From Due Diligence to Daily Practice: New eLearning Paths to Support HREDD at Scale

From Due Diligence to Action 

Introducing Labor Solutions’ Updated eLearning Learning Paths for HREDD Implementation 

As Human Rights and Environmental Due Diligence (HREDD) requirements continue to evolve, brands and suppliers are increasingly expected to demonstrate not only commitments and assessments, but effective implementation across operations and value chains. A persistent challenge is ensuring that learning is relevant, proportionate, and clearly linked to the roles and responsibilities of different stakeholders. 

Too often, training is delivered as a one-size-fits-all exercise, making it difficult to translate due diligence requirements into daily practice or to demonstrate how learning supports risk prevention, mitigation, and positive outcomes. 

To address this gap, Labor Solutions has updated its eLearning structure to better align with HREDD expectations. The revised catalog is organized into role-based learning paths designed to support the practical operationalization of HREDD for workers, line leaders and supervisors, and company managers and practitioners across value chains. 

A Role-Based eLearning Structure Aligned with HREDD  

The updated eLearning catalog is organized into three purpose-driven categories, reflecting core HREDD principles such as risk-based prioritization, stakeholder relevance, and impact-oriented action. 

Within each category, learning is delivered through structured learning paths. Each learning path consists of multiple lessons, with content differentiated by target learner group: 

• Workers 

• Line leaders and supervisors 

• Company managers and practitioners 

Modular eLearning Curriculum

This approach allows brands and suppliers to assign learning according to role and responsibility, while maintaining consistency in messaging and expectations across stakeholder groups. 

Core Human Rights 

Building a Shared Foundation for HREDD 

Core Human Rights learning paths establish a common baseline of understanding on fundamental rights, responsibilities, and access to remedy. These learning paths ensure that all stakeholders understand internationally recognized human rights and how they relate to workplace practice. 

From an HREDD perspective, these learning paths: 

• Supports policy commitment and communication requirements 

• Builds common understanding of internationally recognized human rights

• Strengthens awareness of grievance mechanisms and access to remedy 

Learning paths include: 

• Workplace Communication & Access to Remedy 

• ILO’s Fundamental Rights & Responsibilities 

• HREDD in Action: A Practical Approach for Suppliers (in Collaboration with GIZ and RBH ) 

Each learning path contains role-specific lessons for workers, line leaders and supervisors, and company managers or practitioners, ensuring that core human rights concepts are understood from the perspective of each stakeholder’s responsibilities. 

Risk-based 

Targeted Learning for Salient Risks 

Risk-Based learning paths focus on salient human rights and workplace risks, reflecting the risk-based and proportional nature of HREDD. These learning paths are designed to align directly with risk assessments, audit findings, and impact evaluations. 

From an HREDD perspective, these learning paths: 

• Aligns learning with risk assessments, audits, and impact findings 

• Supports prevention and mitigation of adverse impacts 

• Enables targeted deployment based on site- or sector-specific risks 

Learning paths include: 

• Chemical Safety (by Clean Electronics Production Network) 

• Workplace Safety 

• A Gender-Inclusive Workplace 

• Forced Labor & Responsible Recruitment 

Within each learning path, lessons are differentiated by learner group - from worker-level awareness and safe practices, to supervisory responsibilities, and management or practitioner roles related to systems, monitoring, and corrective action. 

Impact

Supporting Well-Being and Sustainable Performance 

Impact learning paths focus on how workplace conditions affect people’s lives, supporting positive outcomes alongside risk prevention. These learning paths recognize that effective HREDD not only prevents harm, but also contributes to worker well-being, resilience, and sustainable performance. 

From an HREDD perspective, these learning paths: 

• Contributes to continuous improvement and impact monitoring 

• Supports worker well-being, resilience, and retention 

• Strengthens the effectiveness of prevention and remediation efforts 

Learning paths include: 

• Workplace Stress 

• Balancing Work & Family 

• Personal Emotional & Physical Well-being 

• Financial Well-being 

Each learning path includes differentiated lessons by target learner group, recognizing that workers, line leaders, and managers play distinct roles in supporting well-being and positive workplace outcomes. 

Designed for Practical HREDD Deployment at Scale   

This modular, role-based structure enables brands and suppliers to: 

• Select learning paths based on risk profile and HREDD priorities 

• Assign role-appropriate lessons within a single learning path 

• Scale learning consistently across sites and value chains 

• Demonstrate proportionate, risk-based training aligned with HREDD expectations 

Rather than treating training as a standalone compliance activity, learning is structured to directly support responsibility, accountability, and action. 

What This Means for HREDD-Focused Brands and Suppliers 

This updated structure enables brands and suppliers to: 

• Demonstrate risk-based and role-appropriate learning 

• Link training directly to identified risks, responsibilities, and outcomes 

• Assign learning clearly across workers, line leaders, supervisors, and management 

• Provide evidence of ongoing implementation and continuous improvement 

eLearning is positioned not as a standalone activity, but as a core enabler of effective HREDD systems. 

Whether responding to regulatory requirements, buyer expectations, or internal HREDD commitments, Labor Solutions’ updated eLearning learning paths are designed to help brands and suppliers translate due diligence into action — across people, roles, and risk areas. 

Brands and suppliers seeking to align learning with their HREDD strategy are encouraged to explore how these role-based learning paths can be integrated into their due diligence processes and management systems. 

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