .
Industrial safety and health education is regular training , Training upon hiring , Training when work content changes , Special education , We need to divide the supervisor training. . Office workers , Field workers , Supervisor , harmfulness · The criteria for hazardous work subjects may vary. .

Fourth , This is a case where retirement pension training is simply treated as mandatory training for all employees. .
Retirement pension education must be verified based on the retirement pension system subscribers. . Whether it is a workplace that operates only a severance pay system , DB brother ·DC You must first check if the workplace operates a retirement pension system. .

Fifth , This is a case where only the certificate of completion is kept and the list of participants is not recorded. .
Who was the target at the time of the inspection? , You must be able to explain who completed the course. . Educational materials , List of subjects , Certificate of Completion , Training Log , We must manage supplementary education records together. .

Sixth , This is a case where the process proceeds based solely on the penalty notice from an external educational institution. .
Some agencies may exaggerate fines to conduct business. HR Ministry of Employment and Labor , Personal Information Protection Committee , Korea Employment Agency for the Disabled , You must verify the standards using official sources such as the National Law Information Center. .

EAP If support is needed

Managing fines for mandatory legal education is closer to administrative risk management, but , In actual operation, employee grievances and organizational burdens may occur together. . After it is revealed that training was not conducted, excessive responsibility is placed on the person in charge, or , Personal information incident , sexual harassment · Report harassment , If supplementary training is needed following an industrial accident, the employee support system can also be reviewed. .

situation	EAP Directions for use
Cases where supplementary education is required after reporting sensitive information	reporter · Psychological support for witnesses , Administrator Response Guide
When supplementing safety and health education following an industrial accident or near miss.	Psychological support after an accident , Field Manager Coaching
Cases where the burden on the person in charge is heavy following a personal information leak	Job stress counseling , Relief from customer service burden
Cases where an internal dispute over responsibility arises due to the failure to conduct training	Organizational Communication Support , Manager Coaching
sexual harassment · Cases where counseling inquiries increased after harassment prevention training	EAP Consultation Channel Guide , Linkage to grievance counseling procedures

EAP It does not substitute for completing mandatory legal training or responding to fines. . However, the psychological burden that arises after the training , Response to sensitive reports , tissue recovery , It can be utilized as a supplementary system to support administrator communication. .

Frequently Asked Questions

Q1. If I never complete the mandatory legal training, will I be fined immediately? ?
It varies by education. . Sexual harassment prevention education , Disability Awareness Education , Industrial Safety and Health Education , There is a risk of penalties if retirement pension education is not conducted. . However, whether or not it is actually charged and the amount depends on the type of education , Number of subjects , Number of violations , It may vary depending on the inspection results. .

Q2. Does taking online training eliminate the risk of fines? ?
Online education itself is not the problem. . However, the target of education , Training time , Educational content , Completion status , The supporting documents must meet the standards. . If you use external commissioned training, you must also check the educational institution's registration status and the criteria for issuing completion certificates. .

Q3. Is there a set fine for not conducting personal information protection training as well? ?
Personal information protection training is like other training “ Fixed fine for failure to conduct training ” It is difficult to simplify to this. . Personal Information Handler Management · supervision , Internal management plan , Obligation to take safety measures , It is safe to review sanctions risks along with whether a leakage accident has occurred. .

Q4. Do we have to provide retirement pension training to all employees? ?
Retirement pension education must be verified for subscribers to the retirement pension system. . DB Brother or DC Businesses operating a retirement pension system provide subscribers with an annual 1 Training must be conducted at least once. .

Q5. Is it a problem even if only some employees were unable to attend the training? ?
It could be a problem . The risk of penalties can arise not only from the complete failure to conduct training but also from the omission of eligible participants. . If any omissions are identified, supplementary training will be conducted. , It is recommended to keep records of the reason for omission and supplementary information. .

Next step

The management of penalties for mandatory legal training should not be judged solely based on training business records. . Our company's industry , scale , Target audience , Whether or not a retirement pension system is operated , Scope of Personal Information Handlers , You must first identify the subjects for industrial safety and health education. .

Instead of ending mandatory legal education with mere completion management , Response to sensitive reports , Psychological support after an accident , Manager Training , EAP If you want to operate counseling referrals as well, Nudge EAP Training tailored to our organization through introduction consultation · counsel · Review the organizational support system. .

👉 Go to Nudge EAP Implementation Consultation →

Source and Information

This content is intended to provide general information for corporate practitioners to refer to. . Specific laws , Labor , employment , Personal Information Protection , Occupational Safety and Health , As matters requiring psychological counseling may vary depending on the workplace situation and the latest laws, a review by a relevant expert may be necessary. .

Mandatory Workplace Training Overview