How to Record a Food Hygiene Training Requirements Video for Your Food Safety Management System

Step 1: Set the scene and context

Food hygiene training isn't just a legal requirement - it's the foundation of a safe kitchen. Every person who handles food in your business needs the right level of training for what they do. Without it, you're relying on luck rather than competence.

This video is about helping your team understand your training requirements: what qualifications are needed for different roles, how training works in your business, and why proper documentation matters. It's also about helping managers understand their responsibilities for ensuring everyone is properly trained before they start work.

The consequences of inadequate training are serious. Untrained staff don't know what they don't know. They can contaminate food, create cross-contamination risks, and mishandle high-risk products - all without realising they're doing anything wrong. When something goes wrong and an Environmental Health Officer investigates, one of the first things they'll ask for is your training records. If you can't demonstrate that staff were properly trained for their roles, you have a significant problem.

What you're trying to achieve with this video:

Your goal is to help everyone in your business understand four things:

First, the training levels that exist and what each one covers. From Level 1 for basic food handling through to Level 4 for senior management, each qualification serves a specific purpose. People need to understand where their role fits and what that qualification means.

Second, who needs what training. Different roles require different qualifications. A kitchen porter has different training needs than a chef, and a supervisor needs different knowledge than the people they supervise. Your team needs clarity on exactly what's required for their position.

Third, how training actually works in your business. Beyond formal qualifications, there's induction training, on-the-job practical training, and ongoing supervision. People need to understand the full picture of how they'll be trained and supported.

Fourth, why documentation matters. Training records aren't bureaucracy - they're legal documents that prove your staff are competent. Your team needs to understand why records are maintained and what happens when they're incomplete.

Who this video is for:

This video serves two audiences. For staff at all levels, it explains what training they need and what the qualifications mean. For managers and supervisors, it explains their responsibilities for ensuring training is complete, documented, and current.

If you're running a larger operation, you might want to create separate videos - one focused on "what training do I need?" for all staff, and another focused on "how do I ensure my team is properly trained?" for supervisors and managers. But the core content is the same.

Before you hit record:

Gather your training documentation. You'll want to reference your specific requirements and potentially show examples of training records or your training matrix.

Know your team's current training status. Being able to give examples - "right now, we have three people at Level 2, two at Level 3, and one at Level 4" - makes the content more concrete.

Have the fitness to work questionnaire available if you plan to show it. This is part of your pre-employment process and connects directly to training and competence.

Consider where to film. An office setting works well for this topic since it's about qualifications and documentation. You might show your training records or matrix on screen as you explain how they work.

How long should this video be?

This is a structured topic with distinct sections. Plan for 12-15 minutes to cover it properly. You're explaining multiple training levels, the induction process, on-the-job training, and record-keeping. Each needs proper explanation.

You could split this into multiple videos:

• Overview of training levels (who needs what)
• The training and induction process
• Record-keeping and the training matrix

But a single comprehensive video works well for most teams, as the topics are closely connected.

Step 2: Plan what to record versus what to write down

Food hygiene training requirements involve both conceptual understanding (why training matters, how levels work, what competence means) and detailed reference information (specific qualifications for specific roles, renewal timescales, documentation requirements). Split these appropriately.

What to cover on camera:

The video is where you build understanding of your training structure and why it matters:

Why training requirements exist. Help people understand that training isn't bureaucracy - it's about ensuring everyone has the knowledge they need to handle food safely. The legal requirement exists because untrained people cause food safety incidents.

The structure of training levels. Explain that there are four levels of food hygiene qualification, each building on the last, and that different roles require different levels. Give people the framework to understand where they fit.

What each training level means in practice. Don't just list the levels - explain what someone with that qualification knows, what they can do, and why their role requires that knowledge.

The induction and on-the-job training process. Beyond formal qualifications, explain how new starters are inducted, what practical training they receive, and how you ensure they're competent before they work unsupervised.

The fitness to work process. Explain why new employees complete a fitness to work questionnaire before starting, and why this form must be completed again after certain illnesses or when returning from certain destinations.

Why training records matter. Help people understand that documented training records are legal documents. They're not paperwork for its own sake - they're proof that your team is competent.

Your expectations of managers. Make clear that managers and supervisors are responsible for ensuring their teams are properly trained, that training is documented, and that gaps are identified and addressed.

What to include as supporting written text:

The written description should contain the detailed reference material that people will need to look up:

Training level requirements by role:

Level 1 - Food Safety in Catering:

• Required for: Bar staff, waiting staff, kitchen porters, storekeepers
• Also requires: Allergen awareness training, on-the-job practical training in handwashing procedures, cleaning and disinfection, hygienic use of ice machines, and any other training specific to their job role
• Renewal: Every three years

Level 2 - Food Safety in Catering:

• Required for: Food handlers working with open and high-risk foods
• Also requires: Allergen awareness training, on-the-job practical training specific to the style of foods being produced (e.g., sous vide), plus competence confirmation in handwashing, cleaning and disinfection, safe equipment use
• Renewal: Every three years

Level 3 - Food Safety in Catering (Supervision):

• Required for: Supervisory roles - sous chefs, deputy/assistant head chefs, bar managers and supervisors
• This is a supervisory role qualification
• Also requires: Allergen management training at Level 3
• Renewal: Every three years
• Note: Managers in larger businesses with higher risk levels should consider Level 4

Level 4 - Food Safety Management:

• Required for: HACCP team members, executive head chef, head of food operations, food and beverage manager, head chefs
• Also requires: Allergen management training at Level 3
• Renewal: Not required, but continuous professional development (CPD) is expected to maintain current knowledge of legislation and best practices

Fitness to work questionnaire requirements:

• Before commencing employment (all new employees)
• When returning to work from any gastrointestinal illness
• When returning to work from any notifiable illness
• When returning after severe skin conditions (boils on hands/wrists, infected skin from eczema, psoriasis, or dermatitis)
• When returning from holiday in countries where gastrointestinal illness commonly occurs (especially outside the European Union)

Training record requirements:

• Individual training records for all staff
• Must be signed off by both trainer and trainee
• Must be dated
• Forms a legal document confirming training has taken place
• Information transferred to food safety training matrix
• Training matrix provides immediate overview of training delivered, requirements, and deficiencies

Why this split works:

On camera, you're helping people understand the system - why training levels exist, what they mean, and how your business manages training. This builds understanding and buy-in.

In the written text, you're providing the specific reference information that managers need when checking compliance or staff need when planning their development. "What level do I need for my role?" and "When does my qualification need renewing?" are quick-reference questions that belong in written form.

Step 3: Core rules and requirements

This is the core of your video. You're going to walk through each training level, explaining who needs it, what it covers, and what additional training is required beyond the formal qualification.

Start with the pre-employment requirement:

Before you get to training levels, explain the fitness to work process:

"Before we talk about training qualifications, I want to cover something that happens before anyone starts working here: the fitness to work questionnaire.

Before commencing work, all potential new employees must complete a fitness to work questionnaire. This helps us identify anyone who may not be safe to work around food. They might potentially be carriers of food-borne diseases - either healthy carriers who show no symptoms, or convalescent carriers who are recovering from illness.

This isn't about being invasive or discriminatory. It's about protecting our customers and our team. Certain health conditions mean someone can't safely handle food, and we need to know about those before they start work.

This same form must be completed again in specific circumstances:

When returning to work from any gastrointestinal illness - diarrhoea, vomiting, stomach cramps. These can be signs of food-borne illness, and we need to know you've fully recovered before you handle food again.

When returning to work from any notifiable illness - these are serious illnesses that must be reported to health authorities, and they have specific clearance requirements before someone can return to food handling.

When returning to work after severe skin conditions - boils on the hands or wrists, or infected skin caused by eczema, psoriasis, or dermatitis. Infected skin can harbour dangerous bacteria that could contaminate food.

When returning from a holiday in a country where gastrointestinal illness commonly occurs - especially anywhere outside the European Union. You might have been exposed to pathogens that don't show symptoms immediately, and we need to ensure you're safe to work with food.

This isn't something that happens once and is forgotten. The fitness to work assessment is an ongoing requirement throughout your employment here. If any of these situations apply to you, you must complete the questionnaire again before returning to food handling duties."

Explain the training level structure:

Now walk through the levels, starting with an overview:

"Food hygiene qualifications come in four levels, numbered 1 through 4. Each level builds on the previous one and is designed for specific roles.

The key principle is this: your training level must be commensurate with your work activities. That means the qualification you hold must match what you actually do. A kitchen porter doesn't need the same knowledge as a head chef. A bar supervisor doesn't need the same qualification as a food and beverage manager.

Let me walk through each level, who needs it, and what additional training is required."

Level 1 - Foundation training:

"Level 1 is the foundation level in food hygiene and safety. It's required for bar staff, waiting staff, kitchen porters, and storekeepers - roles that involve handling food but typically not the preparation of open high-risk foods.

Level 1 covers the basics: understanding food hazards, basic hygiene requirements, the importance of temperature control, and personal hygiene. It gives people enough knowledge to handle food safely within their role.

But the Level 1 qualification alone isn't enough. People at this level also need:

Allergen awareness training. They're serving food to customers who may have allergies, so they need to understand what allergens are, how to communicate about them, and what to do if a customer asks about allergen content.

On-the-job practical training in specific skills. This includes handwashing procedures - not just knowing to wash hands but demonstrating correct technique. It includes cleaning and disinfection - knowing how to clean properly and why disinfection matters. It includes hygienic use of ice machines - understanding the contamination risks and how to handle ice safely. And it includes any other training specific to their job role.

This on-the-job training is where we confirm that someone isn't just theoretically knowledgeable but actually competent. They can do the things they need to do, correctly and consistently.

Level 1 qualifications must be renewed every three years. Knowledge fades, regulations change, and renewal ensures people stay current."

Level 2 - Food handlers working with high-risk foods:

"Level 2 is required for food handlers who work with open and high-risk foods. If someone's role involves preparing, cooking, or handling foods that could support bacterial growth - foods that aren't protected by packaging - they need Level 2.

Level 2 goes deeper than Level 1. It covers microbiology - how bacteria multiply, what conditions they need, how they're killed. It covers contamination in detail - all the ways food can become unsafe and how to prevent each one. It covers temperature control, including the science of why temperatures matter. And it covers HACCP principles at a basic level.

Someone with a current Level 2 qualification - that means obtained within the last three years - has the knowledge needed to work safely with high-risk foods.

Like Level 1, the qualification alone isn't sufficient. Level 2 food handlers also need:

Allergen awareness training - at this level, more detailed than for Level 1 staff because they're directly preparing food.

On-the-job practical training specific to the style of foods being produced. If you do sous vide cooking, your Level 2 staff need specific training in sous vide procedures. If you do cook-chill, they need training in that. The qualification gives general knowledge; the on-the-job training makes it specific to how you operate.

Confirmed competence in core skills - not just having been shown, but verified as able to do correctly: how to wash hands properly, how to clean and disinfect effectively, how to use equipment safely.

Level 2 also renews every three years. A chef whose qualification expired four years ago is, from a compliance perspective, not adequately trained."

Level 3 - Supervision:

"Level 3 is a supervisory qualification. It's called Food Safety in Catering for Supervisors, and it's for people who supervise others in food operations.

Recommended Level 3 candidates include sous chefs, deputy and assistant head chefs, bar managers, and supervisors. These are people who oversee others and need to ensure that food safety procedures are being followed.

Level 3 covers everything in Level 2 plus supervisory skills: how to train others, how to monitor compliance, how to identify problems and take corrective action, how to maintain records. Someone with Level 3 can effectively supervise a team's food safety performance.

Staff with Level 3 should also complete allergen management training at Level 3. This is more detailed than allergen awareness - it covers how to manage allergens across an operation, including training others, controlling cross-contamination risks, and handling customer inquiries about allergens.

Here's an important note: managers at higher levels in larger businesses with higher levels of risk should ideally undertake training at Level 4. Level 3 is a supervisory qualification; Level 4 is a management qualification. If someone is responsible for the overall food safety management system, not just day-to-day supervision, they need Level 4 knowledge.

Level 3 qualifications renew every three years, like Levels 1 and 2."

Level 4 - Management:

"Level 4 is the management level qualification in food safety. It's required for people with overall responsibility for food safety in the business.

Recommended Level 4 candidates include all members of the HACCP team, the executive head chef, the head of food operations, the food and beverage manager, and head chefs. These are people who design, implement, and maintain the food safety management system.

Level 4 covers food safety management in depth. It covers HACCP principles thoroughly - not just understanding them but implementing them. It covers legislation and how to ensure compliance. It covers how to design and verify food safety systems. Someone with Level 4 can take responsibility for the safety of an entire operation.

Like Level 3, Level 4 holders should also complete allergen management training at Level 3.

Here's something different about Level 4: it doesn't have a formal renewal requirement. The qualification doesn't expire. But - and this is important - holders of Level 4 are expected to undertake continuous professional development. CPD. That means staying current with changes to legislation, following best practices in the industry, and maintaining their knowledge over time.

The food safety world changes. Regulations update. New hazards are identified. New guidance is published. Someone who got Level 4 ten years ago and hasn't done any CPD since is not as competent as they should be. Level 4 holders should be actively maintaining and developing their knowledge."

Step 4: Demonstrate or walk through

Now explain how training actually works in your business - from induction through ongoing documentation.

Explain induction requirements:

"Let's talk about how training actually works when someone joins the business.

All new personnel who will have food handling duties must undergo induction training before they can start their duties. That's before they start, not during their first few weeks. They need to be trained before they handle food.

Induction training covers the essentials that everyone needs to know from day one. It's not a replacement for the formal qualification - they still need their Level 1, 2, 3, or 4 as appropriate for their role. But induction ensures they understand your specific operation before they start work.

In your induction, cover:

Your food safety policy - what you stand for and what you expect from everyone.

The specific procedures they'll need to follow - where things are stored, how you handle allergens, what the cleaning schedules look like, how to report problems.

Any immediate hazards they need to know about - if there's something specific in your operation they need to be aware of from day one.

The fitness to work policy - when they need to report illness and what symptoms mean they can't work.

Who to ask when they're unsure - making sure they know they should ask questions rather than guess.

Don't assume someone's previous experience or qualifications mean they don't need induction. Every operation is different. Someone with ten years of experience and a Level 3 qualification still needs to learn how you do things here."

Explain on-the-job practical training:

"Beyond formal qualifications and induction, there's on-the-job practical training. This is where we confirm that people can actually do what they need to do, not just that they've passed an exam.

On-the-job training should cover the specific practical skills required for someone's role. The technical content I outlined for each level - allergen awareness, handwashing procedures, cleaning and disinfection, safe equipment use - needs to be delivered and verified in your actual workplace.

Here's how to think about it: the formal qualification proves someone has the knowledge. On-the-job training proves they can apply that knowledge in your specific environment, with your specific equipment, following your specific procedures.

On-the-job training should confirm competence, not just exposure. It's not enough that someone was shown how to wash hands correctly. You need to verify they can do it correctly, consistently. That might mean observation, it might mean practical assessment, but there needs to be confirmation that they're competent.

This is particularly important when your operation has specific techniques or equipment. If you do sous vide cooking, your chefs need specific training in your sous vide procedures - temperatures, times, monitoring, what to do if something goes wrong. A generic Level 2 doesn't cover that. You need to train it and confirm competence.

On-the-job training should be specific to the particular style of foods being produced in your operation. Generic training teaches principles; on-the-job training applies those principles to what you actually do."

Explain training records and documentation:

"Now I want to talk about something that's easy to overlook but critically important: training records.

Individual training records for all staff must be documented. Every piece of training someone receives needs to be recorded. Not just the formal qualifications, but the induction, the on-the-job training, the allergen awareness, the practical skills verification - everything.

Each training record must be signed off by both the trainer and the trainee. The trainer is confirming they delivered the training and assessed competence. The trainee is confirming they received and understood the training.

Each training record must be dated. This establishes when the training took place, which matters for renewals and for demonstrating that training happened before someone started certain duties.

Here's the key point: this signed, dated record forms a legal document confirming that training has taken place. It's not internal paperwork - it's evidence. If there's ever an incident and an investigation, if an Environmental Health Officer asks about your training, these records prove what you've done.

Training records should be transferred to your food safety training matrix. The matrix is a master document - typically a spreadsheet or database - that shows all your staff, all their training, when qualifications expire, and where there are gaps.

The training matrix gives you an immediate overview. At a glance, you can see: who's trained to what level, when renewals are due, what training has been delivered, what's missing. It's your management tool for staying on top of training compliance.

If someone doesn't have a documented training record, from a compliance perspective, they haven't been trained. The training might have happened, but you can't prove it. That's a problem in an inspection and potentially a serious problem if there's an incident."

Explain manager responsibilities:

"Managers and supervisors have specific responsibilities around training.

You're responsible for knowing what training your team members need for their roles. Don't assume someone's existing qualification is sufficient - check it matches their actual duties.

You're responsible for ensuring training happens before people start work that requires it. If someone needs Level 2 to handle high-risk foods, they need Level 2 before they handle high-risk foods, not at some point during their first month.

You're responsible for ensuring training is documented. If training happens but isn't recorded, it's as if it didn't happen.

You're responsible for monitoring the training matrix. Know when renewals are due. Know where the gaps are. Don't let qualifications expire without renewal.

You're responsible for identifying training deficiencies. If you see someone doing something incorrectly, that's a training gap that needs addressing - either refresher training, additional practical training, or supervision until competence is confirmed.

The training matrix should give you an immediate overview of training requirements and deficiencies. Use it. Review it regularly. Act on what it tells you."

Step 5: Common mistakes to avoid

Now address the gaps in training compliance that commonly cause problems.

Mistake 1: Letting people start work without completing required training:

"The most serious mistake is letting people start work before they've completed the training required for their role.

It happens when someone's needed urgently. A cook calls in sick, and you've got a new hire who's almost finished their Level 2 but hasn't passed yet. You're tempted to put them on high-risk food prep because you need the cover.

Don't do it. If someone doesn't have the required qualification for a task, they shouldn't be doing that task. Put them on duties their current training allows, or have them work under direct supervision of someone who is qualified, or find another way to cover.

The requirement that all new personnel must undergo induction training before they can start their duties exists for a reason. Untrained people don't know what they don't know. They can cause serious harm without realising it.

If an incident occurs and you can't demonstrate that the person involved was properly trained for what they were doing, you have both a legal problem and a moral one. Don't create that situation."

Mistake 2: Confusing having a certificate with being competent:

"Another common mistake is assuming that because someone has a certificate, they're competent.

A certificate proves someone passed an exam at a point in time. It doesn't prove they can apply that knowledge in your specific environment. It doesn't prove they remember what they learned. It doesn't prove they've maintained their skills.

That's why on-the-job training matters. The formal qualification is necessary but not sufficient. You also need to confirm that someone can actually do the practical tasks their role requires, correctly and consistently.

This is particularly true for skills that degrade without practice. Someone might have learned correct handwashing technique during their Level 2, but if they've been cutting corners for years since then, they're not competent anymore. You need to verify, not assume.

Use on-the-job training to confirm competence. Observe people doing the things they need to do. Check they're doing them correctly. If they're not, retrain and verify again."

Mistake 3: Missing renewal deadlines:

"Level 1, 2, and 3 qualifications must be renewed every three years. Miss that deadline, and technically the person is no longer qualified for their role.

This is easy to let slip. Three years feels like a long time. People forget when they last qualified. And suddenly your sous chef's Level 3 expired four months ago and nobody noticed.

Your training matrix should track expiry dates. Someone - usually a manager or HR function - should be monitoring upcoming renewals and scheduling refresher training before qualifications lapse.

Build in a buffer. Don't schedule renewal training for the month the qualification expires. Schedule it a few months before. That way, if there's a delay - course availability, illness, scheduling conflicts - you still have time.

If a qualification has expired, treat it seriously. That person shouldn't be doing duties that require that qualification until they've renewed. Yes, that might be inconvenient. But having unqualified people performing qualified roles is worse."

Mistake 4: Not documenting on-the-job training:

"Formal qualifications get documented automatically - you get a certificate, you file it. But on-the-job training often doesn't get the same attention.

When you show someone how to use the probe thermometer correctly, do you document that? When you verify someone can follow your allergen procedures, is there a record? When you deliver induction training to a new starter, do they sign to confirm they've received it?

If it's not documented, you can't prove it happened. In an inspection, saying 'oh yes, we definitely showed them how to do that' isn't evidence. A signed, dated training record is evidence.

Create simple documentation for on-the-job training. It doesn't need to be complicated - a training record sheet with what was covered, who delivered it, who received it, signatures, and date. But it needs to exist.

The training record signed by both trainer and trainee forms a legal document. Make sure you're creating those documents for all training, not just the formal courses."

Mistake 5: Not using the training matrix effectively:

"The training matrix exists to give you an immediate overview of training delivered, requirements, and deficiencies. But many businesses create a matrix and then don't actually use it.

A matrix sitting in a folder being updated once a year isn't helping you. It should be a living document that you consult regularly.

Use it to check new staff have appropriate training before starting certain duties. Use it to monitor upcoming renewal dates. Use it to identify gaps - maybe you've got a new technique or piece of equipment and nobody's been trained on it yet. Use it to verify that the training you think has happened has actually been documented.

Review the training matrix monthly at minimum. In a larger operation, review it weekly. It only takes a few minutes to scan for gaps, upcoming renewals, and missing documentation.

The goal is that at any moment, if someone asked you 'is everyone in your team properly trained?', you could pull up the matrix and show them the answer. If you couldn't do that confidently right now, your matrix isn't being used effectively."

Mistake 6: Treating Level 4 as 'one and done':

"Level 4 doesn't have a formal renewal requirement. The qualification doesn't expire. Some people interpret this as meaning they never need to do anything more after passing Level 4.

That's wrong. The expectation is that Level 4 holders undertake continuous professional development - CPD. They should be staying current with legislation changes, best practices, emerging hazards, and new guidance.

The food safety world doesn't stand still. Someone who passed Level 4 in 2015 and hasn't engaged with the industry since then is working with outdated knowledge. Regulations have changed. New guidance has been issued. Best practices have evolved.

If you hold Level 4, you should be actively maintaining your knowledge. Read industry updates. Attend training sessions and conferences. Keep up with regulatory changes. Document your CPD activities.

If you manage someone who holds Level 4, make sure they're doing CPD. It should be part of their professional development, reviewed regularly. The qualification might not expire, but competence without maintenance does erode."

Step 6: Key takeaways

End your video by reinforcing the most important points about food hygiene training requirements.

Reinforce the training structure:

"Let me summarise the key points about our training requirements.

Before anyone starts working with food, they complete a fitness to work questionnaire. This form is completed again when returning from gastrointestinal illness, notifiable illness, severe skin conditions, or travel to countries where gastrointestinal illness commonly occurs.

Training levels match roles:

Level 1 is for bar staff, waiting staff, kitchen porters, and storekeepers. They also need allergen awareness training and on-the-job practical training in handwashing, cleaning and disinfection, ice machine hygiene, and any role-specific requirements. Renews every three years.

Level 2 is for food handlers working with open and high-risk foods. They also need allergen awareness training and on-the-job practical training specific to your style of food production. Competence in core skills must be confirmed. Renews every three years.

Level 3 is for supervisory roles - sous chefs, deputy and assistant head chefs, bar managers, supervisors. They also need Level 3 allergen management training. Renews every three years. Note that managers in larger or higher-risk businesses should consider Level 4.

Level 4 is for management roles - HACCP team members, executive head chef, head of food operations, food and beverage manager, head chefs. They also need Level 3 allergen management training. Doesn't have a formal renewal but requires continuous professional development to stay current."

Emphasise induction and on-the-job training:

"Beyond formal qualifications, remember that all new personnel must complete induction training before starting their duties. The formal qualification is necessary but not sufficient - on-the-job training confirms people can apply their knowledge in your specific operation.

On-the-job training should confirm competence, not just exposure. Someone needs to verify that staff can actually do the things their role requires, correctly and consistently."

Emphasise documentation:

"Training must be documented. Individual training records for all staff, signed by trainer and trainee, dated, forming legal documents that confirm training has taken place.

These records feed into your training matrix - your master document showing all training delivered, when qualifications expire, and where deficiencies exist. The matrix should be reviewed regularly and used actively to manage training compliance.

If it's not documented, you can't prove it happened. Treat documentation as essential, not optional."

Emphasise manager responsibility:

"Managers and supervisors are responsible for ensuring their teams are properly trained. That means:

Knowing what training each role requires.

Ensuring training is complete before people start duties requiring it.

Documenting all training properly.

Monitoring the training matrix for gaps and upcoming renewals.

Acting on deficiencies when you identify them.

The training matrix should give you an immediate overview of requirements and deficiencies. Use it."

Close with the importance:

"Food hygiene training isn't bureaucracy - it's protection. It protects your customers from people who don't know how to handle food safely. It protects your staff by giving them the knowledge they need. It protects your business by demonstrating compliance and competence.

When training is done properly - the right qualifications for the right roles, proper induction, confirmed on-the-job competence, and thorough documentation - you have a team that knows what they're doing and can prove it.

When training is neglected - qualifications expired, induction skipped, competence assumed, records missing - you're taking risks with customer safety and your business's future.

Make sure everyone understands what training they need and why it matters. Make sure managers understand their responsibilities. And make sure everything is documented.

If you have questions about your training requirements or your qualification status, ask your manager. If you're a manager and you're not sure someone has the right training, check before you let them work. Getting training right is everyone's responsibility."