wran.gl provides the confidential reporting channel, the certification training, the screening and the compliance record that satisfy the obligations you already carry — under Ν.4990/2022 and EU Directive 2019/1937, GDPR, EU Regulation 852/2004, the EU Framework Directive on health and safety, the SafeSport Act and Title IX. One provider, four jurisdictions, every role in the building.
Every tile is a live jurisdiction. Color shows how much each one adds on top of its regional baseline. Click any state or country to open its exact requirements.
Your obligations aren't set by your industry category. They're set by who your people are in contact with. That relationship sorts every business into one of two clusters. The cluster sets the mandatory layer. We map the statutes, build training against the map, and gate everything else behind it. Nobody certifies in a role without clearing its legal requirements first.
A transactional or service relationship with adults who can consent and advocate for themselves. Shared mandatory layer: GDPR (2016/679) for adult data, health & safety under Framework Directive 89/391/EEC, fire safety and evacuation, the internal reporting channel under Ν.4990/2022, workplace anti-harassment, and payment and card handling — plus HACCP under EU Regulation 852/2004 wherever food is handled.
A duty-of-care relationship with minors who can't. Shared mandatory layer: background and vetting checks, mandated-reporter training under the SafeSport Act and applicable state law, child-protection protocols, appropriate-boundaries and conduct standards, first aid at elevated priority, fire safety and evacuation, and a separate child-data module — GDPR Article 8 sets a consent age for minors that varies by member state, so the adult privacy module does not carry over.
The same regulatory engine and the same recorded compliance run under every vertical we serve. Hospitality and sports are shown here in full department-and-role depth.
All twelve hotel departments mapped individually — health & safety under Framework Directive 89/391/EEC and Ν.3850/2010, food hygiene under EU Regulation 852/2004, guest data under GDPR, and the internal reporting channel required by Ν.4990/2022. Mapped per department, certified per role, recorded per employee.
Hospitality curriculumThe vertical wran.gl was built on. Reporting, screening, training and recordkeeping satisfying the SafeSport Act and Title IX — built on SafeSport MAAPP, NSPCC CPSU, the Council of Europe and the UNICEF International Safeguards, with harassment-prevention hours resolved state by state.
Sports training pathsOne method in all twenty-three industries. Everyone on your roster is either an employee or a non-employee — a volunteer, contractor or vendor. Employees are a $99 seat; non-employees are a $9 seat. What each person is trained on is set by their role and who they are in contact with; the price is set by that one line.
Anyone on payroll, across every industry — front of house, back office, management and everyone between. The seat carries the full regulatory layer for their role, localized to their jurisdiction and recertified annually.
Volunteers, contractors and vendors who aren't on payroll but still act on your behalf. The seat carries the conduct and safeguarding path their role requires, without full employee onboarding.
Regulatory certification, child-welfare safeguarding, business compliance, coaching methodology, health & safety and athlete wellbeing — localized to your jurisdiction and refreshed every August 1.
Built from publicly available regulatory information. Not legal advice. Confirm applicability with local legal counsel.
We developed our language training solutions to address the language needs of a specific job in a specific department — taking a room-service order, explaining a charge on a folio, handling a dispute, handing over a floor at shift change, and more.
Greek hospitality staff range from A2 to C1 in the same department. Everyone is benchmarked before they start, so nobody sits through language they already have or drowns in language they don't.
A five-day intensive covering the core modules, timed to April and May seasonal hiring — when a property takes on a floor of new staff who need to be guest-ready in a week.
The English track runs parallel to department training. It never substitutes for the regulatory requirements, and it never gates them.
The portal looks a little different depending on who's signed in. Pick a role to see a live preview.
Assigned modules, due dates, and progress tracking — Jane's view.
Everything an employee sees, plus a team completion view — Marcus's view.
A lean onboarding track with just what's required to get started — Tina's view.
Focused training for those working with minors — Ravi's view.
Twenty-three regulated industries, from sports to hospitality to education, and more.
Segmented programs for employees, managers, contractors, and volunteers — mapped to the requirements that apply to each.
The internal reporting channel required by Ν.4990/2022 and EU Directive 2019/1937 — guided document collection, a case record for every report, and confidentiality restricted to your appointed officer.
The evidence side of the obligation: a per-employee record of what was completed, when, and whether it was current on any given date — exportable on demand, with a verification number per certification.
Helping you hire with confidence.
Occupancy and fire capacity limits, temporary food service, and alcohol licensing conditions attach to the event rather than to normal operation. Seasonal intakes are trained and certified before the season opens.
Delivered by our staff, for Guest-Facing organizations.
Dedicated HR support for organizations without an in-house function.
Handbooks, policies, and ongoing maintenance.
Conducted independently or alongside your internal team.
Support through exits, grievances and disputes.
Built from publicly available regulatory information. Not legal advice. Confirm applicability with local legal counsel.
Three jurisdictions, three different obligations, one thing in common: an employer is expected to have somewhere a concern can be raised, and to be able to show what happened to it afterwards.
Organizations with 50 or more workers must operate an internal reporting channel, acknowledge a report within seven days, respond within three months, keep a record of every report including verbal ones, protect the reporter's identity and prohibit retaliation.
In Greece this is Ν.4990/2022, which also requires you to formally appoint a reporting Officer. The compliance deadline has already passed.
Workers who raise a protected disclosure are protected from dismissal and detriment. Employers are liable for how a disclosure is handled, including by other staff. FCA and PRA regulated firms must operate a formal whistleblowing channel.
Best practiceAll other employers: operate a documented internal channel. Without one there is no record of what was raised or how it was handled.
Amateur sports organizations competing across state lines must report suspected child abuse to law enforcement within 24 hours. Publicly traded companies must maintain confidential complaint procedures under Sarbanes-Oxley.
Mandated-reporter duties are set state by state, and they attach to individuals as well as to the organization employing them.
One channel that satisfies the strictest of the three, so a group operating across jurisdictions runs a single process rather than three.
Written and structured electronic submission, logged on arrival. Reports cannot be deleted, so the record stays unaltered regardless of who it involves.
Your Officer is prompted through what to collect and retain for each incident type, rather than reconstructing it later.
Reporter identity is restricted to the designated Officer role. It is not visible to general HR or management.
Timestamp, category, assigned Officer, status and resolution notes on every report — the record each regime expects you to hold.
Mark a reporter as protected, visible only to authorized roles, so non-retaliation duties surface in later HR decisions.
You designate your Officer in the platform. We house and run the channel they manage; the appointment stays yours.
The portal is a technical channel and a recordkeeping system, not a complete compliance program — drafting your policy and notifying the relevant authority of your Officer's appointment remain your responsibility. Built from publicly available regulatory information. Not legal advice. Confirm applicability with local legal counsel.
Where a statute sets the requirement, we build to the statute. Where none does, we build to the standard governing bodies and insurers enforce. There is no third category, and we do not operate in one.
Member states must ensure that an employer recruiting for professional or organised voluntary work involving direct and regular contact with children is entitled to request criminal conviction information for child sexual offences, and any disqualification from working with children.
Convictions in other member states are exchanged through ECRIS, so a check is not limited to the country you are hiring in. National implementation varies — in Greece this runs through the criminal record extract.
Roles meeting the definition of regulated activity with children require an Enhanced DBS check including the Children's Barred List. It is a criminal offence for a barred person to seek or carry out regulated activity — and for an employer to knowingly engage one.
Three separate systems apply: DBS in England and Wales, the PVG scheme through Disclosure Scotland, and AccessNI in Northern Ireland.
The FCRA governs every check you run: written disclosure, authorization, and a formal adverse-action process before declining anyone. Thirteen states additionally mandate background checks for youth-sports volunteers, with their own scope and renewal cycles.
Best practiceEverywhere else: run a national criminal database and sex offender registry check on anyone with repeated access to minors, renewed every two years. This is what governing bodies, leagues and insurers require.
Screening is one of the four things we do, and it is the one most organizations are running informally. We take it off your desk and make its status part of the same record as the training.
The check is selected from the function, the jurisdiction and whether the role has access to minors — not applied uniformly and hoped for the best.
Screening status sits alongside training completion on the same employee record, so one page answers whether a person was cleared to be in that role on a given date.
A clear check is a point in time, not a permanent state. Renewals are scheduled and chased rather than remembered.
Disclosure, authorization and adverse-action steps are run properly — the part of US screening that creates liability even when the check itself was justified.
Built from publicly available regulatory information. Not legal advice. Confirm applicability with local legal counsel.
Every regime that mandates training also expects you to evidence it. When an inspector, insurer, auditor or counsel asks what training an employee held — and whether it was still valid on a specific date — the answer is one page, and it exports.
Name, roles, departments and property, with every path completed, its completion date, and its expiry date. Exportable as a PDF whenever you need it.
Not just what's current today. The full completion history is retained, so you can answer whether a given certification was valid on a given day.
Every module is authored against a specific legal basis and tracked internally against it, so the record reflects a real requirement — Health & Safety, Data Privacy, Whistleblower Reporting — not a generic course title.
The same portable-certificate mechanism used across the platform: a unique number that can be checked, so a record means something to a third party.
Built from publicly available regulatory information. Not legal advice. Confirm applicability with local legal counsel.
wran.gl doesn't work that way. We map the requirements, develop your curriculum, build it inside an enterprise-ready platform, and manage it — a living training system, not a static course that ages out the moment your industry moves. Modules are written once and referenced by every path that needs them, so a shared requirement completed once counts everywhere it applies. Certification issues per path and belongs to the employee, travelling with them across employers.
Regulatory layer first. Then workplace policy, harassment prevention, safety basics, and role-specific content. Completion tracks automatically.
Everything employees get, plus complaint handling, documentation standards, performance management, and legal risk awareness. Frontline leaders trained to be an asset, not your biggest liability.
For volunteers, contractors and vendors who interact with minors — appropriate conduct, reporting obligations and your organization's standards, without full employee onboarding overhead.
Country, region, industry and headcount go into a structured intake, and a specialist works the regulatory matrix with you. High-stakes mapping gets a human check, not a black-box auto-assign.
Branded portal, user groups, and the right regulatory and role-specific modules assigned to each seat.
At their own pace, on any device, with progress tracking. Anything already completed elsewhere on the platform carries over.
A real-time dashboard shows who has completed what, with automated reminders for what's outstanding and an exportable record behind it.
$99 per employee, per year. $9 per volunteer or non-employee, per year. The same rate for every role and every jurisdiction — no separate platform fee to get started, and no charge for a seat that isn't being used.
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wran.gl was built on a simple idea: every business deserves access to expert-level HR, compliance and risk management without the cost and complexity of building it in-house. We start from the legal requirements and layer the rest on top.
Our training and policies are built to be used, not just filed away.
Real support when you need it, not just a help center.
Start with what you need today, add more as you grow.
We provide compliance training, certification, background screening, an internal reporting channel and the records that evidence all of it. Guest-Facing organizations may also engage our staff for outsourced HR, policy administration and investigations.
Pricing is per seat, annual, in two tiers matched to how much exposure a role actually carries — with volume breakpoints for larger rosters and no separate platform fee just to start. Because the right number depends on your headcount, your role mix and whether you need the portals, we quote it rather than publish it. Contact us or build a plan and we'll come back with a figure.
No. We name the regulations our training is built against because you deserve to know exactly which obligation a course discharges — vague "compliance content" is how this industry hides the fact that it isn't mapped to anything. But naming a statute is not advising you on it. Our content is built from publicly available regulatory sources, it is not legal advice, and it is not a determination that a given requirement does or does not apply to your business. Confirm applicability with local legal counsel. That disclaimer appears wherever compliance content is shown, including on every exported record.
We keep you informed at every step and provide the documentation needed for what comes next. Each incident is unique — the process is applied consistently, but follow-up depends on the specifics and may include further review, escalation, or coordination with outside parties.
Yes. When a report is received you're contacted promptly and our team walks you through the recommended next steps, within the confidentiality limits the reporting rules require.
The Incident Management Portal. If you employ 50 or more people, an internal reporting channel is not optional and the compliance deadline has already passed — that is the fastest gap to close, and it can be implemented quickly. Most customers pair it with seat-based training from day one, since a channel nobody has been trained to use is only half the requirement.
A standard account setup window applies to every new customer. That time is spent on the real work: intake, mapping your jurisdiction and roles to the right requirements, and configuring seats and paths against them.
Underwriters increasingly ask what training your staff hold, how you screen, and whether you can produce a record on request — and for youth-serving organizations, several carriers now treat abuse-prevention training and background screening as a condition of cover rather than a discount. Give your agent or underwriter the detail on your training programme and portal subscription. Many of our customers have seen a rate reduction; more importantly, none of them have had to explain an unanswerable question at renewal.
We manage the full life cycle of each report and stay engaged through resolution, keeping your business informed and supported throughout.
The work is the same. The order changes.
You are opening a property, entering a new market, or adding headcount. We map every requirement that applies to your jurisdiction, industry and functions. We build the training against that map. We stand up the records and the reporting channel before anyone requests them.
See what applies to youAn insurer requests your training records at renewal. A governing body audits your program. Counsel asks what you can produce for a named employee on a specific date. A regulator opens an enquiry.
The management portal you need to retain compliance and training schedules, quickly identify what's missing for teams or individuals, and resolve gaps before they create exposure.
Talk to us todayQuestions about coverage for your industry, the portals, or pricing? Send us a message and we'll get back to you promptly.