What to do if…
you have a mandatory work training deadline approaching but have not been scheduled or assigned to complete it

What to do now

1. Verify the requirement and deadline in the official source. Check your LMS or training portal assignments, work email, calendar, spam folder, and any policy memo that lists the course and due date.
2. Document what you see right now. Screenshot messages such as “not assigned,” “no sessions available,” “enrollment closed,” or access errors, and note the date and time.
3. Message your supervisor immediately with a clear ask. Include the course name, deadline, what the system shows, and what you need: assignment, access, a session booking, or written extension. Ask them to confirm in writing what they want you to do before the deadline.
4. Contact the training owner or administrator in parallel. This may be HR, Learning and Development, Compliance, Safety/EHS, IT, or your site administrator. If your workplace uses a helpdesk ticket, open one and mark it time-sensitive because of the training deadline. Attach screenshots.
5. Offer a concrete completion plan if self-paced training is possible. For example: “If access is assigned today, I can complete it during my shift at [time]. Please confirm that time is approved.”
6. If the only option is outside your normal hours, get pay and scheduling clarity first. For many hourly or nonexempt employees, mandatory, required, or job-related training is commonly treated as hours worked. Ask your supervisor or HR how to schedule and record the time so you do not create a pay or timekeeping problem while trying to fix the training issue.
7. If the training is safety-related or required for certain tasks, reduce risk immediately. Tell your supervisor if you believe you should stop specific duties until trained, such as operating equipment, handling hazardous chemicals, or using certain patient, customer, or data workflows. Ask what alternate duties they want assigned.
8. If you are union-represented and called into an investigatory interview, use your representation right. If you reasonably believe the interview could lead to discipline, clearly request a union representative before answering questions. If you are not union-represented, ask HR whether employer policy allows a support person, but do not assume that policy exists.