Australian organisations face an increasingly complex regulatory landscape, with laws and obligations spanning competition, consumer protection, workplace conduct, cybersecurity, data privacy, fraud, and bribery.
The widening regulatory burden means a one-size-fits-all approach to compliance training is no longer sufficient. Staff across different industries and job roles face unique risks and responsibilities. For example, frontline retail staff require practical guidance on consumer law and bullying prevention, whereas finance teams must understand fraud and anti-bribery obligations in detail. A tailored, streamlined approach ensures that employees receive relevant, practical training that aligns with their daily responsibilities, reducing risk while enhancing engagement and learning retention.
By taking a targeted approach, organisations can build a workforce that is not only compliant but empowered to make ethical, informed decisions that protect both the business and its people.
1. Competition and Consumer Law (CCL)
Breaches of the Competition and Consumer Act 2010 and the Australian Consumer Law can result in significant penalties. Recent cases have highlighted the serious consequences of non-compliance:
- Telecommunications Sector: A major telecommunications provider was ordered to pay a substantial penalty for engaging in unconscionable conduct when selling telecommunications goods and services to hundreds of consumers. In many instances, consumers did not want or need, could not use, or could not afford what they were sold. Some consumers were pursued for debts resulting from these sales, and many were vulnerable or experiencing disadvantage.
- Retail Sector: A well-known retailer was fined $13.5 million for misleading conduct related to several of its store credit and promotional offers. The company failed to provide store credits to approximately 21,500 consumers within the specified time, breaching the Australian Consumer Law.
- Travel Industry: An online travel agency was penalised $9 million for making false or misleading statements about the price of flights and booking confirmations. The company misrepresented the availability and pricing of certain flight bookings, leading to consumer confusion and dissatisfaction.
- Energy Sector: An energy retailer was fined $14 million for making false, misleading, or deceptive statements to hundreds of thousands of consumers about electricity prices. The company also failed to provide mandatory information required by the Electricity Retail Code.
These cases underscore the importance of adhering to competition and consumer laws.
Staff training should focus on:
- Understanding the provisions of the Competition and Consumer Act 2010 and the Australian Consumer Law.
- Recognising and avoiding anti-competitive behaviours, such as price-fixing or misleading advertising.
- Implementing fair trading practices and ensuring transparency in consumer dealings.
- Speaking up to management if they see or hear something they don’t think is right.
2. Respect@Work and Workplace Conduct
Following the Respect@Work Report and associated legislation, organisations must foster safe, inclusive, and respectful workplaces. Training should cover:
- Preventing sexual harassment, discrimination, and bullying.
- Recognising and addressing inappropriate conduct.
- Understanding reporting channels and whistleblower protections.
- Promoting inclusive culture and psychological safety.
Embedding these principles creates workplaces where staff feel empowered, valued, and responsible for their actions.
3. Cybersecurity, Privacy, and Data Protection
As digital operations expand, compliance increasingly intersects with data protection and cybersecurity obligations.
Staff need training on:
- Identifying and preventing cyber threats such as phishing, ransomware, and social engineering.
- Handling personal and sensitive information in compliance with the Privacy Act 1988 and Australian Privacy Principles.
- Reporting data breaches and maintaining secure digital practices, particularly in remote or hybrid work environments.
Proactive education in these areas protects organisations from regulatory penalties, financial loss, and reputational harm.
4. Fraud, Corruption, and Bribery Prevention
Fraud, corruption, and bribery remain critical risks for Australian organisations, and recent legal reforms, including the “failure to prevent bribery” provisions, have heightened accountability.
Training should cover:
- Recognising and reporting fraudulent or corrupt activity.
- Understanding the organisation’s anti-bribery and corruption policies.
- Educating staff about the criminal liability that arises when an organisation fails to prevent bribery, including penalties under new Commonwealth laws.
- Conducting risk assessments and due diligence with third parties, suppliers, and partners.
Expanding training to include these reforms ensures staff understand both personal responsibilities and organisational obligations, helping prevent regulatory breaches and protect corporate reputation.
5. Workplace Health, Safety, and Psychosocial Hazards
Compliance also extends to health and safety obligations under Work Health and Safety (WHS) laws. Staff training should enable employees to:
- Identify and mitigate workplace hazards.
- Recognise psychosocial risks, including stress, fatigue, harassment, and aggression.
- Take proactive steps to maintain a safe and healthy work environment.
This is now being extended into areas such as Dealing with Workplace Aggression and Mental Health Awareness programs.
A workforce trained in safety and wellbeing reduces workplace incidents and promotes engagement and productivity.
6. Ethics, Culture, and Personal Responsibility
Modern compliance is not just about rules—it’s about cultivating an ethical, accountable culture.
Training should emphasise:
- Understanding organisational values and ethical standards.
- Linking personal responsibility to overall risk management.
- Encouraging proactive, ethical decision-making in daily work.
A culture of accountability ensures staff act responsibly even in complex or ambiguous situations, strengthening organisational resilience. Your compliance program should offer an integrated approach to training, policy management, and certification management which empowers staff.
Effective compliance training in Australian organisations today extends well beyond simply meeting legal obligations. By focusing on Competition and Consumer law, Respect@Work and Bullying & Harassment prevention, Cybersecurity and Privacy, Fraud and Bribery prevention (including failure to prevent reforms), Workplace Safety, and Ethical Culture, organisations can cultivate a workforce that is informed, empowered, and accountable.
The Salt Compliance LMS provides a streamlined solution to manage this complex compliance landscape. Its features allow organisations to deliver tailored, role-specific training, ensuring employees receive the most relevant learning for their industry and job responsibilities. With robust reporting and analytics, Salt Compliance LMS also provides clear evidence of training completion and compliance, helping organisations demonstrate accountability to regulators, boards, and stakeholders while reducing administrative burden.
By combining targeted training with a powerful compliance platform like the Salt Compliance LMS, organisations can mitigate risk, enhance employee engagement, and build a culture of accountability and ethical behaviour—ultimately strengthening reputation and long-term organisational resilience.
