Percipio compliance: how to use Percipio compliance training to reduce risk and meet workplace requirements
If you’re searching for Percipio compliance, you’re likely trying to confirm whether Percipio can help your organization meet required workplace training obligations—and how to document that training in a way that stands up during audits, investigations, or litigation. This guide explains how to approach Percipio compliance training as part of an overall compliance program (policies, postings, training, and records), with actionable steps HR teams and business owners can implement.
For broader context on building a complete program—not just training—see SwiftSDS’s overview of compliance in the workplace.
What “Percipio compliance” means in practice
Percipio (a digital learning platform used by many employers) can be a strong delivery method for required courses, annual refreshers, and role-based training. But “compliance” isn’t simply purchasing a library or assigning courses. In most jurisdictions and regulatory frameworks, you must be able to show:
- The training content covered the required topics
- The right employees took the training (by role and location)
- Training occurred on time (e.g., within a set number of days of hire)
- Records are retained and retrievable (completion proofs, rosters, content versions)
Percipio helps with assignment, delivery, reminders, quizzes, and completion tracking—but your organization remains responsible for ensuring the training matches specific legal requirements and for maintaining a complete compliance posture (including postings and policies).
To compare options and understand what to look for in a vendor, reference compliance training providers.
Where Percipio compliance training fits into legal and regulatory obligations
Federal safety and hazard communication expectations (OSHA)
Many employers use online training to support OSHA programs (e.g., hazard communication, PPE, incident reporting, general safety awareness). OSHA standards generally require training to be effective, understandable, and provided when required by the specific standard. For example, Hazard Communication training (29 CFR 1910.1200) requires employees to understand chemical hazards, labeling, SDS access, and protective measures.
Percipio can support this, but HR/ESHS should confirm:
- Courses align to the hazards present at your workplace
- Employees know how to access Safety Data Sheets (SDS) and onsite procedures
- Training includes site-specific elements (often a gap in off-the-shelf eLearning)
If you’re aligning training to your safety program, SwiftSDS also covers foundational concepts in define workplace safety.
Anti-harassment training and discrimination prevention
Many states and localities require some form of harassment prevention training (often with specific content rules, interactivity requirements, and retraining frequency). Even where not mandated, anti-harassment training is a widely recognized best practice and supports defenses in employment claims.
Before assigning a generic course, ensure it matches the requirements that apply to your workforce. SwiftSDS summarizes key obligations and best practices in harassment in the workplace laws.
Drug-free workplace requirements (especially federal contractors/grantees)
If you are a federal contractor or receive certain federal grants, you may have obligations under the Drug-Free Workplace Act of 1988. Training isn’t always explicitly mandated, but many employers implement awareness training to demonstrate good-faith compliance (policy distribution, employee awareness, reporting mechanisms).
If this applies to your organization, review SwiftSDS’s guide to the drug free workplace act and map your policy communication and training assignments accordingly.
“Right-to-know” and employee communication requirements
Several states and programs emphasize employee “right-to-know” principles—particularly around hazards, workplace rights, and reporting. Training libraries can help, but you must ensure you also meet posting and notice delivery requirements.
For a deeper look at these concepts, see employee right to know.
A step-by-step approach to implementing Percipio compliance training
1) Build a training matrix by role and location
Create a simple matrix that lists:
- Job roles (office staff, warehouse, supervisors, managers, drivers, etc.)
- Jurisdictions (state + city/county where employees work)
- Required training topics, frequency, and due dates (new hire, annual, biennial)
This is where many programs fail: assigning the same “compliance bundle” to everyone regardless of risk profile or local law.
For multi-jurisdiction employers, pair your matrix with posting/notice requirements to ensure a complete solution. SwiftSDS can support postings via a compliance poster service.
2) Vet course content against applicable requirements
For each required topic, confirm:
- Does the course cover mandated elements (definitions, examples, complaint procedures, anti-retaliation, supervisor duties)?
- Is the length/format acceptable for your jurisdiction?
- Is it interactive where required (some laws require Q&A or user interaction)?
- Are quizzes/knowledge checks included?
When laws or agency guidance change, re-check course versions and update assignments.
3) Add site-specific “wrapper” content
Even excellent libraries are usually general. Consider adding:
- Your internal reporting channels (HR email/phone, hotline, anonymous reporting)
- Your policies (harassment, safety, drug-free workplace, attendance, discipline)
- Site-specific hazards and emergency procedures
- How to access your SDS, PPE, and incident reporting forms
This can be a short internal module assigned immediately after the Percipio course.
4) Configure assignment rules and escalation
Actionable settings to implement:
- Auto-enroll based on department, job code, manager status, or location
- New-hire training deadlines (e.g., “within 30 days of hire”)
- Reminder cadence (e.g., 14/7/1 days before due date)
- Escalations to managers and HR when overdue
- Retraining cycles (annual/biennial)
5) Store defensible completion records
Treat training records like audit evidence. Your process should define:
- What data is retained (completion date/time, course title/version, score, time spent)
- Retention period (often several years; consult counsel for your risk profile)
- Where records live (HRIS/LMS export, secure storage)
- How to produce records quickly for an agency inquiry or claim
Percipio compliance is not just training: don’t forget postings and required notices
Training is only one side of compliance. Many requirements are fulfilled through mandatory labor law notices (posters) and written notices.
For example, Massachusetts employers must post certain notices issued by state agencies. Depending on your workforce and employer type, these may include:
- Fair Employment in Massachusetts (Massachusetts Commission Against Discrimination)
- Notice: Parental Leave in Massachusetts (MCAD)
- Massachusetts Workplace Safety and Health Protection for Public Employees (Department of Labor Standards; applicable to public employees)
If you operate across cities/counties, local posting rules can also apply. SwiftSDS maintains jurisdiction pages such as Compton, Los Angeles County, CA Posting Requirements and Why, Pima County, AZ Posting Requirements to help employers track location-specific obligations.
Common pitfalls to avoid with Percipio compliance training
Treating “completion” as proof of comprehension
Completion records help, but some standards expect training to be effective. Supplement with:
- Supervisor toolbox talks
- Q&A sessions
- Incident trend reviews and corrective training
Forgetting supervisor-specific requirements
Many harassment and safety programs have extra requirements for supervisors/managers (duty to report, how to respond to complaints, anti-retaliation obligations). Ensure your matrix includes supervisor tracks.
Not aligning training with current policies and reporting channels
If your course says “report to HR,” but employees are told to use a hotline, inconsistency creates risk. Add the wrapper module or update internal policy references.
FAQ: Percipio compliance
Is Percipio compliance training “legally sufficient” for mandatory training requirements?
It can be—if the specific course content, format (including interactivity where required), timing, and recordkeeping match the law or regulation that applies to your employees. You should validate course outlines against the applicable statute/regulation and keep proof of completion and course version.
What records should we keep to document Percipio compliance training?
At minimum: employee name/ID, course title, course version or last updated date, completion date/time, score or pass/fail, and assignment due date. Also keep your training matrix and any site-specific modules/policy acknowledgments that complement the course.
How do postings relate to Percipio compliance?
Training does not replace required workplace notices. Many laws require posters or written notices in addition to training. Pair your LMS program with a postings process (digital/physical as permitted) and audit it regularly—SwiftSDS’s compliance poster service is designed for that purpose.
If you want, share your employee locations (states/cities), headcount, and industry, and I can outline a simple role-by-location training matrix you can implement in Percipio alongside the required postings and notices.