What Businesses Need To Know About State-Mandated Sexual Harassment Prevention Training Requirements

Workplace sexual harassment prevention continues to shape legislative action across the country. Following the #MeToo movement, many states strengthened employee protections and enacted mandatory training requirements — moving the conversation from best practices to binding legal standards.

This article breaks down what employers need to know about state-mandated sexual harassment training: which states require it, who must be trained, how often, and what the training must cover.

Employers should also review their anti-harassment policies alongside their training programs to ensure consistency — requirements in one often inform obligations in the other.

What Counts As "Interactive" Training

Several states require sexual harassment prevention training to be interactive. While exact standards vary by jurisdiction, interactive training generally means the program must allow participants to engage actively — through questions and answers, knowledge checks, and scenario-based exercises — rather than passively watching or reading content.

Qualifying formats typically include live classroom sessions, live webinars, and e-learning programs designed to promote active participation. A training program that simply plays a video or presents static slides without any mechanism for questions or comprehension checks is unlikely to meet interactive standards in most jurisdictions.

At minimum, interactive training should include:

• Questions that assess participant comprehension through answers or scenarios
• Hypothetical scenarios or case studies with discussion components
• A way for participants to ask questions and receive responses

State-specific standards build on this foundation. California imposes very detailed requirements — e-learning programs must allow participants to submit questions and receive answers from a qualified trainer within two business days, and training must include skill-building activities alongside scenario-based discussion. Connecticut similarly requires a mechanism for participants to ask questions and receive answers, which can be satisfied through a live Q&A session or a post-training response process. New York also imposes detailed interactive requirements, including the ability to ask questions and receive answers immediately or in a timely manner; employers have flexibility in format (in-person, e-learning, or live webinar), provided their program meets or exceeds state guidance. Employers selecting or building a training program should confirm that it satisfies the interactive standard in every state where they have covered employees.

Sexual Harassment Prevention Training in California

California has led the country in mandating workplace sexual harassment training. The state first enacted statewide supervisor training requirements under AB 1825, which became effective in 2005 and required employers with 50 or more employees to provide two hours of sexual harassment training to supervisory employees.

In 2018, lawmakers significantly expanded those requirements through Senate Bill 1343, which took effect on January 1, 2021.. SB 1343 lowered the employer threshold from 50 employees to five and extended mandatory sexual harassment training to nonsupervisory employees. Today, employers with five or more employees must provide compliant sexual harassment training to both supervisory and nonsupervisory employees.

The five-employee threshold applies to full-time, part-time, temporary, and seasonal workers. Employers must count employees inside and outside California when determining whether they meet the threshold. Independent contractors count toward the threshold, even though employers do not have to train them (though doing so is considered best practice). California law also extends training obligations to certain public officials — under AB 1661, local agency officials who receive compensation, salary, or a stipend must complete training within six months of taking office and every two years thereafter.

California employers must provide sexual harassment training to all covered employees according to the following requirements:

• Hours: Supervisory employees must complete at least two hours of training; nonsupervisory employees must complete at least one hour.
• Timing: Training must be delivered within six months of hire or promotion into a supervisory role. Seasonal and temporary employees hired for less than six months must complete training within 30 calendar days of hire or 100 hours worked, whichever comes first.
• Frequency: Employers must repeat training every two years.
• Interactive Standard: California requires training to be interactive. E-learning programs must additionally allow participants to submit questions to a qualified trainer and receive responses within two business days. questions to a qualified trainer and receive responses within two business days.
• Recordkeeping: Employers must retain training records for at least two years, including employee names, dates of completion, training materials, and trainer information. Required documentation includes, but is not limited to: the names of employees trained, the dates of training, sign-in sheets (if used), copies of all certificates of attendance or completion (if issued), the type of training provided, copies of all written or recorded training materials, and the name of the training provider

California law specifies the most detailed content requirements of any state. Under the Fair Employment and Housing Act and Title VII of the Civil Rights Act of 1964, compliant training must cover:

• The definition of sexual harassment under California law and Title VII
• Statutes and case law prohibiting workplace harassment
• Examples of conduct that may constitute sexual harassment
• Remedies available to victims
• Strategies to prevent harassment
• Supervisors’ obligation to report complaints
• The limited confidentiality of investigations
• Complaint procedures and reporting channels
• How employers must correct harassing behavior
• Steps supervisors should take if accused personally
• Elements of an effective anti-harassment policy
• Harassment based on gender identity, gender expression, and sexual orientation, with practical examples
• Prevention of abusive conduct, as defined under California law
• Practical examples, such as factual scenarios taken from case law, news and media accounts, hypotheticals based on workplace situations and other sources, which illustrate harassment, discrimination and retaliation using training modalities such as role plays, case studies and group discussions.

California regulators continue to emphasize practical application. Training should help employees recognize inappropriate conduct, understand reporting pathways, and apply policy expectations in real-world situations.

For detailed regulatory guidance and information about additional requirements, employers can review materials that the California Civil Rights Department publishes on its website.

Sexual Harassment Prevention Training in Illinois

Illinois enacted mandatory sexual harassment training requirements in 2019 through amendments to the Illinois Human Rights Act, with the first annual training deadline taking effect in 2020. The law requires employers with employees working in the state to provide sexual harassment training each calendar year.

The requirement applies regardless of employer size and covers full-time, part-time, and temporary employees performing work in the state. Employers should align compliance processes with the calendar year and maintain training records for at least five years, or for the duration of any pending claim, whichever is longer.

Restaurants and bars face additional requirements under the 2019 amendments. Hospitality employers must provide supplemental sexual harassment prevention training tailored to restaurant and bar environments in both English and Spanish, and they must maintain a compliant written sexual harassment policy.

Illinois sexual harassment training must include:

• An explanation of sexual harassment consistent with the Illinois Human Rights Act
• Examples of conduct that constitute unlawful sexual harassment
• A summary of relevant federal and Illinois statutory provisions, including remedies available to victims
• A summary of employer responsibilities for prevention, investigation, and corrective action

For additional requirements and more detailed information, employers can review materials published by the Illinois Department of Human Rights.

Chicago Sexual Harassment Training Requirements

Chicago expanded its local training requirements in 2022 by amending the Chicago Human Rights Ordinance. Chicago’s requirements apply to covered employers under the Chicago Human Rights Ordinance, including certain employers that maintain a business facility in Chicago or hold applicable Chicago business licenses. Notably, managers and supervisors must be trained even if they work outside of Chicago, provided they supervise employees working in Chicago.

Chicago requires:

• At least one hour of sexual harassment training annually for all employees
• An additional one hour of bystander intervention training annually for all employees
• At least two hours of sexual harassment training annually for supervisors and managers

Chicago also requires employers to maintain a written sexual harassment policy that includes clear reporting procedures, a prohibition against retaliation, and complaint resolution steps. Employers must provide the policy within the first calendar week of employment and in the employee’s primary language.

Employers with Chicago-based employees should confirm that their sexual harassment training program satisfies both Illinois statewide requirements and Chicago’s expanded local standards. Chicago employers must retain training records for at least five years, or longer if a claim or investigation remains pending.

For additional requirements and more detailed information, employers can review materials published by the Chicago Commission on Human Relations.

Sexual Harassment Prevention Training in Connecticut

Connecticut significantly expanded its sexual harassment training requirements in 2019, broadening coverage to more employers across the state.

Coverage depends on employer size. Employers with three or more employees must provide two hours of sexual harassment prevention training to all employees, regardless of role. Employers with fewer than three employees must provide the same two hours, but only to supervisory employees. When determining whether they meet the three-employee threshold, employers must count independent contractors, even though they do not have to provide training to them.

For both tracks, timing rules apply from the date of hire or promotion. Employees at covered employers must complete training within six months of hire. Supervisors at smaller employers must complete training within six months of assuming their supervisory role.

For additional guidance and more detailed guidance, employers can review materials published by the Connecticut Commission on Human Rights and Opportunities.

Sexual Harassment Prevention Training in New York State

New York State enacted mandatory sexual harassment training requirements in 2018 as part of comprehensive workplace reforms. The law requires every employer in the state, regardless of size, to provide annual sexual harassment training to all employees.

Each employee must complete sexual harassment prevention training annually. Employers do not have to use the state’s model program, but any training they implement must meet or exceed standards established by the New York State Department of Labor and the New York State Division of Human Rights.

New York State sexual harassment training must:

• Be interactive
• Include an explanation of sexual harassment consistent with state guidance
• Provide examples of conduct that constitutes unlawful sexual harassment
• Summarize federal and state statutory provisions and remedies available to victims
• Explain employees’ rights of redress and available complaint forums
• Address supervisory conduct and additional responsibilities for supervisors

Employers must also adopt and distribute a written sexual harassment prevention policy and provide employees with the information presented during training. State agencies also require employers to provide a model complaint form. State agencies publish model policy and training materials that employers may use or adapt.

For additional requirements and more detailed guidance, employers can review materials published by the New York State Department of Labor and the New York State Division of Human Rights.

Sexual Harassment Prevention Training in New York City

New York City imposes additional sexual harassment training requirements under the New York City Human Rights Law. Employers with 15 or more employees must comply with the city’s expanded standards. The 15-employee threshold includes employees working inside and outside New York City. The requirement also applies to employers of one or more domestic workers.

NYC requires sexual harassment training for employees and interns who work in New York City more than 80 hours in a calendar year and for at least 90 days. The requirement also applies to independent contractors who meet the same 80-hour and 90-day threshold, unless they have completed compliant training elsewhere.

NYC sexual harassment training must include at a minimum:

• At least one hour of training annually
• Information concerning bystander intervention, including resources that explain how to engage in bystander intervention
• An explanation of sexual harassment as a form of unlawful discrimination under local law, and a statement that it is also unlawful under state and federal law
• A description of the complaint process available through the NYC Commission on Human Rights, the New York State Division of Human Rights, and the U.S. Equal Employment Opportunity Commission, including contact information
• Any internal complaint process available to employees through their employer
• The prohibition of retaliation and examples thereof
• The specific responsibilities of supervisory and managerial employees in the prevention of sexual harassment and retaliation, and measures such employees may take to appropriately address complaints

Supervisors and managers must receive training that reflects their specific responsibilities under city law. NYC employers must also display required anti-sexual harassment posters and distribute fact sheets to new hires.

For additional guidance and more detailed guidance, employers can review materials published by the New York State Department of Labor, the New York State Division of Human Rights, and the New York City Commission on Human Rights.

Sexual Harassment Prevention Training in Maine

Maine requires certain employers to provide workplace education designed to prevent sexual harassment. Employers with 15 or more employees must conduct sexual harassment training for all new employees within one year of the start of employment.

Unlike states that require annual sexual harassment training, Maine focuses on new hire training rather than recurring statewide retraining cycles. Employers must ensure that covered employees receive compliant training within the one-year timeframe.

Maine sexual harassment training for employees must include:

• The illegality of sexual harassment
• The definition of sexual harassment under the Maine Human Rights Act, federal law, and applicable regulations
• Examples describing sexual harassment
• The employer’s internal complaint process
• Information about legal recourse through the Maine Human Rights Commission, including contact information and protections against retaliation

Employers with 15 or more employees must also provide additional training to supervisory and managerial employees within one year of commencement of employment.

Supervisor-focused sexual harassment training must address:

• The specific responsibilities of supervisory and managerial employees
• Steps supervisors must take to ensure immediate and appropriate corrective action when addressing complaints

For additional requirements and more detailed guidance, employers can review materials published by the Maine Human Rights Commission.

Sexual Harassment Prevention Training in Washington, D.C.

Washington, D.C. adopted targeted sexual harassment training requirements in 2018 through the Tipped Wage Workers Fairness Amendment Act. Unlike most statewide laws, D.C.'s requirement applies exclusively to employers of tipped workers.

Employers of tipped workers must maintain and distribute a written sexual harassment policy that explains how employees can report complaints. Employers must file the policy with the District and post it prominently in the workplace. Employers must also comply with applicable internal sexual harassment complaint reporting requirements.

Employers of tipped workers must provide sexual harassment prevention training to:

• Owners
• Operators
• Managers
• Employees

Managers must complete their sexual harassment training in person; non-managerial employees may complete training either in person or online. Both must be retrained every two years. All training must be conducted by a trainer certified by the District of Columbia Office of Human Rights. New employees must complete sexual harassment training within 90 days of hire unless they completed compliance training within the previous two years.

Because Washington, D.C.’s requirements apply specifically to employers of tipped workers, hospitality and restaurant employers should confirm that their training program satisfies timing, modality, and certification requirements.

For additional guidance and more detailed guidance, employers can review materials published by the District of Columbia Office of Human Rights.

Sexual Harassment Prevention Training in Delaware

Delaware enacted mandatory sexual harassment training requirements in 2018. The law applies to employers with 50 or more employees, including employees located inside or outside Delaware.

Covered employers must provide interactive sexual harassment training to both employees and supervisors. New employees must complete training within one year of their start date, and supervisors must complete training within one year of assuming their duties. Employers must repeat training every two years and should maintain records of completion dates to ensure timely retraining.

Delaware sexual harassment employee training must include:

• The definition of sexual harassment, including practical examples
• A statement that sexual harassment is illegal
• Information about the availability of legal remedies and the complaint process
• Directions on how to contact the Delaware Department of Labor
• A clear explanation of the legal prohibition against retaliation

Supervisors must receive additional training that addresses their specific responsibilities and obligations.

For additional requirements and more detailed guidance, employers can review materials published by the Delaware Department of Labor.

Sexual Harassment Prevention Training in Washington State

Washington State imposes targeted sexual harassment training requirements on specific industries rather than adopting a broad statewide mandate for all employers.

The state initially required training for certain employees who work alone for most of their shifts, including but not limited to:

• Janitors
• Security guards
• Hotel and motel housekeepers
• Room service attendants

Beginning January 1, 2026, covered employers must provide sexual harassment prevention training to isolated employees and to managers and supervisors who oversee those employees.

Washington’s mandate applies to:

• Hotel and motel employers
• Retail employers
• Security guard employers
• Property services contractors

Covered employers must provide training before an isolated employee works in isolation. Employers must also provide sexual harassment training at least annually to managers, supervisors, and isolated employees.

Washington requires sexual harassment prevention training to address:

• Prevention of sexual assault, sexual harassment, and sexual discrimination
• Protections for whistleblowers
• Available reporting options
• Contact information for the Washington State Human Rights Commission
• Local advocacy and support resources

The law does not specify a required duration, but employers must ensure that the training meaningfully addresses required topics.

For additional guidance and more detailed guidance, employers can review materials published by the Washington State Human Rights Commission and the Washington Department of Labor & Industries.

States That Encourage — But Do Not Mandate — Sexual Harassment Training

Several states encourage employers to provide sexual harassment training as a preventive best practice under their fair employment laws. While these jurisdictions do not impose statutory training mandates, enforcement agencies often assess whether employers took reasonable steps to prevent harassment when evaluating complaints.

Colorado

The Colorado Civil Rights Commission encourages employers covered by the Colorado Fair Employment Practices Act to take proactive measures to prevent discrimination and harassment, including employee training. State guidance supports educating all employees about workplace standards, reporting procedures, and employer expectations for respectful conduct.

Massachusetts

The Massachusetts Commission Against Discrimination recommends that employers train new employees within one year of hire and provide additional instruction for supervisors. Recommended training should reinforce the employer’s anti-harassment policy, explain the illegality of harassment and retaliation, provide examples of prohibited conduct, outline complaint procedures, and clarify supervisory responsibilities for addressing complaints.

Oregon

The Oregon Bureau of Labor and Industries encourages employers to educate employees about workplace harassment policies and complaint procedures. Training should help employees recognize prohibited conduct, understand reporting channels, and apply workplace expectations consistently.

Rhode Island

Rhode Island agencies encourage employers, particularly those with 50 or more employees, to implement onboarding-focused sexual harassment training and supervisor-specific instruction. Employers should focus on making sure employees understand their anti-harassment policy, what behavior is not acceptable, how to report concerns, where they can go outside the organization if needed, and what supervisors are expected to do when a complaint arises.

Vermont

Vermont law encourages employers to provide training that promotes compliance with the state’s Fair Employment Practices Act. State guidance recommends educating new hires and supervisors on the illegality of harassment and retaliation, internal complaint procedures, available enforcement agencies, and the responsibilities supervisors must fulfill when addressing complaints.

Best Practices for All Employers

Even if state law does not mandate sexual harassment training, employers should view training as a core component of workplace compliance and risk management. Beyond legal considerations, structured sexual harassment training reinforces expectations, strengthens reporting systems, and demonstrates a commitment to workplace safety and accountability.

The U.S. Equal Employment Opportunity Commission strongly encourages employers to provide sexual harassment prevention training for all employees. Courts often examine whether an employer implemented meaningful training when evaluating liability in harassment cases. In hostile work environment claims, effective training may support an employer’s affirmative defense by demonstrating that the organization exercised reasonable care to prevent and correct inappropriate conduct.

Key Compliance Considerations

Employers should evaluate their training programs against the following considerations:

• Multistate Coverage: Determine where employees physically work and identify applicable state and local mandates.
• Frequency and Deadlines: Track all retraining requirements — annual, biennial, and industry-specific — to ensure no deadlines are missed.
• Supervisor-Specific Obligations: Confirm that managers receive additional training where required.
• Interactive Standards: Ensure training meets any jurisdiction-specific interactive requirements.
• Policy Alignment: Align training content with the employer’s written anti-harassment policy, complaint procedures, and any jurisdiction-mandated policy requirements.
• Recordkeeping: Maintain all documentation required by law, including completion dates, materials used, trainer qualifications, sign-in sheets, certificates of completion, and any other jurisdiction-specific records.
• Onboarding Integration: Incorporate required sexual harassment prevention training into new hire onboarding processes.

Employers that implement consistent, well-documented sexual harassment training programs position themselves to comply with evolving state mandates and strengthen their overall workplace culture.

Staying Ahead of Sexual Harassment Training Requirements

States and local governments continue to refine sexual harassment training standards, adjusting coverage thresholds, retraining cycles, and content expectations. Employers operating across multiple jurisdictions should establish recurring review cycles, maintain accurate training records, and ensure their policies stay aligned with training content as requirements evolve. Organizations with employees in multiple states benefit from centralized tracking systems that account for all applicable retraining mandates — annual, biennial, and industry-specific.