How to Get Leadership Buy-in for Better HR Compliance Training

A Step-by-Step Guide to Upgrading Your HR Compliance Training

Of all the things HR leaders have to navigate, getting leadership to take HR compliance training seriously is one of those recurring headaches—especially when it’s still seen as just a legal checkbox or sunk cost. But in today’s environment of increased legal risk, reputational stakes, and employee expectations, outdated or insufficient compliance training puts organizations in harm’s way.

In 2023 alone, the EEOC recovered more than $513 million on behalf of employees—a stark reminder of the financial consequences of workplace misconduct and insufficient prevention efforts.

So, how can you make a compelling case for leadership? This post outlines a strategic approach to get buy-in for upgrading your HR compliance training. From aligning with business objectives to using data, risk framing, and culture impact to your advantage.

The first step in getting leadership on board? Framing HR compliance training as the business-critical priority it actually is in 2025.

The Hidden Factors Driving Harassment and Discrimination Claims

Harassment and Discrimination Claims Are Surging

EEOC data and headlines tell a clear story: harassment and discrimination complaints are rising fast.

And here’s the bigger problem: 75% of employees who experience harassment never report it, often due to fear of retaliation or distrust in the reporting process. That means by the time leadership hears about a problem, it may already be a liability or a headline.

This rise in complaints isn’t just about bad actors. It’s also about gaps in reporting structures, unclear manager responsibilities, and the lack of proactive, modern training designed to prevent issues before they escalate.

Outdated Training Increases Risk Exposure

If your current compliance training was created more than a few years ago, or if it focuses more on checking boxes than driving understanding, your organization may be more exposed than you think.

Old-school training fails to address:

• Emerging legal requirements
• Complexities of retaliation and bystander roles
• Today’s cultural and digital workplace norms

Our recent blog post explores The Business Case for Compliance Training, Mandated or Not by outlining how modern training directly reduces legal and financial risk.

Managers Are Often the Weakest Link

Too many harassment claims escalate because managers weren’t trained to recognize red flags or didn’t know how to report them.

A recent study found that 60% of managers say they’ve never received adequate training on how to handle a harassment complaint. That’s not just a training gap, it’s a risk multiplier.

Equipping managers with real-world training and clear escalation pathways can stop issues before they become legal liabilities.

But knowing there’s a problem isn’t enough, especially when it comes to getting leadership support. To make real change, HR and compliance leaders need a clear, strategic plan that speaks leadership’s language and shows exactly how stronger training can protect the business. Here’s how to do it:

Making the Case for Training in Terms Leadership Understands

Step 1: Understand What Matters to Leadership

Most executives aren’t swayed by ‘because it’s the right thing to do.’ They’re under pressure to justify every expense and want to understand how compliance training supports broader business goals like risk reduction, reputation management, and employee retention.

What to Focus On:

Risk Mitigation

• The EEOC secured over $440.5 million for claimants in fiscal year 2023—a significant increase over FY 2022, and substantially higher than the $513 million often reported
• In earlier reporting, the agency resolved 35 harassment lawsuits in FY 2023 that yielded nearly $9.8 million in relief for 184 individuals

Placing that in context, in 2021 workplace misconduct cost U.S. businesses an estimated $20.2 billion, vastly exceeding mere training expenses

Brand & Reputation

Reputational damage from a public complaint can erode employee trust and hurt recruiting. While hard to quantify, studies show companies with strong reputations and ethical cultures have significant recruitment and retention advantages:

• Organizations prioritizing respectful and inclusive environments can see up to 35% greater profitability
• Firms with high employee satisfaction and trust deliver 21% higher profitability compared to peers

Even a single high-profile harassment case can damage employer brand trust, hindering recruitment and employee morale in ways that are costly but difficult to repair.

Cost Efficiency

• Every $1 invested in employee training delivers, on average, $4.53 in return, a 353% ROI per Accenture
• Employee turnover costs range from 30% to 200% of annual salary per departing employee due to recruiting, lost productivity, onboarding delays, and morale disruption
• Organizations with thorough anti‑harassment policies see turnover reductions of around 30–41%, directly cutting those replacement costs

Training therefore pays for itself not only via fewer claims but also via lower attrition and smoother operations.

To gain leadership buy-in, you’ll need to connect training to measurable outcomes. Position better training as an investment that prevents expensive lawsuits and turnover. For help making that argument, share The Business Case for Harassment and Discrimination Prevention Training with decision-makers. It’s tailored to executive priorities and can help get the conversation started.

Step 2: Show How Better Training Drives Business Outcomes

Modern compliance training isn’t just about “don’t do this.” It’s about building a culture where respect, psychological safety, and accountability thrive—outcomes that directly improve retention, engagement, and productivity.

Some Key Talking Points:

Companies with strong compliance and reporting cultures are more trusted by employees.

• High‑trust workplaces experience less than half the turnover of average U.S. organizations
• Organizations ranking in the top quartile for employee engagement deliver 5x greater revenue per employee and 3.5x cumulative stock market returns compared to market averages
• Engaged workforces boost business outcomes: highly engaged teams achieve 21–23% higher profitability, and over time such companies grow revenue 2.5× faster than less engaged peers

These stats highlight how transparent, respectful workplace norms—reinforced through compliance and reporting mechanisms—foster trust, engagement, and performance.

Effective training reduces the likelihood of retaliation, which is now the most common claim filed with the EEOC.

• Retaliation remains the single most common complaint filed with the EEOC, consistently accounting for around 56% of all charges
• Effective approaches, such as bystander-intervention training and leadership involvement, are backed by EEOC guidance as key to discouraging retaliation and empowering employees to speak up safely

You can also point to SHIFT HR Compliance Training’s webinar on preparing for harassment claims. It includes actionable insights from experts on what happens when managers aren’t equipped to escalate complaints properly.

Step 3: Diagnose the Gaps in Your Current Training

Don’t just say “we need better training”. Show exactly what’s missing. Here’s how to evaluate your current program:

• Is it engaging? If your training is outdated, text-heavy, or full of legalese, people tune out
• Is it relevant? Does it address today’s issues, like remote team dynamics, unconscious bias, and social media conduct? If training feels outdated or out of touch, employees are more likely to disengage, and may miss the practical guidance needed to navigate real workplace challenges
• Is it inclusive? Today’s workforce expects content that reflects diverse identities and scenarios
• Does it include bystander and manager training? These roles are critical to early intervention

You can use SHIFT HR Compliance Training’s Business Case for Compliance Training guide to walk through this diagnostic process and frame solutions.

Step 4: Arm Yourself with Numbers and Narratives

When asking for budget or time allocation, nothing is more effective than pairing data with real-world impact.

Even More Powerful Numbers to Win Leadership Over

Use These Stats:

• $513 million: The amount the EEOC recovered in 2023
• 75% of employees who experience harassment never report it, often due to fear of retaliation or lack of trust in the process
• 60% of managers say they haven’t received adequate training on how to handle a harassment complaint

Add Stories:

• Share anonymized examples of past complaints that were mishandled or caught early due to good training
• Highlight feedback from employee surveys about unclear policies or ineffective training

Step 5: Offer a Strategic, Scalable Solution

When HR comes to leadership with a clear, actionable plan, not just a problem, you’re far more likely to get a “yes.”

Build Your Case with These Elements:

• Pilot Option: Propose a small-scale rollout with one department or location
• Time & Format Flexibility: Emphasize micro-learning options and mobile-friendly platforms
• Customization Capabilities: Tailored content to reflect your culture, values, and policies

Make it Clear that Training Programs are:

• Expert-developed: Backed by legal experts, DEI consultants, and instructional designers
• Civility-forward: Focused on promoting respectful cultures, not just rule-following
• Easy to implement: LMS compatible, SCORM-compliant, and built for engagement

Step 6: Address Common Objections

Here are a few pushbacks you might hear, and how to respond:

“We already do HR compliance training.”
Yes, but is it working? Many companies train on the law but not on how to apply it in real-life situations. That leaves gray areas wide open.

“We don’t have the budget.”
Frame it as a cost-saving measure. One harassment lawsuit can cost six figures (or more). Prevention is far cheaper than litigation.

“We haven’t had any complaints.”
No news doesn’t always mean good news. It might mean employees don’t feel safe speaking up. Modern training helps create a culture of trust and transparency.

“Our managers know what to do.”
Maybe. But are you sure they’ll recognize subtle warning signs or know how to escalate properly under pressure? Research shows 60% of managers say they haven’t received adequate training on handling harassment complaints.

“We’re worried training will open a can of worms.”
Avoiding the topic won’t prevent problems, it just makes you less prepared when they surface. Proactive training shows employees that your organization takes concerns seriously and provides a safe path for resolution.

Step 7: Keep the Conversation Going

If you don’t get immediate buy-in, don’t give up. Follow up with:

• New compliance updates that require action (laws in CA, NY, IL, and beyond are evolving)
• Internal data that highlights gaps, like survey results or turnover patterns
• External headlines about companies that failed to act until it was too late

Also, keep your leaders informed. Send them short reads like Retaliation in the Modern Workplace or why manager training matters more than ever. Keep building awareness and momentum.

Final Thought: Better Training Builds a Safer, Stronger Company

Convincing leadership isn’t about scaring them. It’s about helping them see compliance training as a strategic tool for protecting the business and empowering the people within it. Sharing our How to Get Leadership Buy-In for Better HR Compliance Training: A Customizable Toolkit for HR and Compliance Leaders

can give you a practical edge in making the case by equipping you with clear, business-focused talking points that resonate with today’s executive priorities.

When training is done right, it improves culture, prevents risk, and creates the kind of workplace where employees, and the company, can thrive.

Ready to Make Your Case?

SHIFT can help you make the case for why modern HR compliance training matters. Request a demo for a sneak peek at how our training equips your teams with the skills, awareness, and confidence they need to respond effectively.

Or connect with our team to discuss your organization’s goals and explore how we can help you meet them—while reducing risk and strengthening workplace culture.

FAQ: How to Get Leadership Buy-In

Why is HR compliance training important in 2025?
HR compliance training is more critical than ever, given the surge in complaints of harassment, discrimination, and retaliation. Employees expect respectful, inclusive workplaces, and regulators are increasing scrutiny. Modern HR compliance training helps reduce legal and financial risk while building a stronger workplace culture.

What are the risks of outdated HR compliance training?
Outdated HR compliance training often fails to address current legal requirements, real-world gray areas, and cultural dynamics. This can lead to underreporting, mishandled complaints, and increased exposure to lawsuits, fines, and reputational damage.

How can I persuade leadership to invest in more effective HR compliance training?
Focus on the business case. Frame your pitch around risk mitigation, cost avoidance, culture impact, and legal trends. Share stats (like EEOC recoveries), current complaint trends, and employee feedback. Highlight the gaps in your current HR compliance training program and propose a strategic solution.

What’s the ROI of investing in modern HR compliance training?
Better HR compliance training reduces turnover, prevents litigation, improves reporting outcomes, and strengthens workplace culture. One prevented lawsuit or retained key employee can deliver ROI many times over the cost of HR compliance training.

What should a modern HR compliance training program include?
Look for HR compliance training that is interactive, legally accurate, customizable, inclusive, and role-specific. It should include real-life scenarios, focus on civility and respect, and offer targeted modules for managers, bystanders, and frontline employees. SHIFT HR compliance training courses check all those boxes and more.

Summary

For HR professionals looking to articulate a compelling business case for implementing modern HR compliance training, this blog post provides a step-by-step guide to gaining leadership buy-in by demonstrating how it drives critical goals like risk reduction, legal protection, and culture improvement.

• It clarifies the mounting risks organizations face today, from rising EEOC harassment and retaliation claims (retaliation alone now accounts for more than half of all charges) to outdated, checkbox-style HR compliance training that fails to arm managers and employees with real-world skills.
• It provides HR with a clear roadmap: how to diagnose gaps in existing programs, position HR compliance training as a strategic advantage, and confidently address common leadership objections.
• The post underscores the crucial role of manager training, psychological safety, inclusive content, and scenario-driven learning in building a modern compliance program that drives trust, engagement, and retention.
• Finally, SHIFT HR compliance training’s scenario-based, legally sound, and fully customizable courses are presented as the strategic solution to help HR leaders drive business-aligned compliance, reduce risk, and cultivate a respectful, accountable workplace.