It’s time to break out of the subscription trap
The year is 2025. We have AI that can generate custom learning paths in seconds, compliance content that can precisely map to employee roles, and LMS dashboards that make the average CRM look outdated. So why are we still locked into online, subscription-based compliance training? The truth is, the compliance e-learning industry has a subscription problem. And it’s time to talk about it!
The original promise of the subscription and its mistakes
In theory, a subscription model made sense in the early days of digital compliance training. Provided scalability. Regular content updates. Predictable budget items. Most importantly, it provides an easy way for organizations to check the compliance checkbox. But now, that promise has turned into a budgetary black hole. HR and L&D teams pay thousands of dollars each year for access to “modern” compliance modules such as:
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It hasn’t changed for years. Does not reflect real workplace scenarios. It demotivates employees and leaves them unmotivated.
And don’t ignore the elephant in the room. Laws don’t change very often.
Core regulations such as WHS, EEO, privacy and anti-bullying have remained largely stable over the past few years. So why are companies still spending so much money on general refreshers of the same outdated scenarios?
Rethinking online compliance training: What actually works?
Compliance training is about more than just fulfilling legal obligations. You need to protect your culture, prevent harm, and ensure your team behaves ethically. The best online compliance training does more than just explain the law. Indicate what behaviors and skills need to be implemented. Provides practical examples related to organizational work situations.
Let’s say you’re training your team on conflict of interest policies. Instead of explaining what your competition is in 10 slides, why not try something like this:
Present a short scenario based on what would happen in a suitable work environment and allow learners to choose between two or three possible actions. Get instant, role-specific feedback on what you got right and what you need to review.
These moments are more powerful than annual subscription modules that rehash definitions. They build muscle memory. And they persist.
Subscription Rut: Paying for Unrelated Privileges
A typical subscription cycle looks like this:
Purchase a library of compliance courses that you think are comprehensive. You assign it to all team leaders and team members, but they resent having to complete it every year. The LMS indicates that everyone has completed compliance and sends periodic reminders to those who have not completed the annual compliance snoozefest. When you get next year’s bill, you feel angry because it’s taken up a huge portion of your budget. No one remembers anything, so rinse and repeat.
It’s time to acknowledge that most subscription-based online compliance training has become the digital equivalent of wallpaper. I’m always there. Always ignored. Always expensive.
The future is flexibility, not eternal fees.
It’s time to consider how this changes. What if you managed your training yourself? No more automatic updates. No more contracts locking you into content your team doesn’t like. Instead:
Buy once and use forever. Customize it to reflect your policy, tone, and risks. Please update only if the law actually changes. Change scenarios and quickly microburst updates with new scenarios that reflect the real challenges of your workplace.
It’s not just about cost. It’s about impact.
Let me be clear: cost is important. Especially when HR departments are being asked to do more with less. But ditching the subscription model isn’t just about saving money. It’s about making compliance training more relevant, practical, and human. Imagine this:
Frontline teams learn how to identify psychosocial hazards in real-world work environments. Managers practice responding to inappropriate jokes during virtual team meetings. New hires complete training that reflects internal escalation paths rather than vague “please contact your manager” prompts.
It’s not just about compliance. That’s building a culture.
So why are we still paying subscription fees?
habit. legacy system. sales pressure. The belief that if you don’t constantly “refresh” your training, you’ll fall behind. But this is the truth. The most progressive L&D and HR teams in Australia and abroad are now moving away from subscriptions. They want more relevance, less user backlash, and more retention of skills and behaviors. And it’s working.
The future of compliance learning is not a never-ending subscription. Smarter, simpler, and truly effective training that respects your budget and your learners. Ready to rethink your approach to compliance? Start with one course. One topic. There is one real-world change. No subscription required.
Please contact me for ongoing updates.
Editor’s Note: If you’re looking for the right LMS for your compliance program, check out our list of the top compliance training LMS software for your employees.
