CPR, AED and first aid classes teach people how to respond in the minutes before help arrives: chest compressions, using a defibrillator, and treating bleeding, burns and choking. Courses usually end with a certification that needs renewing after a set period. Employers include the category so employees can learn these skills for their family and community, including people whose jobs don't require certification.
First aid and CPR training commonly covered
Plans usually cover certification courses and refreshers from established training organizations. Most courses take a few hours, and many are offered on weekends.
- Adult, child and infant CPR certification courses
- AED training, often combined with CPR
- Standard first aid and basic life support classes
- Blended courses with online theory and an in-person skills check
- Recertification and refresher classes
- Wilderness first aid courses
- Pediatric first aid classes for parents and caregivers
To compare this with other popular categories, read our breakdown of LSA eligible expenses.
Exclusions and rules for safety training
- When a job requires certification, the employer typically pays for it directly as a training cost rather than through the LSA.
- Buying an AED or first aid kits may be handled under a different category or excluded.
- Online-only courses without a hands-on skills check may not count if the plan requires recognized certification.
- Advanced medical courses that are part of a clinical career path usually belong in tuition assistance.
- Babysitting and lifeguard courses that include first aid may be covered only for the first aid portion, depending on the plan.
Who takes CPR and first aid classes
New parents and grandparents often sign up for infant CPR before a baby arrives. Employees who coach youth sports, lead scout troops or volunteer at events take first aid so they're ready. People who hike, camp or live far from emergency services choose wilderness courses. Some employees simply want to know what to do if a coworker collapses. Most of these people don't need the certification for work, which is why a personal benefit fits. For related ideas, see our article on wellness stipends.
Building safety training into the plan
Separate job-required certification
Keep role-required training in your safety or training budget. The LSA then covers personal learning without using up an employee's allowance on a work requirement.
Cover renewals
Certifications expire and need refreshing. Allowing recertification classes each cycle helps employees keep their skills current. Recertification classes are usually shorter and cheaper than the first course.
Decide how group classes are paid
Some employers host an on-site class and fund it centrally, while others let employees pay for their seat from the LSA. Stating which approach you use avoids double payment.
Frequently asked questions
Can I use my LSA for a CPR or first aid class?
Many employers include it in a physical wellbeing or safety category, but your plan decides. Certification courses, AED training and recertification are typical examples. Keep your receipt and certificate.
My job requires CPR certification. Should I use my LSA?
Usually not. Employers generally cover required certifications directly as a training cost. Ask your manager or HR team before using personal LSA funds.
Does an online-only CPR course count?
It depends on your plan. Some accept any course from an established provider, while others want a hands-on skills session for the certification to count.
Can I buy a first aid kit or home AED with my LSA?
Some plans allow safety supplies in the same category, and others exclude equipment. Check the plan's list of examples, or ask HR before you buy.
Tax treatment depends on the plan and location; our guide explains how LSA reimbursements are taxed.
This content is general information, not medical, legal, tax, or financial advice. Employer plan terms determine eligibility, and requirements may vary by location.
