Compliance training people actually finish.
POSH, code of conduct, anti-bribery, data privacy and information security — the modules that are mandatory, measured, and almost never watched.
What we make
The modules in this category.
POSH training
Prevention of Sexual Harassment training built as recognisable workplace situations rather than a reading of the Act — what the behaviour looks like in an office or on a plant floor, who the Internal Committee is, how a complaint is raised, and what protection against retaliation actually means in practice.
Code of conduct and ethics
Conflicts of interest, gifts and hospitality, anti-bribery, procurement integrity and speak-up channels, delivered as decisions a real employee faces with a real incentive to get them wrong.
Data privacy and information security
DPDP Act obligations, personal data handling, retention and deletion, and the day-to-day security behaviours — phishing, credential hygiene, shadow IT — that most breaches actually start with.
Cyber awareness refreshers
Short, repeatable modules built for annual cycles, so the awareness programme is not one long induction and then silence for twelve months.
Who it's for. Compliance, Legal, Risk, HR and Information Security teams — usually where the training is legally required, centrally tracked, and audited.
Where we stop
What we'd tell you to shoot instead.
A named executive making the commitment
A tone-from-the-top message carries because a real, named leader said it on record. Film that. We will produce everything around it.
Branching-scenario assessment design
We write scripts and structure modules. Deep instructional architecture and assessment validity is a different craft, and we will say so rather than approximate it.
Does this satisfy POSH training requirements?
The Act requires employers to conduct workshops and awareness programmes and to display the consequences of harassment. A video module is normally one component of that, alongside your Internal Committee constitution, policy display and record-keeping. We produce the training content and package it so completion is tracked; we do not advise on legal sufficiency, and you should confirm the wider programme with your own counsel.
What happens when the policy changes?
We hold the project files. Changing a regulation citation, a threshold, a screenshot or a step means re-cutting that section, usually within the same week. This is the single biggest cost difference against a conventional shoot, where any change means a reshoot.
Will it work with our LMS?
Yes, and for compliance the packaging is doing more work than usual. SCORM 1.2 by default because support for it is effectively universal, with SCORM 2004, xAPI or cmi5 on request — what matters here is that completion and pass/fail report per learner, because that record is what an audit actually asks to see. We test it against your LMS before handover rather than after.
How many languages can you deliver?
As many as your workforce needs, re-voiced and re-rendered from the same approved master. For compliance specifically the point is not reach but comprehension: a policy someone has to translate in their head is a policy they can get wrong, and a defence that rests on completion records is weaker if the employee never understood the version they completed. On-screen text is rebuilt per language rather than subtitled over.
Can you work from our existing policy deck?
Usually yes, and it is the cheapest way to start. An approved policy document plus one SME session is normally enough for a first module, and it means Legal has already seen the substance before we script anything.
How is this different from an off-the-shelf compliance library?
A library module is generic by design — it does not name your escalation path, your Internal Committee, your systems or your thresholds. For a subject where the correct answer is specific to your organisation, that gap is the whole problem.
Related modules.
Onboarding that says the same thing every time.
Induction, first-week systems, policies and the things nobody writes down — delivered the same way to everyone, whichever office they joined.
Safety training that shows the actual sequence.
EHS, plant safety, permit-to-work and standard operating procedure — for workforces that read the SOP in a second language, if at all.
Behavioural training that shows the moment.
Feedback, difficult conversations, inclusion and accountability, set in situations your managers recognise — because naming the model is not the same as knowing what to say.
Or see all eleven module types.
Send us the one
you're dreading.
One module is enough. We'll come back with how we'd make it, what it would take, and a free audit of the curriculum you already have.