The importance of effective training in policy implementation

A recent decision by the fair work commission (FWC) has highlighted the crucial role that effective training plays in implementing and communicating workplace policies. This case, which involved the dismissal of a long-serving employee, demonstrates how insufficient training and unclear communication of policies can contribute to findings of unfair dismissal, even when there is a valid reason for termination. It serves as a timely reminder to employers that robust training is essential to ensure all employees are aware of workplace standards and expectations.

Inadequate training and policy rollout

A central issue in this case was the employer’s failure to effectively implement and communicate its policies. While the employer argued that its policies had been in place for some time, there was no clear evidence that these had been properly rolled out or reinforced through training. The FWC was critical of this approach, with the commissioner stating:

"[The employer] was restricted to essentially saying that the policies had been around for a while so they assumed that they had been rolled out. In the absence of some records or other indication I am not satisfied that this is the case.”

This lack of proper policy implementation and training was seen as a significant shortcoming. Simply having policies in place is not enough — employers must ensure that employees understand these policies and how they apply to their daily roles. Without structured training, employees may not fully grasp what is expected of them in terms of behaviour and conduct.

The role of training in shaping employee behaviour

The FWC found that the worker’s lack of exposure to company policies and insufficient training may have contributed to their inappropriate behaviour. The commissioner observed that proper training on workplace standards could have potentially changed the worker’s actions:

"I must give some weight to my finding that the [worker’s] lack of exposure to and understanding of the relevant policies may have been a contributory factor in his behaviour"

This highlights the preventative power of effective training. When employees are properly trained and understand the company’s expectations, they are more likely to behave in accordance with those standards. In this case, the FWC suggested that a well-trained workforce, where policies are clearly communicated and understood, would have reduced the likelihood of misconduct.

Training as a preventative measure

Employers must ensure that policy training is comprehensive, consistent, and reinforced over time. The FWC emphasised that creating a workplace culture where everyone understands expected behaviours and the consequences for not following them can significantly reduce the risk of policy breaches.

“if [the worker] was working in an environment where everyone clearly knew the standards that were expected, why they were expected and the consequences for breach, I think the likelihood of his engaging in the behaviours that he did would have been reduced.”

This reinforces the idea that training is not just about informing employees of rules — it is about building a shared understanding of the company’s values and behavioural expectations across the workforce.

Key lessons for employers

This case offers valuable lessons for employers on the role of training in policy implementation. Here are some key takeaways:

1. Comprehensive and structured training
   It is vital to ensure that all employees, whether new or long-serving, receive thorough training on company policies. This includes onboarding for new starters and periodic refresher training to reinforce key standards.
    
2. Documentation and record-keeping
   Employers should keep detailed records of training sessions and policy communications. Documenting who has received training and when helps provide evidence of compliance and can protect the employer in cases of dispute.
    
3. Consistency across the workforce
   All employees should be given the same level of training, regardless of their role or location. Consistent training ensures that everyone is on the same page regarding company policies and reduces the risk of misunderstandings or gaps in knowledge.
    
4. Regular policy communication
   Training should be supplemented with ongoing communication about workplace standards and expectations. This could include updates on policy changes or regular reminders to ensure that employees remain aware of their responsibilities.

Conclusion
This FWC case serves as a stark reminder of the importance of effective training in the implementation of workplace policies. Employers must ensure that all staff understand and adhere to company standards, which can be achieved through structured and ongoing training. Investing in comprehensive training programs not only helps prevent misconduct but also reduces the risk of unfair dismissal claims by ensuring that employees are fully informed of their obligations.