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Free Excel Download of the 5 Major Mandatory Statutory Training Schedule (For HR Managers)
2026.07.22 13:46
The five major mandatory legal training programs are not a system where all training is conducted at once with the same target audience and duration. While workplace sexual harassment prevention training, workplace disability awareness training, personal information protection training, retirement pension training, and industrial safety and health training are generally referred to as a group, their respective legal basis, target audiences, frequency, and time standards differ.
For example, personal information protection training must be conducted with a focus on personal information handlers, while retirement pension training targets subscribers to the retirement pension system. The course and duration of industrial safety and health training may vary depending on the industry and size of the workplace, the duties of the employees, and whether there have been any changes in hiring or work tasks.
To enable HR personnel to categorize training applicable to the company and manage everything from the annual schedule to participants, completion status, and supporting documents all at once. Excel Schedule for the Operation of the 5 Major Mandatory Statutory Training Programs I have prepared.
Free Download of Schedule for the 5 Major Mandatory Legal Training Programs
In the attached file Operation Schedule for the 5 Major Statutory Mandatory Trainings (for HR Managers) Download it and use it to manage your company's training schedule and completion status.
▶ [Download Excel Schedule for the 5 Major Mandatory Legal Training Programs]
Contents included in this material
| Data organization | Things to check and manage |
|---|---|
| Basic Workplace Information | Company Name, Industry, Number of Permanent Employees, Department in Charge, Date of 작성 |
| Whether training is applied | Application/Non-application by Education and Basis for Decision |
| Annual training schedule | Course name, planned month, course duration, teaching method |
| Patient management | All eligible individuals, excluded individuals, new hires, employees on leave of absence/returning employees |
| Check training hours | Comparison of Statutory Period/Time and Actual Operating Time |
| Completion Status | Target population, number of completers, number of non-completers, completion rate |
| Management of non-completioners | Re-notification date, supplementary training schedule, final completion status |
| Management of supporting documents | Training plan, roster, training materials, certificate of completion, implementation results |
| Confirmed by the person in charge | Training Manager, Reviewer, Final Completion Date |
| significant | Records of exclusions, simplified training, external outsourcing, etc. |
This document is not a legal judgment table that automatically determines the applicability of the five major mandatory legal trainings. It is a practical management table designed to identify necessary training and record operational status based on the company's industry, size, whether personal information is processed, retirement pension system, and the actual work of employees.
Targets and Frequency of the 5 Major Statutory Mandatory Education Programs
| Education Name | Main targets | Basic cycle/time |
|---|---|---|
| Workplace sexual harassment prevention training | Employers and workers | At least once a year |
| Workplace disability awareness training | In principle, employer and employee | Once a year, for at least one hour |
| Personal Information Protection Training | Personal Information Handler | Regularly required training |
| Retirement Pension Education | Defined benefit and defined contribution retirement pension subscribers | At least once a year |
| Industrial Safety and Health Education | Workers, supervisors, etc. at applicable workplaces | Varies depending on the curriculum and target audience |
Workplace sexual harassment prevention training must be conducted at least once a year. The training must include relevant laws and regulations, the company's incident handling procedures and standards, and grievance counseling and relief procedures for victimized employees. Simply distributing or posting training materials may not be recognized as training, as it is difficult to verify whether the content was properly conveyed.
The basic standard for workplace disability awareness training is at least once a year for one hour. However, since the available training methods may vary depending on the size of the workplace and whether there is a mandatory employment obligation for persons with disabilities, you must also check the method applicable to your specific workplace.
Personal information protection training is not a uniform training mandated to be conducted for all employees once a year for one hour. Personal information processors must regularly provide necessary training to personal information handlers to ensure the proper handling of personal information.
Employers who have established a defined benefit or defined contribution retirement pension plan must provide education to subscribers on the operation status of the retirement pension plan, etc., at least once a year.
Industrial safety and health education is classified into regular education, education upon hiring, education upon changes in work content, and special education, and the time and content for each course vary according to Annex 4 and Annex 5 of the Enforcement Rule of the Industrial Safety and Health Act.
How to Use the Operation Schedule for the 5 Major Mandatory Statutory Education Programs
1. Differentiate the training applicable to the company.
First, check the company's applicability for each training.
- Business type and number of regular employees
- Employees and system accessors handling personal information
- Whether to introduce a retirement pension system and subscribers
- Classification of office, sales, and field positions
- Supervisors and special training participants
- New hires and those changing job duties
- Employees on leave of absence, those returning to work, and those who joined mid-term
- Daily and fixed-term workers
If you register all training sessions for all employees based solely on the title '5 Major Trainings,' the actual target audience and training hours may not match.
2. Enter the annual schedule for each training session.
After checking the implementation cycle for each training and the company's operational schedule, determine the planned month and course period.
| Education Name | Whether to apply | Planning period | List of subjects finalized | Training completed | Organization of supporting documents |
|---|---|---|---|---|---|
| Sexual harassment prevention education | Applied/Not Applied | Monthly input | Completed/Incompleted | Completed · In Progress · Not Conducted | Completed/Incompleted |
| Disability Awareness Education | Applied/Not Applied | Monthly input | Completed/Incompleted | Completed · In Progress · Not Conducted | Completed/Incompleted |
| Personal Information Protection Training | Applied/Not Applied | Monthly input | Completed/Incompleted | Completed · In Progress · Not Conducted | Completed/Incompleted |
| Retirement Pension Education | Applied/Not Applied | Monthly input | Completed/Incompleted | Completed · In Progress · Not Conducted | Completed/Incompleted |
| Industrial Safety and Health Education | Applied/Not Applied | Input by process | Completed/Incompleted | Completed · In Progress · Not Conducted | Completed/Incompleted |
While it is possible to run multiple training programs during the same period, it is recommended to manage the target audience, content, duration, completion criteria, and supporting documents for each separately.
3. Manage the list of participants by training.
Rather than applying the entire employee list uniformly to all training, we differentiate participants by training type.
Personal information protection training should be managed with a focus on employees who actually handle personal information and system access personnel, and retirement pension training must verify enrollment in the retirement pension scheme.
Industrial safety and health training must be managed by distinguishing between office workers, field workers, supervisors, new hires, those with changed work duties, and those subject to special training.
4. Non-completionists are managed separately.
The operation is not completed merely by the fact that the training has been distributed. Check the completion status during and before the end of the course period and record the following items.
- Target number of participants per training
- Current number of students and completion rate
- List of non-completers
- Re-announcement Date
- Scheduled date for supplementary training
- Final completion result
- Reasons for non-completion, such as long-term leave or resignation
- Confirmation date by the person in charge
We check whether additional training is necessary to ensure that new hires or employees returning from leave are not omitted from the existing annual roster.
5. Organize training supporting documents.
After the training ends, the following materials are stored by class.
- Annual education plan
- List of trainees
- Education Guide Record
- Educational materials and educational content
- List of Attendees and Completers
- Individual certificate of completion
- Confirmation of Training Implementation
- Online progress rate and evaluation results
- Re-guidance records for non-completionists
- Supplementary education results
- External Educational Institution Contract and Performance Data
If you only keep completion certificates, it may be difficult to verify the selection of trainees and the management of non-completionists. It is recommended to manage the entire process, from the training plan to the final completion results.
Commonly Overlooked Items When Operating Mandatory Legal Training
| Target for verification | Items to check by the person in charge |
|---|---|
| Mid-term hires | Since joining after the initial training, I wonder if I was omitted from the training. |
| employees on leave of absence or returning to work | Whether additional training is required at the time of return to work |
| Managers and executives | Whether employers, supervisors, etc. are included in the training対象 |
| Personal Information Handler | Whether actual personal information access rights and tasks are reflected |
| Retirement pension subscribers | Whether enrollment in the retirement pension plan matches the list |
| Field workers | Whether the industrial safety and health education course and duration are appropriate |
| foreign workers | Whether they educated in an understandable language and manner |
| Non-completers | Whether the results of the re-guidance and supplementary training were also recorded |
| Supporting documents | Whether materials are stored separately by education |
Precautions when using the operation table
- We do not assume that the five training programs apply equally to all workplaces.
- We do not conduct all training collectively as a one-hour course once a year for all employees.
- We do not automatically designate all employees as recipients of personal information protection training.
- Do not confuse the severance pay system with the retirement pension system.
- Industrial safety and health training is not treated with the same amount of time as other training.
- Do not just check the course name of the educational institution; verify the actual training content and duration.
- Training is not considered complete simply by sending the course link.
- We manage follow-up training for non-completionists and new hires separately.
- We review the latest laws and applicable standards for each workplace before the training.
- Specific legal, labor, and industrial safety and health judgments may require review by relevant experts or agencies.
Download the Operation Schedule for the 5 Major Mandatory Legal Training Programs Again
Ability to manage application status by training, annual schedule, target participants, completion rates, non-completioners, and supporting documents all at once Excel Operations Sheet for HR Managers no see.
▶ [Download Excel Schedule for the 5 Major Mandatory Legal Training Programs]
Related Posts
- Comprehensive Summary of Targets, Hours, and Fines for the 5 Major Mandatory Statutory Educations
- Annual Checklist for Mandatory Legal Training (For HR Managers)
- What kind of fine is incurred if mandatory legal training is not conducted?
Frequently Asked Questions
Q1. Are all companies required to conduct all five major mandatory legal training courses?
Since application standards vary by training type, the five types of training do not apply uniformly to all workplaces. You must verify each case based on the company's industry, size, whether personal information is processed, the retirement pension system, and the actual duties of the employees.
Q2. Can I conduct five training sessions at once on the same day?
While it is possible to conduct training on the same day, you must distinguish the target audience, content, duration, and completion records for each course. Rather than keeping a single integrated certificate of completion, it is recommended to manage records verifying the conduct of each course separately.
Q3. Is it permissible to conduct mandatory legal training online?
You may utilize online training according to the standards for each course. However, do not stop at simply sharing videos or sending course links; you must verify the participants' enrollment status, completion hours, training content, and completion criteria.
Even in the case of workplace sexual harassment prevention training, education conducted using information and communication networks such as the Internet is permitted; however, if it is difficult to verify whether the educational content has been conveyed through simple distribution of materials or announcements alone, it may not be recognized as prevention training.
Q4. Is an individual certificate of completion sufficient proof?
It is recommended to keep the training plan, list of participants, training content, implementation dates, hours completed, records of non-completioners, and training results together with the certificate of completion.
Free Inquiry on Mandatory Legal Education
If you are separately finding and distributing workplace sexual harassment prevention training, personal information protection training, disability awareness training, and retirement pension training, and then collecting completion certificates, try utilizing Nudge EAP's free mandatory legal training operation.
In Nudge EAP We offer four types of mandatory legal training for free, with no limit on the number of participants. You can do this, and manage employee roster uploads, training distribution, real-time course attendance checks, and supporting document downloads from a single administrator site.
This operational schedule is designed to manage the schedules and completion status of five types of training, including industrial safety and health training. The free scope of Nudge EAP includes four types of training: workplace sexual harassment prevention training, personal information protection training, disability awareness training, and retirement pension training; industrial safety and health training is not included in the free scope.
▶ Free Inquiry on Mandatory Legal Education
Source and Information
- 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 5-2 of the Enforcement Decree of the Act on Promotion of Employment and Vocational Rehabilitation of Persons with Disabilities
- National Law Information Center, Article 28 of the Personal Information Protection Act
- National Law Information Center, Article 32 of the Employee Retirement Benefits Guarantee Act
- National Law Information Center, Article 26 and Annex 4 of the Enforcement Rules of the Occupational Safety and Health Act
This content and the attached operational schedule are intended for the purpose of providing general information and managing training schedules. As the applicability and operational standards for each training session may vary depending on the workplace's industry, size, employment type, and whether relevant systems have been implemented, it is necessary to check the latest laws and guidelines from relevant agencies.
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