Digital Learning Overload Puts Companies At Risk Of Compliance, Expert Warns

Founder of SimplerQMS, Allan Murphy Bruun, has revealed how overwhelmed employees can pose serious regulatory risks to businesses.

He explained that while digital training platforms have made skill development more accessible than ever, companies are beginning to realise that too much of a good thing can backfire.

“Overwhelmed employees aren’t just unproductive—they’re becoming compliance liabilities,” Bruun said.

As the founder of a cloud-based quality management solutions company, Bruun has seen this shift firsthand. “We’re seeing organisations pile on digital courses without considering the human element. When employees are drowning in mandatory training modules, they’re not absorbing the information properly. That’s when compliance becomes a real concern.”

This growing trend has prompted training management experts to reassess how businesses approach digital learning. The aim isn’t to abandon online training—it remains essential in 2025—but rather to strike a balance where skill development supports employee wellbeing and compliance.

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Bruun pointed to recent observations from his work with life sciences companies. He said, “We’re seeing a pattern where employees become disengaged when faced with too many learning requirements at once. They start clicking through modules just to check boxes, rather than actually learning.”

This surface-level engagement creates a false sense of compliance. Training records may show high completion rates, but actual knowledge retention declines. Many employees report feeling overwhelmed by a constant stream of course notifications, mandatory updates, and skill assessments.

Bruun noted that this pattern is not limited to one sector. “Teams that are constantly pulled into training sessions struggle to maintain their regular workflow. Projects get delayed, quality drops, and ironically, the very compliance we’re trying to achieve becomes harder to maintain.”

To address the issue, he advocates for a more strategic approach. “Break down complex training into digestible pieces. Instead of a four-hour module, create four 15-minute sessions spread across a month. Retention rates improve dramatically.”