Employee training refers to targeted learning measures designed to develop and expand the skills, expertise, and competencies of employees. Certain training programs—such as occupational safety (§12 ArbSchG), data protection (GDPR), and fire safety—are legally mandated in Germany. Non-compliance can result in fines of up to €30,000. Regular training increases productivity, employee satisfaction, and ensures long-term competitiveness.

What Is Employee Training?

Employee training encompasses all organized learning activities aimed at developing or expanding the professional and personal competencies of employees. It is a central component of human resource development and embodies the concept of lifelong learning in a professional context.

Unlike general professional development, which is often pursued on one's own initiative, employee training is initiated and funded by the employer. The scope ranges from brief safety briefings to multi-day specialized seminars to long-term development programs. Both hard skills (technical knowledge such as software applications or product expertise) and soft skills (interpersonal abilities such as communication or leadership) can be addressed.

Why Is Employee Training Important?

Benefits for Organizations

Regular training pays off for companies in multiple ways. It increases productivity, as employees can complete their tasks more efficiently and with fewer errors. At the same time, mandatory training minimizes legal risks: employers who fail to properly instruct their employees are liable in cases of workplace accidents or data breaches.

Furthermore, training opportunities strengthen employer attractiveness. According to a study by Training Magazine, 68% of companies offer regular training—for job seekers, this is a decisive criterion when choosing an employer. Last but not least, training ensures competitiveness by keeping employees up to date with the latest technology, processes, and market requirements.

Benefits for Employees

For employees, training means greater confidence in their jobs: they can perform their tasks more competently and feel better prepared. The opportunity for professional development also increases job satisfaction and motivation. Employees who receive regular training more frequently report feeling valued by their employer. In the long term, training opens up career prospects and increases employability.

Which Training Programs Are Mandatory?

Legal Framework in Germany

The obligation to provide employee training derives from various legal sources. The German Occupational Safety and Health Act (§12 ArbSchG) requires employers to provide adequate and appropriate instruction on safety and health protection at work. This instruction must take place upon hiring, when there are changes in the scope of duties, and thereafter at regular intervals (at least annually).

DGUV Regulation 1 (German Social Accident Insurance) specifies these requirements and mandates workplace-specific instruction. Additional industry-specific regulations apply, such as the Infection Protection Act for healthcare or the Food Hygiene Regulation for the hospitality industry.

Overview of Key Mandatory Training Programs

Occupational Safety and Health: Basic safety instruction is mandatory for all employees. It covers topics such as workplace hazards, protective measures, emergency procedures, and the handling of work equipment.

Data Protection (GDPR): Companies that process personal data must train their employees accordingly. The General Data Protection Regulation requires that employees understand and apply data protection principles.

Fire Safety: According to the Technical Rules for Workplaces (ASR A2.2), employees must receive fire safety instruction. This includes evacuation routes, behavior in case of fire, and the operation of fire extinguishers.

Anti-Discrimination (AGG): The German General Equal Treatment Act requires employers to take appropriate measures to protect against discrimination—including awareness training.

Compliance: Depending on the industry, additional mandatory training may be required, such as anti-money laundering, antitrust law, or insider trading regulations.

Consequences of Non-Compliance

Neglecting mandatory training can have serious consequences. Under the Occupational Safety and Health Act, fines of up to €30,000 may be imposed. In the case of workplace accidents attributable to inadequate instruction, the statutory accident insurance institution may seek recourse. In severe cases—particularly involving intent or repeated violations—criminal consequences are also possible.

Types and Methods of Employee Training

In-Person Training

The classic form of employee training takes place as a seminar or workshop in a training room. A trainer delivers content through lectures, discussions, and practical exercises. In-person training is particularly suitable for topics that benefit from direct exchange and hands-on practice—such as communication training or machine operation.

E-Learning

Digital learning formats allow employees to complete training content flexibly and regardless of location. Online courses, webinars, and interactive modules can be completed individually at one's own pace. E-learning is particularly suitable for theoretical content, mandatory training with documentation requirements, and companies with multiple locations.

Blended Learning

This method combines the advantages of in-person and online formats. Theoretical foundations are delivered digitally, while practical application and deepening occur in face-to-face sessions. Blended learning is considered particularly effective because it combines flexibility with personal interaction.

On-the-Job Training

In workplace training, employees learn directly in their work environment—accompanied by experienced colleagues or supervisors. This method is particularly practical and enables immediate application of what has been learned. It is ideal for onboarding or when new tasks are assumed.

Coaching and Mentoring

Individual coaching by external experts or internal mentoring by experienced colleagues offers customized development opportunities. These formats are particularly suitable for leadership development, career planning, or specific behavioral changes.

Planning Employee Training: A Step-by-Step Guide

Identifying Training Needs

The first step in successful training planning is a systematic needs analysis. This involves determining which competencies are required in the organization (target state) and which already exist (current state). The difference reveals the training need.

Methods for needs assessment include employee discussions, surveys, performance reviews, and analysis of organizational goals. For an objective and data-driven identification of strengths and development areas, scientifically validated assessment tools can also be used. The digital platform Aivy, for example, enables precise identification of individual potential through validated assessments—an important foundation for targeted development measures. Anna Miels, Manager Learning & Development at apoproject, describes the benefit: "With Aivy, we get to know our trainees even better and can shape their development with us in a targeted way."

Creating a Training Plan

Based on the needs analysis, a concrete training plan is developed. This includes:

• Learning objectives: What should participants be able to do after the training?
• Target group: Who will participate in the training?
• Format and method: Which training format is most suitable?
• Timeline: When and for how long will the training take place?
• Budget: What costs arise for trainers, materials, and downtime?
• Success measurement: How will learning success be evaluated?

Documenting Training

Documentation is legally required for mandatory training. However, voluntary training should also be systematically recorded. Complete documentation includes: date and duration of training, topic and content, names of participants, signatures confirming attendance, and information about the trainer.

These records are relevant not only for regulatory audits but also for internal HR development—for example, to keep qualification profiles current or to track development progress.

Frequently Asked Questions About Employee Training

What is employee training?

Employee training is an organized learning measure designed to expand the technical knowledge, practical skills, or personal competencies of employees. It is part of corporate human resource development and can take various formats—from in-person seminars to e-learning to coaching.

Which training programs are legally required in Germany?

Key mandatory training programs include: occupational safety instruction under §12 ArbSchG (at least annually), data protection training under GDPR, fire safety instruction under ASR A2.2, and anti-discrimination training under the AGG. Depending on the industry, additional mandatory training may apply.

How often must employees be trained?

Occupational safety instruction must take place at least once a year. For new hires, training must occur before starting work. Additionally, instruction is required when there are changes in the scope of duties, when new work equipment is introduced, or after accidents.

Who bears the costs of employee training?

For mandatory training, the employer bears all costs—including working time, training fees, and travel expenses. Voluntary training is also frequently funded by employers, though individual agreements are possible.

What happens if mandatory training is not conducted?

Violations of the instruction obligation can result in fines of up to €30,000 under the Occupational Safety and Health Act. If a workplace accident occurs due to inadequate training, recourse claims from the statutory accident insurance and civil damage claims may follow. In severe cases, criminal consequences are also possible.

What training methods are available?

The most common methods are: in-person training (seminars, workshops), e-learning (online courses, webinars), blended learning (combination of in-person and online), on-the-job training (learning in the workplace), and coaching and mentoring for individual development.

How do I create a training plan?

A training plan includes: needs analysis (comparison of target and current competencies), definition of learning objectives, selection of target group and method, scheduling and budgeting, and criteria for measuring success. Documentation of completed training is also part of the process.

Must training be documented?

Yes, documentation is legally required for mandatory training. It serves as proof for authorities and statutory accident insurance institutions. Complete documentation includes date, content, participant list, and signatures.

Conclusion

Employee training is far more than a legal obligation—it is a strategic investment in your organization's future viability. Mandatory training on occupational safety, data protection, and fire safety minimizes legal risks and protects employees. Voluntary professional development measures increase productivity, motivation, and employee retention.

The key to success lies in systematic planning: objectively identifying needs, selecting appropriate formats, consistently documenting training, and measuring learning outcomes. This transforms a perceived obligation into a genuine competitive advantage.

Would you like to objectively identify the potential and development areas of your employees? Learn more about data-driven diagnostics with Aivy

Sources

• German Occupational Safety and Health Act (ArbSchG) §12 – Instruction. Federal Ministry of Labour and Social Affairs, 2025. https://www.gesetze-im-internet.de/arbschg/__12.html
• DGUV Regulation 1 – Principles of Prevention. German Social Accident Insurance, 2025. https://publikationen.dguv.de/regelwerk/dguv-vorschriften/
• General Data Protection Regulation (GDPR) Art. 39 – Tasks of the Data Protection Officer. European Union, 2018. https://dsgvo-gesetz.de/art-39-dsgvo/
• Training Industry Report 2023. Training Magazine, 2023. https://trainingmag.com/training-industry-report/
• Rowold, J.: Human Resource Management. Springer, 2020.