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Management of Non-Completion of Mandatory Legal Education - Reminder Frequency, Supplementary Education, and Proof Standards
2026.08.07 13:32
Management of those who have not completed mandatory legal education It is not a task that simply checks how many times reminders have been sent. HR and training managers must manage everything from the list of trainees, reasons for non-completion, re-notification history, supplementary training schedules, final completion status, and supporting documents.
In particular, since target audiences, training hours, implementation methods, and verification standards may vary by training type, rather than applying the same number of reminders or supplementary training methods to all mandatory legal training A method of establishing internal management procedures for non-completionists after verifying standards for each training course. This is necessary.
This post compiles and organizes questions regarding reminders and supplementary education for non-completionists that were actually submitted to the inquiry board.
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View inquiries regarding reminders for those who have not completed training
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View inquiries regarding supplementary training for regular employee training
situation
When conducting mandatory legal training, some employees may not complete the training by the deadline.
There may be employees who did not access the online training link sent to them, those who were on vacation, working outside, or on a business trip on the training day, or those not included in the existing training schedule, such as new hires or employees returning from leave.
At this time, the main points the person in charge needs to check are as follows.
| What the person in charge is curious about | Things to check |
|---|---|
| How many times should I send a reminder? | Is there a legally mandated limit, and how will internal standards be determined? |
| When is the supplementary training held? | Is separate training available after the existing training ends? |
| How are non-completionists recorded? | How far will the reasons for non-completion and re-notification history be recorded? |
| Do I only need to keep the results of the outsourced training? | Whether to cross-reference separately with the company's target list |
| What should I do if I keep failing to complete it? | What kind of record will be left after being provided with a supplementary opportunity |
Since mandatory legal education is not conducted under a single standard, first Which education has not been completed It is important to distinguish between them.
conclusion
Management of those who have not completed mandatory legal education The key is not the number of reminders itself, but whether the trainees were sufficiently notified, the reasons for non-completion were verified, opportunities for supplementary training were provided, and whether final completion can be verified. no see.
The general internal operation flow can be summarized as follows.
| step | Operational Example | Management points |
|---|---|---|
| Before training | Finalized List of Participants and First Notice | Check eligibility, training period, and completion criteria |
| During training | 1-2 reminders for non-completionists | Check for users who are not connected or have not completed the task. |
| Before the deadline | Final Information | Information on Deadline, Contact Info, and Supplementary Training |
| After closing | Confirmation of reason for non-completion | Distinction between leave of absence, field work, new hire, error, etc. |
| supplementary education | Separate schedule or retake information | Check content, time, and method for each training session |
| Final management | Organization of completion records and supporting documents | Compare the subject list with the final results |
Rather than viewing the number of reminders as a universally mandated legal limit for all training, it is closer to establishing internal standards based on the company's training schedule and operational methods.
thus 1st Notice → Mid-term Reminder → Pre-deadline Notice → Verification of Reason for Non-completion → Supplementary Training → Final Completion Confirmation It is practical to manage by establishing a flow and keeping records of each step.
reason
The legal basis and operational standards for mandatory legal education vary by type.
For example, workplace sexual harassment prevention training is conducted in accordance with the "Act on Equal Employment Opportunities for Men and Women and Support for Work-Family Balance," and workplace disability awareness training also has implementation standards set forth in separate laws.
Under the Industrial Safety and Health Act, the standards for industrial safety and health education may vary depending on the type of education and the classification of workers; similarly, relevant laws and internal management standards must be verified for personal information protection education and retirement pension education, respectively.
thus
You just need to send a few reminders to those who have not completed mandatory legal training.
It is difficult to establish management standards with a single common number like that.
HR and training managers First, verify the target participants, implementation standards, training methods, and supporting documents for each training session, then consistently operate the management procedures for non-completionists according to internal company standards. It is good to do so.
Practical Checkpoints
1. Set the frequency and timing of reminders based on internal standards.
In practice, considering the training period, number of employees, and training methods, you can operate by providing re-notifications about 1 to 2 times before the deadline.
What is important is not the number itself Managing so that it is possible to verify to whom, when, and with what content guidance was provided no see.
| division | Point of view example | Information |
|---|---|---|
| Initial Information | Before training starts · Start date | Course Name · Target · Duration · Completion Criteria · Contact Info |
| 1st reminder | About 7 days before the deadline | Information on incomplete status and remaining period |
| Second reminder | 2~3 days before the deadline | Final Course Request and Deadline Information |
| After closing | After the training ends | Information on Checking Reasons for Non-completion and Supplementary Training |
The above schedule is Internal Operation Example The actual timing must be adjusted according to the type of training and the company schedule.
2. Classify and record the reason for non-completion.
Managing non-compliance by distinguishing the reasons, rather than marking all non-compliance participants as the same, makes subsequent actions clearer.
| Reason for non-completion | Management direction |
|---|---|
| Vacation, fieldwork, business trip | Separate schedule or retake information |
| Long-term leave of absence/sick leave | Reconfirm training targets and timing upon return |
| New hires | Check for additional training based on hiring date |
| System error | Retention of error and inquiry history |
| Link unconfirmed | Resend notification and confirm receipt |
| Need to verify eligibility | Review of application standards by education |
| Repeated non-participation | Record of individual guidance and supplementary opportunity provision |
Simply Miisu Rather than just writing that Reason → Action → Final Result It is recommended to manage it so that it is connected.
3. For supplementary education, the requirements for the relevant education are also verified.
Just because there are students who have not completed the course, managing them does not end with simply resending the existing educational materials.
When operating supplementary training, you must also verify whether the essential content, training hours, training methods, and completion verification criteria are met.
When managing supplementary education, you can leave the following items.
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Education name
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Subject
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Reason for non-completion
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supplementary education methods
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Training period
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Final completion status
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Certificate of Completion · Attendance · System Completion History
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Location of storage for supporting documents
4. Compare the list of subjects with the final completion records.
Proof of mandatory legal education does not mean only a certificate of completion file.
Who was the target of the training, who actually completed it, and those who did not complete it How it was supplemented Being able to check up to that point makes management easier.
| Supporting documents | Purpose of verification |
|---|---|
| List of subjects | Confirm initial training target |
| Training Information Email/Notice | Check training implementation and guidance history |
| Educational materials | Check actual training content |
| Certificate of Completion/Attendance Register | Check individual completion status |
| Entrusted institution completion history | Check external system results |
| Management details of non-completioners | Verification of reasons for non-completion and follow-up measures |
| Supplementary education records | Confirmation of final supplementation |
If you used outsourced training Compare the entrusted agency's result file with the company's internal list of subjects one more time. It is good to do so.
5. Information on non-completionists is shared only to the extent necessary.
The list of non-compliance recipients may include the employee's name, department, training status, and, in some cases, personal reasons.
Therefore, it is recommended to share only the necessary information with the person in charge of training operations.
For example, even when the cooperation of the department head is required Guidance focusing on those who have not yet completed the course and the deadlines for the relevant department It is appropriate to avoid unnecessarily conveying personal reasons for non-completion.
Final Checklist for Person in Charge
The checklist below is for internal inspection purposes to ensure that the management of those who have not completed mandatory legal training is carried out without omission.
especially Finalization of participant list, reminder history, supplementary training records, retention of final supporting documents These are basic verification items. If even one of these items is not sorted out, it is recommended to address it first rather than considering the management of non-completioners complete.
Among all items If 3 or more are insufficient It is recommended to review the education operation standards, subject management methods, supplementary education procedures, and supporting document retention standards, rather than simply sending a reminder email one more time.
| division | Confirmation items | check |
|---|---|---|
| List of subjects | Have you finalized the list of participants for each training session? | ☐ |
| Target classification | Did you distinguish between subjects and excludeds? | ☐ |
| Advance Notice | Were the training period and completion criteria announced in advance? | ☐ |
| Reminder criteria | Have you set the reminder timing and criteria? | ☐ |
| Re-guidance record | Did you record the date and details of the re-notification? | ☐ |
| Reason for non-completion | Did you distinguish the reasons for non-completion? | ☐ |
| supplementary education | Were you informed of the opportunity for supplementary education or retaking the course? | ☐ |
| Educational requirements | Did you verify whether the supplementary education meets the standards for the relevant education? | ☐ |
| Final comparison | Did you compare the final list of candidates with the completion records? | ☐ |
| Supporting documents | Did you keep the certificate of completion, attendance register, and supplementary training records? | ☐ |
| Sharing scope | Did you manage the scope of access and sharing of information on non-completionists? | ☐ |
FAQ
Q1. How many reminders should be sent to those who have not completed mandatory legal training?
It is difficult to say that there is a fixed number of reminders that applies universally to all mandatory legal training. Depending on the company's internal schedule, a standard of one to two follow-up reminders before the deadline can be set after the initial notice; however, it is more important to record the date and content of the reminders than the number of reminders.
Q2. If there are students who do not complete the course, is it considered that the training was not conducted?
This may vary depending on the standards and circumstances of each training session. If there are students who fail to complete the course, it is recommended to verify the reason, provide guidance on supplementary training, and then manage their final completion status.
Q3. For supplementary training, should I resend the existing training materials?
You must verify on a case-by-case basis whether simply providing updated materials is sufficient. You must proceed with the training only after confirming that the essential content, duration, method, and completion criteria are met.
Q4. How do you manage employees on leave or long-term absences?
You must check the eligibility criteria for each training course and the timing of leave of absence and return. Rather than simply treating it as non-completion... On leave of absence , Training scheduled after return , Reconfirm eligibility It is recommended to manage them by classifying the reasons, such as [list of reasons].
Q5. If I use outsourced training, do I only need to keep the vendor's result files?
While completion records from entrusted institutions serve as important proof, they must be cross-referenced with the company's complete list of subjects to verify any omissions. It is recommended to finalize the completion status based on the company's standards.
Related Posts
Next step
In cases where members require separate psychological support due to job stress, relationship conflicts, experiences of bullying or sexual harassment, etc., during the operation of mandatory legal training Provides supplementary guidance on EAP counseling channels, separate from the operation of legally mandated education. You can do it.
If you are reviewing a psychological support system for your members along with operating mandatory legal training and managing non-completioners, please use the Nudge EAP implementation consultation.
👉 Go to Nudge EAP Implementation Consultation →
Source and Information
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National Law Information Center, Article 29 of the Occupational Safety and Health Act
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National Law Information Center, Article 32 of the Employee Retirement Benefit Guarantee Act
This content is intended for general informational purposes. Specific judgments regarding laws, labor relations, training operations, personal information protection, and industrial safety and health may vary depending on the specific workplace situation and the latest laws and official guidelines; therefore, a review by relevant authorities or experts may be required if necessary.
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