Free Excel Download of the 5 Major Mandatory Statutory Training Schedule (For HR Managers)

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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

Download the "Operation Schedule for 5 Major Statutory Mandatory Training (for HR Managers)" from the attachment and use it to manage your company's training schedule and completion status.

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 Period, 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 completed students, number of non-completed students, 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.

Education Name	Main targets	Basic cycle/time
Workplace sexual harassment prevention training	Employer and worker	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.

1. Differentiate the training applicable to the company.

• 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

2. Enter the annual schedule for each training session.

3. Manage the list of participants by training.

4. Non-completionists are managed separately.

• 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

5. Organize training supporting documents.

• 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

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

• 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.

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.

Q1. Are all companies required to conduct all five major mandatory legal training courses?

Q2. Can I conduct five training sessions at once on the same day?

Q3. Is it permissible to conduct mandatory legal training online?

Q4. Is an individual certificate of completion sufficient proof?

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.

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.