Training workers is an important part of maintaining a safe working environment. All workers need training whether they are new to the job or highly experienced.

PCBUs are legally required to provide workers with appropriate work health and safety (WHS) training.

Workers must take part in WHS training provided by their workplace. They also have a duty to tell their workplace if they require additional training to perform their work safely. These legal obligations are called WHS duties. Learn more about WHS roles and duties.

Why it matters

WHS training is important for:

• safety — to reduce the risk of injuries to your workers and others (for example, audiences)
• compliance — to meet legal obligations to train your workers under WHS laws.

Safe workplaces are also:

• more productive — competent workers complete tasks more efficiently
• good for reputation — avoiding safety incidents is the best way to demonstrate a commitment to a safe and professional operation.

Who needs to be trained

Every worker in a business or organisation needs to be trained. This includes:

• employees
• contractors
• volunteers
• other unpaid workers such as interns.

It includes workers who are:

• new to the job
• changing roles or locations
• returning to work after being away
• using new equipment
• following new processes.

What kind of WHS training is needed

Training must be:

• relevant to the risks workers may face
• tailored to the tasks they perform.

There are 3 common kinds of safety training:

• WHS inductions
• skills and competency-based training
• licenses and certification training (including high risk work)

There is information below on what training is generally necessary but each state and territory has their own specific training requirements.

Check with your local regulator to make sure you are meeting all your obligations. Contact your state or territory WHS regulator for more information.

SafeWork Australia also has information about training obligations in their model codes of practice.

WHS inductions

Every worker who is new to a workplace should be given a WHS induction.

Inductions explain how work health and safety is managed at the workplace. They help workers understand how to stay safe at work, including any specific risks they might encounter, and the processes for dealing with safety issues.

WHS inductions often include information about:

• how safety information is talked about at the workplace
  • how to report safety issues
  • who to talk to about safety (for example, health and safety representatives, the business owner or a manager)
  • regular safety communications (for example, toolbox talks and safety briefings)
• how to use equipment safely
• the hazards and risks in the particular workplace and they are controlled and managed
• the workers’ obligations regarding health and safety
• about emergency procedures such as how to evacuate, assembly points, exit locations and fire wardens
• where to find the first aid kit.

Some state and territory regulators have WHS induction checklist templates. If your local regulator doesn’t have a template, these ones are a useful guide no matter where you are.

Make sure induction training is relevant and tailored. For example, a film set induction might cover traffic control for vehicles moving equipment, how to report incidents, and first aid procedures for common on-set injuries. 

Skills and competency-based training

Workers must have the skills and knowledge needed for their tasks.

This may include formal qualifications, on-the-job training or refresher courses.

For example, an experienced gallery supervisor teaches staff how to safety handle and store artwork to prevent damage or injury as a part of on-the-job training. 

Licenses, certifications and high risk work licenses

Workers doing high-risk work may need:

• a licence to operate high-risk equipment, such as forklifts or cranes
• a certificate to work in high-risk places, such as a construction site
• industry-specific training such as working at heights, operating machinery, working around hot surfaces, using hazardous chemicals or manual handling.

For example:

• a music festival contractor operating a crane to set up the stage must hold a valid high-risk work license relevant to the type of crane they are operating
• circus performers using aerial equipment require ongoing training and certification to ensure their competency in harness use and fall prevention.

Licensing and certification requirements may differ by state or territory.

Make sure you read our information on high risk work and contact your state or territory WHS regulator for more information.

Managing training records

Keeping records of workers’ training is an essential part of demonstrating compliance with WHS laws.

It also helps flag when a licence or certification is due to expire and needs a refresher.

A training register should include:

• worker names
• training dates
• what topics were covered
• any certificates or licenses that are held (including when they expire or need updating).

SafeWork NSW has a handy training register template you can use. (You can use it even if you’re not in NSW.)

Sharing training duties during collaborations

When multiple organisations collaborate on a project, each duty holder (for example, each business, contractor, or individual involved) is responsible for ensuring safety within their scope of control and influence. 

Shared responsibility

PCBUs must work together to share information and consult with each other to manage safety risks effectively.

This includes ensuring adequate training is provided for all workers involved. 

Independent contractors

Independent contractors can have dual responsibilities. They may be a PCBU (if they employ others or manage part of the work) and a worker (when working under another PCBU).

This means they must ensure their own safety and the safety of others while also cooperating with the organisation they are working for. 

Cooperation and coordination

Collaborating duty holders must clearly outline who will deliver specific safety training, ensure it covers relevant risks, and avoid gaps or overlaps in safety responsibilities.

For example, a venue operator might provide general induction training, while a production company ensures task-specific competency training for their team.

Collaborations can sometimes get a bit complicated, so it is a good idea to reach out to your state or territory WHS regulator for guidance on meeting your obligations and coordinating effectively with other duty holders.