I need a stronger HR foundation.
Choose this route when the need is broader HR judgment, credibility, and strategic influence rather than one narrow issue area.
Best pathStrategic HR LeadershipExplore Strategic HR Leadership →
Programs / compare paths
Compare the IAML program path that fits the workplace decision you need to improve.
Attorney-led workplace law programs for HR, employee relations, benefits, investigations, managers, supervisors, and senior leaders, organized to help you compare the path, timing, and team option that fits best.
How to use this page
Start with the decision, not the catalog.
Begin with the kind of workplace judgment you want to strengthen, then compare the paths built for that work before you move into dates or group planning.
01
Find your likely path.
Use the finder when you know the pressure point but not the program name yet.
Open Program Finder →02
Compare the practical differences.
Use Browse by Need and the Program Directory to compare audience, level, delivery, and time.
Compare Programs →03
Move to schedule or team training.
Go to dates when timing is gating, or go to team training when the audience is a group rather than an individual seat.
Choose the right route →Program finder
Start with the kind of training decision you are trying to make.
Use these starting points to narrow to the most likely program before you compare dates, delivery, or team options.
I need better day-to-day workplace law judgment.
Start here for complaints, discipline, documentation, accommodations, retaliation, leave, and escalation questions.
Best pathEmployee Relations LawExplore Employee Relations Law →
I need a defensible investigation process.
Choose this route when the central work is intake, interviews, evidence review, credibility analysis, findings, and report writing.
Best pathWorkplace InvestigationsExplore Workplace Investigations →
I need benefits-law or senior-level guidance.
Use this route for ERISA, fiduciary, retirement, health and welfare, or higher-stakes employment-law and compliance decisions.
Best pathsEmployee Benefits Law, Advanced Employee Benefits Law, or Advanced Employment LawCompare advanced and benefits paths →
Browse by need
Prefer to compare the paths yourself?
Start with the workplace issue you need to handle more confidently, then open the path built for that kind of work.
01
New HR leaders
Build stronger HR judgment earlier in the role.
Best for: newer HR professionals and emerging HR leaders who need practical confidence, stronger judgment, and more strategic influence.
Recommended pathStrategic HR LeadershipExplore Strategic HR Leadership →
02
Employee relations
Make cleaner decisions before workplace issues become claims.
Best for: HR, employee relations, legal-adjacent professionals, and manager advisors handling complaints, discipline, documentation, accommodations, retaliation, leave, and escalation.
Recommended pathEmployee Relations LawExplore Employee Relations Law →
03
Investigations
Run fair, defensible investigations from intake to findings.
Best for: teams responsible for intake, interviews, evidence review, credibility analysis, findings, and written reports.
Recommended pathWorkplace InvestigationsExplore Workplace Investigations →
04
Manager training
Help supervisors spot risk earlier and involve HR sooner.
Best for: managers and supervisors who need practical guidance on issue spotting, documentation, retaliation awareness, and when to pause and escalate.
Recommended pathManagers & SupervisorsExplore manager training →
05
Benefits law
Strengthen ERISA, fiduciary, and plan-compliance judgment.
Best for: benefits professionals handling health and welfare plans, retirement plans, fiduciary issues, administration, and compliance responsibilities.
Recommended pathEmployee Benefits LawExplore Benefits Law →
06
Advanced employment law
Handle higher-stakes employment-law decisions with more confidence.
Best for: experienced HR, legal, compliance, and senior leaders responsible for more complex judgment calls and strategic risk decisions.
Recommended pathAdvanced Employment LawExplore Advanced Employment Law →
07
Advanced benefits law
Go deeper on complex fiduciary and plan-risk issues.
Best for: experienced benefits leaders, advisors, and counsel who need more advanced benefits-law and compliance guidance.
Recommended pathAdvanced Employee Benefits LawExplore Advanced Benefits Law →
Program directory
Practical comparisons before you open a program page.
Compare who each path is for, how advanced it is, how it is delivered, and what kind of credential to expect. Need dates first? View the program schedule.
Newer HR leaders
Strategic HR Leadership
Best when the need is broader HR leadership judgment, credibility, and strategic influence.
LevelFoundationTime4½ daysDeliveryIn person, virtual, on demand, or private trainingCredentialCertificate program
View program →HR, employee relations, and manager advisors
Employee Relations Law
The broadest fit for discipline, documentation, accommodations, retaliation, leave, and escalation issues.
LevelCore HRTime4½ daysDeliveryIn person, virtual, on demand, or private trainingCredentialCertificate program
View program →Investigators and complaint-response teams
Workplace Investigations
Use when intake, interviews, credibility, findings, and written reports are the central responsibility.
LevelFocused skillTime2 daysDeliveryIn person, virtual, on demand, or private trainingCredentialCertificate program
View program →Benefits professionals
Employee Benefits Law
For ERISA, fiduciary, health and welfare, retirement, administration, and compliance fundamentals.
LevelFoundationTime4½ daysDeliveryLive program or private trainingCredentialCertificate program
View program →Experienced benefits leaders
Advanced Employee Benefits Law
For deeper fiduciary, plan-risk, compliance, and complex benefits-law judgment.
LevelAdvancedTime2 daysDeliveryLive program or private trainingCredentialCertificate program
View program →Senior HR, legal, and compliance leaders
Advanced Employment Law
For higher-risk employment-law decisions and more senior advisory responsibility.
LevelAdvancedTime2 daysDeliveryLive program or private trainingCredentialCertificate program
View program →Managers and supervisors
Managers & Supervisors
For earlier issue spotting, cleaner documentation habits, retaliation awareness, and better handoffs to HR.
LevelManager trainingTime4 hoursDeliveryVirtual program or private trainingCredentialCertificate program
View program →Choosing the format
Pick the route that fits the audience, not just the topic.
Best when one person or a few people need a strong existing IAML path.
Use this route when the main question is which program to choose and the schedule already works.
View Schedule →Best when several people should attend the same core program.
Choose this when the program is already right, but you want a shared language across a small HR, benefits, compliance, or legal group.
Send Program Details →Best when the audience, timing, or internal context needs a custom route.
Use private training when the better answer is training for an internal team, manager population, or department rather than sending individuals one by one.
Plan Team Training →Why IAML
Attorney-led training for the decisions that rarely fit a script.
The point is not just to complete a program. It is to help HR, benefits, legal, compliance, and management professionals make better workplace decisions when facts are incomplete, timing is tight, and judgment matters.
What participants practice
- Issue spotting before risk compounds
- Documentation habits that support better escalation
- Practical workplace action rather than abstract legal theory
- Manager and team judgment that travels back to work
Attorney-led judgment
Learn how practicing attorneys work through risk.
Programs connect legal standards to the timing, communication, documentation, and escalation choices professionals face at work.
Workplace application
Choose the path that matches the actual issue.
Employee relations, investigations, benefits, manager conduct, and advanced employment-law questions each need their own level of depth and framing.
Credible paths
Use a training route with institutional weight.
IAML combines decades of workplace law training with certificate programs, continuing credit support, and private training options when a team path is the better fit.
Quick answers
A few answers before you choose.
Questions buyers often ask before they compare dates, request details, or plan training for a group.
If you are choosing for yourself, start with the finder. If you are choosing for more than one person, start with Choosing the Format or Team Training.
Which IAML program is right for me?
Start with the workplace decision you need to improve. Strategic HR Leadership fits newer HR leaders, Employee Relations Law fits broad HR and employee relations risk, Workplace Investigations fits complaint-response work, Employee Benefits Law fits benefits and ERISA issues, Managers & Supervisors fits manager judgment, and the advanced paths fit more experienced leaders.
Are these certificate programs?
The listed core public programs are certificate programs. This page also helps buyers compare private training and manager-training routes when a group or internal audience is the better fit.
Can my organization send multiple people?
Yes. Organizations can send one participant, reserve seats for several people, or ask about private training for a department, manager population, or internal team.
Are programs available live virtual, in person, on demand, or private?
Format varies by program. Some IAML paths are available in person, live virtual, on demand, or as private training delivered virtually or at your location. The schedule and each program page show the clearest next step.
Can IAML help with continuing credit questions?
Yes. IAML can help answer continuing credit questions for qualifying programs, including SHRM, HRCI, CLE, and CE pathways where applicable.
What if I need manager training rather than HR training?
The Managers & Supervisors path is designed for earlier issue spotting, documentation habits, retaliation awareness, and cleaner handoffs to HR. If you are training a manager population, private training may also be the right route.