TradedocHarassment training log
A blank training acknowledgement form you can print and fill by hand. Or the faster option — log every worker's training on the phone, signed acknowledgement straight from their inbox, the full register tribunal-ready when October hits. Tracks the Equality Act 2010 s.40A duty (uplift to 'all reasonable steps' on 1 October 2026).
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What it is
A training acknowledgement log is the running record of every worker's exposure to the employer's anti-harassment training — what was delivered, when, by whom, and the worker's signed acknowledgement. It sits alongside the harassment policy and risk assessment as the third leg of the 'all reasonable steps' defence under the upgraded Equality Act 2010 s.40A duty from 1 October 2026.
UK legal requirement
Equality Act 2010 s.40A (preventative duty), uplifted to 'all reasonable steps' from 1 October 2026. EHRC technical guidance 'Preventing sexual harassment at work' identifies regular training (on hire and annually) as a key reasonable step. Without a training record the employer cannot evidence the step was taken; with a training record the burden shifts.
Compliance status
This template tracks Equality Act 2010 s.40A — preventative harassment duty (uplift to 'all reasonable steps' from 1 October 2026). Our compliance radar crawls the publishing bodies every six hours — see the standards we build to today or the radar of what's coming next.
Engineer remains responsible for verifying compliance with the version applicable to their work. TradeDoc is a tool, not a regulator.
Who needs it
- ·Every UK employer of any size — duty applies from one worker upwards
- ·Construction firms with high turnover and frequent inductions
- ·Hospitality, retail, care employers with night shifts and customer-facing roles
- ·Manager-heavy organisations where line managers handle reports and need additional training
What goes on it
Every mandatory field, in the order the inspector or auditor will check them.
Worker identifier
Worker's full name, payroll reference, role, location, manager, hire date.
Training delivered
Title and content of the training session — induction sexual harassment briefing, annual refresher, manager-handling-reports module. Format (in-person, online, video). Duration. Trainer or platform name.
Date completed
Date the worker completed the training. For online modules, the platform's completion timestamp. For in-person sessions, the attendance register entry.
Acknowledgement
Signed acknowledgement from the worker that they have received and understood the training, that they have read the harassment policy, and that they know how to report a concern. Wet signature, e-signature, or platform completion record all valid.
Refresher schedule
Date of next scheduled refresher (annual minimum). Trigger conditions for an off-cycle refresher (incident, change of role, new EHRC guidance).
Refused or missed training
Where a worker refuses or misses training, log it — date, reason given, follow-up action (rescheduled session, escalation to manager, compulsory completion before continued work). Refusal is itself a record entry.
Common mistakes on a hand-filled one
The small things that get picked up on audit, insurance review, or when the next engineer reads it.
- ✗Logging delivery without acknowledgement — the worker's signed receipt is the evidence, not the trainer's claim
- ✗Training induction once and never refreshing — annual refresher is the EHRC baseline; without it the 'all reasonable steps' defence weakens over time
- ✗Generic e-learning for managers — managers receiving and handling reports need specific training, not the same module as a new starter
- ✗No log of refused or missed training — the gap looks worse than the refusal; record every absence and the follow-up
- ✗Forgetting agency, contractor and short-term workers — the duty extends to anyone working under the employer's direction in scope
- ✗Storing the log on a personal laptop — the log is part of the audit trail; it needs to survive staff turnover and live in the company record system
The faster option
Fill one on your phone in 2 minutes
Pick the template. Answer the fields. Customer signs from their inbox. PDF saved in the vault with a unique number. Free forever on your first 100 docs a month. Pro £15/month adds custom branding and one-tap customer email. No card at sign-up.
Frequently asked questions
How often should training be repeated?+
Initial training on hire (within the first month is the EHRC baseline). Refresher at least annually. Off-cycle refresher after an incident, after a reorganisation, when new EHRC guidance is issued, or when the policy is materially updated. Manager-handling-reports training is an additional layer for line managers.
Does online training count?+
Yes, if the content is current and the platform records completion. EHRC guidance does not prescribe format — what matters is that the training is delivered, understood, and evidenced. A combination of online induction plus periodic in-person sessions tends to give the strongest defence.
What happens if a worker refuses to complete the training?+
Log the refusal. Follow up — repeated refusal is a disciplinary matter under the firm's reasonable management instructions. Continued non-compliance during the worker's engagement materially weakens the 'all reasonable steps' defence for that worker, so make compliance a condition of continued engagement.
Do I need to train customers or visitors?+
Not directly — but where third-party interactions are a structural risk (lone customer visits, premises serving alcohol, public-facing roles), the workers in those roles need specific training in de-escalation, bystander intervention and the right to remove themselves. The third party itself does not need training.
What does the acknowledgement form actually need to say?+
Three things: (1) the worker has completed the named training session; (2) the worker has read and understood the harassment policy; (3) the worker knows how to report a concern, including alternative routes if their line manager is the source. A short paragraph plus signature and date is enough.
How long do I keep the log?+
Duration of employment plus six years (general employment-record retention). Where a tribunal claim is foreseeable or live, retain indefinitely until the matter is closed. The log is part of the 'all reasonable steps' evidence base — destroying it after a worker leaves is a self-inflicted wound.