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As an HR or L&D leader, you already wear enough hats. You’re supporting change, developing leaders, managing urgent training requests, and compliance is always one more priority on the list.
We know it’s a lot. But, with the right approach, you can build a compliance program that works in the background, stays current as laws evolve, and frees up your time to focus on growing your people.
Here’s how to create a hassle-free, scalable compliance program that protects your business and doesn’t overwhelm your team.
The reality of compliance for L&D leaders
In the US, compliance regulations evolve frequently across federal, state, and local levels. Consider sexual harassment laws in California or New York, ADA requirements, and HIPAA rules. It can feel like a never-ending cycle of updates.
The biggest pain points L&D teams report are:
Staying up to date as regulations shift across different states and industries
Sourcing and managing multiple content providers
Keeping learners engaged with meaningful, applicable training
Providing fast, accurate reporting for audits or leadership
And with small teams often managing all this alongside broader skill development programs, it’s easy for compliance to become overwhelming.
But, with the right structure, you can create a straightforward, scalable compliance program that keeps your organization audit-ready, without adding to your to-do list.
Here's how.
Build a smarter compliance program
1. Consolidate your providers
Avoid piecing together training from multiple vendors. A single subscription that covers all core compliance areas means fewer contracts, streamlined reporting, and less administrative burden.
2. Focus on role-based relevance
Not every employee needs the same training. Build core compliance tracks, but customize based on role, department, and state-level requirements. When learners can connect training to their day-to-day work, engagement improves naturally.
3. Automate compliance tracking
Real-time dashboards, automated reminders, and built-in reports make it easy to track completions and demonstrate compliance. No more chasing and manually updating spreadsheets.
4. Review regulations regularly—with expert help
Work with content partners who proactively update material as laws evolve. Quarterly check-ins ensure your training stays aligned with the latest requirements without requiring you to stay on top of every regulatory change yourself.
The key US regulations to cover
While legal counsel should always advise on specifics, here are the compliance areas most L&D teams manage:
HR Compliance: Preventing discrimination and harassment
Title VII of the Civil Rights Act of 1964
SB 1343 (California Harassment Law)
Americans with Disabilities Act (ADA)
Age Discrimination in Employment Act (ADEA)
Family and Medical Leave Act (FMLA)
Fair Labor Standards Act (FLSA)
Ethics and financial compliance
Foreign Corrupt Practices Act (FCPA)
Bank Secrecy Act (BSA)
Sarbanes-Oxley Act (SOX)
Anti-Money Laundering (AML)
Know Your Customer (KYC)
Data privacy and cybersecurity
HIPAA (Health Insurance Portability and Accountability Act)
California Consumer Privacy Act (CCPA)
California Privacy Rights Act (CPRA)
Federal Trade Commission Act (FTC Act)
GDPR (for global entities with EU data subjects)
Health and safety
Occupational Safety and Health Act (OSHA)
OSHA First Aid Standards (29 CFR 1910.151)
Emergency Action Plan (29 CFR 1910.38)
Fire Safety Standards (29 CFR 1910.157)
Compliance made simple
Finding trusted, up-to-date content is one of the biggest challenges HR leaders face. Regulations evolve, and content must stay accurate. The most efficient way to manage this is not through more suppliers or putting in more hours, but a platform that provides everything you need.
With a provider like Go1, you can:
Access engaging content that’s regularly updated to reflect US regulations.
Pull from hundreds of expert sources, so you’re not reliant on a single supplier.
Simplify administration with built-in reporting, integrations, and effective search tools to find the content you need in minutes.
That means less time managing compliance—and more time building learning programs that drive real growth.
Legal disclaimer: This publication is intended only to provide a summary and general overview of matters of interest. It is not intended to be comprehensive, nor does it constitute legal advice and should not be relied upon as such. We attempt to ensure that the publication is current, but we do not guarantee its currency or accuracy. You should seek legal or other professional advice before acting or relying on any of the information to verify its accuracy, completeness, and relevance to your situation. We are not responsible to you or anyone else for any loss suffered in connection with the use of this publication.
