Bringing a new employee on board involves more than just role-specific orientation, it’s also critical to train them on key compliance topics from day one. Effective compliance training during onboarding helps prevent legal violations, fosters a safer and more respectful workplace, and builds a culture of ethics and trust. By educating new hires on laws, regulations, and company policies early, organizations can avoid costly incidents and reinforce their values. In fact, companies with strong ethical cultures experience significantly less misconduct and ethical breaches than those with weak cultures. Conversely, poor compliance awareness can lead to harassment claims, data breaches, safety accidents, or other violations that damage morale and incur heavy penalties.
Compliance training at the “awareness” stage is not about technical details or job skills, it’s about instilling the basic standards of behavior and responsibility expected in any role. The following sections outline five essential compliance training programs for new employees in any industry. These training areas cover the most common risks and requirements that HR professionals, CISOs, and business leaders should address to protect their organization and employees from day one.
Benefits of compliance training for new employees include: reducing the risk of legal fines and lawsuits, preventing workplace accidents and misconduct, improving employee confidence in handling sensitive situations, and creating a respectful, inclusive company culture. In short, an informed employee is an empowered employee, one who understands the rules of the workplace and can contribute to a positive, compliant work environment.
One of the most urgent compliance priorities for any new hire is anti-harassment and anti-discrimination training. This training educates employees about what constitutes sexual harassment, bullying, and unlawful discrimination, and it underscores the company’s zero-tolerance policies. Given that a shocking 81% of women (and 43% of men) report having experienced some form of sexual harassment over their careers, every organization must proactively work to prevent such behavior. Harassment prevention training teaches new employees how to recognize inappropriate conduct (whether based on sex, race, religion, or other protected characteristics), how to report incidents through the proper channels, and the consequences for those who engage in harassment or retaliation.
This training isn’t just good practice, it’s often the law. Multiple U.S. states (including California, Illinois, and New York) require private employers to provide sexual harassment prevention training to employees by statute. Even where not mandated, delivering this training at onboarding sends a strong message that the company is committed to a safe, respectful workplace. It can cover scenarios ranging from quid pro quo harassment by a supervisor to peer-to-peer bullying or microaggressions, using real-world examples to drive the point home.
Importantly, harassment and discrimination training can help avoid costly litigation and settlements. The U.S. Equal Employment Opportunity Commission (EEOC) recovers hundreds of millions of dollars each year for victims of workplace harassment, approximately $664 million in 2023 alone. By educating new hires upfront, companies reduce the likelihood of such incidents and demonstrate to all employees that everyone deserves to be treated with dignity and respect. A solid training should also explain the process for requesting accommodations (e.g. for disabilities or religious practices) and emphasize that discrimination in any form is not just against policy, it’s against the law.
Diversity, Equity, and Inclusion (DEI) training is a natural complement to harassment prevention. While harassment training focuses on stopping negative behaviors, diversity training promotes positive understanding and appreciation of differences. New employees should learn about the value of a diverse workforce and inclusive practices. This includes exploring concepts like unconscious bias, cultural sensitivity, and effective communication across a diverse team. The goal is to ensure every employee feels welcomed and valued, and that new hires contribute to a culture of respect and collaboration.
From a business perspective, diversity training is not just an HR initiative but a compliance and performance strategy. Many organizations have recognized that diverse and inclusive teams simply perform better. Research shows that companies in the top quartile for ethnic and cultural diversity are 36% more likely to financially outperform their less diverse peers. Diverse teams bring a wider range of perspectives and ideas, leading to more innovation and better decision-making. By training new employees on inclusion, companies encourage behaviors like open-mindedness, active listening, and challenging one’s own biases, all of which reduce the risk of discrimination and help unlock the advantages of a diverse workforce.
Real-world cases have underscored the importance of this training. For example, after a high-profile racial bias incident in 2018, Starbucks closed over 8,000 stores for a day to conduct company-wide racial bias training for 175,000 employees. This dramatic step was a response to a failure in inclusion, and it illustrates how seriously organizations must take these issues. Incorporating DEI training in onboarding can prevent such incidents by teaching new hires the principles of inclusive behavior from the start. New employees learn about the company’s diversity policies, employee resource groups, and how to respectfully engage with colleagues from all backgrounds. Over time, this creates a more cohesive team and helps the organization meet equal opportunity compliance standards by addressing subtle biases before they manifest in problems.
Every new employee should be introduced to the organization’s Code of Conduct, essentially, the rulebook for ethical and compliant behavior. Code of conduct and ethics training reviews the core values and standards that all employees are expected to uphold. Typically, this training covers topics such as honesty and integrity, avoiding conflicts of interest, anti-bribery and corruption laws, proper use of company assets, confidentiality, and reporting unethical behavior (whistleblowing). While new hires likely receive an employee handbook, a dedicated training session helps reinforce those policies through discussion and examples, ensuring that employees truly understand them.
An effective code of conduct training will clarify why these rules matter. It connects the dots between individual actions and broader legal or reputational consequences. For instance, accepting lavish gifts from a vendor might violate anti-corruption laws, or sharing confidential client data could breach privacy regulations. By learning about these scenarios in training, new employees are less likely to commit infractions out of ignorance. Moreover, they see that leadership is serious about ethics, which encourages them to speak up if they witness misconduct. In organizations with robust ethical cultures (often cultivated through such trainings), employees report far fewer incidents of wrongdoing. In fact, companies with strong ethical cultures experience 50% less overall misconduct than those with weak cultures. This link highlights that teaching ethics isn't just moral preaching; it’s a proven way to reduce violations of laws and policies.
During the onboarding phase, code of conduct training can be interactive, using case studies or dilemmas to let new hires practice making ethical decisions. For example, a training module might pose a scenario about expense report fraud or insider trading and ask employees what they would do. This engages employees and makes the policies more memorable. The session should also inform employees how to get help (such as consulting HR or a compliance officer) if they're unsure about a situation, and assure them that the company prohibits retaliation against those who raise concerns. By instilling these guidelines early, organizations create a foundation of trust and accountability, empowering new team members to do the right thing and uphold the company’s reputation.
In today's digital-centric workplaces, cybersecurity and data privacy training is essential for all new employees, not just IT staff. This compliance training focuses on protecting sensitive information and following laws/regulations related to data protection (such as GDPR or HIPAA, depending on the industry). New hires learn the fundamentals of good cyber hygiene: using strong passwords, recognizing phishing emails, safe internet usage, and proper handling of customer or employee data. Since human error is often the weakest link in security, educating employees can dramatically lower the organization’s risk of a breach. Studies have found that an overwhelming majority of data breaches, between 88% and 95%, are caused by human mistakes or behavior. Clearly, one careless click or misplaced file by an uninformed employee can lead to costly incidents.
A comprehensive cybersecurity onboarding will cover practical do’s and don’ts. For example, employees might be trained not to download unapproved software, to double-check the authenticity of requests for sensitive information, and to report any lost devices immediately. They should also understand the legal side of data privacy: e.g., that certain personal data must be kept confidential and that there are severe penalties for mishandling personal identifiable information. This is particularly critical if the company operates in regulated sectors or handles consumer data. By emphasizing these points in new hire training, companies comply with requirements like data protection laws and also avoid the financial and reputational damage of breaches.
Real-world examples can drive the message home, such as anecdotes of phishing scams that fooled employees or data leaks that resulted from a stolen laptop. The training might include short quizzes or even a phishing email simulation to test new hires’ awareness. The tone should not be about blaming or scaring employees, but empowering them as the “first line of defense” in information security. When new staff understand the stakes, that a single weak password or unsecured document can have enormous consequences, they are far more likely to follow protocols diligently. This proactive approach is far easier and cheaper than dealing with a cybersecurity incident later, and it helps fulfill compliance obligations under frameworks like ISO 27001 or industry-specific security standards.
Every new employee, whether they work in a factory or a corporate office, should receive basic workplace safety training as part of onboarding. This training is about complying with occupational safety laws (such as OSHA regulations) and, more importantly, keeping everyone safe from injuries or hazards. It typically covers general safety rules, emergency procedures, and how to report potential dangers. For instance, new hires should learn about fire safety (locations of exits and extinguishers, evacuation plans) and ergonomics (proper workstation setup to avoid strain). In more physical or high-risk workplaces, safety training will also include instructions on using protective equipment, handling machinery, or hazardous materials. By law, many employers must train workers in the safety and health aspects of their jobs, OSHA standards explicitly require it for numerous industries and tasks. Even in an office setting, demonstrating a commitment to safety during onboarding shows employees that their well-being is a priority.
A crucial but sometimes overlooked aspect of safety training is workplace violence prevention. Unfortunately, acts of aggression or violence can occur in any workplace, so preparation is key. OSHA estimates that approximately 2 million American workers are victims of workplace violence each year. New employees should be instructed on how to recognize warning signs of potential violence (such as threats or escalating conflicts), the procedures for reporting concerns about a coworker or third party, and how to respond during incidents like an active shooter or other emergencies. This training might involve guidance like maintaining situational awareness, knowing when and how to contact security or law enforcement, and understanding the company’s emergency communication system. While it’s a sober topic, including violence prevention in orientation can quite literally save lives and also shield the company from liability under the general duty to provide a safe work environment.
Workplace safety training can be delivered through a mix of written materials, demonstrations, and drills. For example, a new hire may watch safety videos and then participate in a walk-through of emergency exits. They should also be briefed on incident reporting: encouraging them to promptly report any accident, injury, or safety concern without fear of reprisal. This not only keeps the workplace safer but also helps the organization remain compliant with reporting requirements. When all employees, starting with new hires, know how to work safely and what to do if something goes wrong, the rate of workplace accidents and injuries can be greatly reduced. In turn, this minimizes downtime, workers’ compensation costs, and regulatory investigations. Ultimately, safety and violence prevention training gives employees peace of mind that their employer is proactive about protecting them, which is fundamental to a productive and positive workplace.
Effective compliance training for new employees is not a one-time checkbox, but the foundation of an ongoing culture of integrity. By covering these five critical areas during onboarding, harassment and discrimination, diversity and inclusion, code of conduct, cybersecurity, and workplace safety, organizations set clear expectations and give their teams the knowledge to meet them. New hires who understand the “why” behind policies are more likely to follow them and less likely to make costly mistakes. Over time, this early training pays dividends: fewer HR incidents, stronger team cohesion, and a workforce that takes compliance seriously at every level.
For HR professionals, CISOs, and business leaders, investing in comprehensive new-hire compliance training is an investment in the company’s future. It helps ensure legal requirements are met and reduces the risk of incidents that can lead to lawsuits or reputational harm. Beyond avoiding negatives, it also contributes to a positive workplace where employees feel safe, included, and empowered to do the right thing. A robust onboarding program that includes these compliance topics sends a message to employees that ethics and respect are core to the business. This message, reinforced consistently, transforms compliance from a mere rulebook into a shared culture of compliance. And when compliance and culture go hand in hand, organizations not only avoid pitfalls but also thrive, with employees who are confident, informed, and proud to uphold the company’s values.
Compliance training helps new hires understand laws, regulations, and company policies from day one, reducing risks, preventing misconduct, and fostering a culture of ethics and trust.
The five essential topics are harassment and discrimination prevention, diversity and inclusion, code of conduct and ethics, cybersecurity and data privacy awareness, and workplace safety with violence prevention.
Yes, in several U.S. states like California, Illinois, and New York, employers are legally required to provide sexual harassment prevention training to employees.
Cybersecurity training reduces the risk of data breaches caused by human error, teaches safe data handling, and ensures compliance with data protection laws such as GDPR and HIPAA.
It prevents accidents, ensures compliance with safety laws, prepares employees for emergencies, and reduces costs and liabilities from workplace injuries or violence.
