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Some of it, depending on your obligations. Sexual harassment prevention and WHS-related training map to active legal duties for Australian employers; other courses are strongly recommended risk controls. We'll tell you honestly which is which.

Yes — every course is available on its own, quoted for your team. Packs simply group the courses that address a whole risk area, and we'll happily build one around your business.

Yes, two ways: get our free Privacy awareness module, or book a no-obligation demo tailored to your industry. Either way you judge the quality before you commit.

Standard courses: days, not months. Customised versions: typically 5–15 business days depending on the customisation level — we confirm exact timing when we scope your pack.

A few obligations apply to almost every Australian employer regardless of size — your duty to prevent sexual harassment, and your WHS duty to manage psychosocial risk. Everything past that depends on your industry, your contracts, and the risks actually showing up in your business. Tell us about your workplace, and we'll tell you what's essential first, and what's genuinely optional for you.

In the areas that matter most — WHS, harassment prevention, privacy — yes. Those duties attach to the business and the people running it, not the entity type. What sole traders and partnerships skip is the extra layer that only applies to companies, like ASIC governance and director duties. If you employ anyone, the core obligations are the same as a company's.

At minimum, for as long as someone's employed — ideally longer, since a claim or investigation can surface well after someone's left. There's no single legislated retention period that covers every kind of compliance training specifically, but the Fair Work Act requires most employee records to be kept for seven years, and most businesses default to matching that. For your specific obligations, it's worth checking with your adviser rather than assuming one rule covers everything.

Each risk area generally needs its own training, because regulators check different things for each — what satisfies your harassment-prevention duty isn't the same as what satisfies your WHS or AI obligations. That doesn't mean separate purchases or logins, though — that's what a pack is for. Your team can complete several courses in one rollout; the content underneath still addresses each obligation on its own terms.

Completion records and certificates for every learner. If the courses run on your LMS, completion data flows into your own reporting; if we host them, you get built-in reporting on ours. Either way, you keep the evidence trail.

No. We can host everything and handle the admin. If you do have an LMS, our courses are SCORM-compliant and work with most systems — seamless integration and tracking in your existing platform.

Yes — from your logo and terminology through to your actual policies, procedures and real workplace scenarios. Three customisation levels are available, so you choose how deep to go.