Requirements, not a spreadsheet of dates
A spreadsheet tracks training as a list of dates and leaves the judgment to whoever opens it. EmployerSafety starts from the requirement. Forklift operator evaluation every three years for everyone with the job title. Hazard communication for the whole company. Confined space entry for the two people who go in. Each requirement is scoped to a job title, a department, a location, one person or everyone, and carries its recurrence in months, a grace window in days, and whether evidence has to be attached.
Requirements come from three places. Regulatory requirements are the ones a standard imposes. Company requirements are the ones you impose on yourselves. Reference requirements come from the catalog for your industry and are flagged for review rather than counted as missing, because a catalog cannot know whether your shop has a forklift.
Six statuses, each with a reason
Every employee shows against every requirement that applies to them as overdue, missing, due soon, documentation needed, review recommended or current. Overdue means a recurrence or a certificate date has passed. Missing means a regulatory or company requirement has no record at all. Due soon means the date falls inside the grace window. Documentation needed means a record exists but the requirement asks for evidence and none is attached. Each status shows the record and the date behind it, so a disputed status is settled by looking, not by arguing.
Time since the last session is reported separately and never changes a status. A three-month gap is not a violation unless a requirement says the training recurs every three months. That rule is written down in the product and tested, because the alternative is a page full of false alarms that people learn to ignore.
Records from sessions, sheets and certificates
Records get in three ways. A training event: plan the session, assign the attendees, mark who came, complete it, and one dated record is written per attendee. A sign-in sheet: photograph it and the assistant proposes the attendees for a person to approve, the way the toolbox talk page describes. A certificate: upload the card or the PDF and it is read into a proposed record, reviewed, and attached as evidence. Nothing is written to the record until a person approves it.
Records you already hold come in through the bulk import: PDFs and photos of certificates and rosters are read page by page into proposals, and the reviewer approves them in batches, with the confident ones approved together and the doubtful ones checked one at a time.
Reminders and the export
The administrator chooses a daily or weekly digest, or none. It lists what needs attention across training, certifications and written programs in one message, so the inbox gets one email rather than one per record. Employees see their own records and status when they sign in.
The training status page exports to a CSV file with the current filters applied. When a customer, an insurer or an inspector asks for the roster, that file is the answer, and it is yours to keep whether or not the subscription continues.
Where the status comes from
Ask the assistant “who is overdue on fall protection” and the answer is drawn from your records, with every line marked as a company record. Ask what the standard requires and the answer comes from the official text, with the citation linked to the passage. When the records do not say, the assistant says so rather than guessing. The trust page explains what the product establishes and what it leaves to professional judgment.
What it does not do
- It does not deliver training. There are no courses, videos, quizzes or certificates of completion issued by the product.
- It is not a learning management system. It records that training happened and whether evidence exists.
- It does not decide that a requirement applies to you. Regulatory and company requirements are set by you; catalog requirements are flagged for your review.
- It does not declare anyone compliant. A current status means a record satisfies a requirement you set, as of today.
When not to buy EmployerSafety
- You run one annual class for everyone and nothing recurs. A dated roster in a folder is enough.
- Your training lives in an LMS that already tracks completions and expirations. Export from that before paying for a second system.
- You need the courses themselves. This tracks what you already deliver.
- You have fewer than ten workers. The price starts at ten and is not worth it below that.