Sexual Harassment Training Requirements

Workplace harassment not only undermines employees’ sense of safety and dignity, but it also erodes morale, productivity, and trust within teams. Victims may suffer emotional distress, anxiety, and decreased job satisfaction, which can lead to higher absenteeism and turnover. For businesses, harassment exposes organizations to costly legal action, damages reputations, and disrupts operations. Ultimately, a culture that tolerates harassment hampers innovation and growth, creating an environment where neither individuals nor the company can thrive.

 

Although federal law does not mandate harassment prevention training for private-sector employers, it is highly advisable for organizations to provide such training proactively. Additionally, several states and municipalities have enacted laws that mandate such training for private employers, which can be found below.

 

 

 

Employers covered: Employers with 5 or more employees.

 

What’s required: All supervisors and nonsupervisory employees must receive sexual harassment prevention training. Supervisors receive a two-hour training; nonsupervisory employees receive at least one hour.

 

Frequency: Training must be provided within six months of hire or promotion to a supervisory position and every two years thereafter.

 

Key points: Training must be interactive and cover definitions of harassment, examples, complaint procedures, employer responsibilities, and retaliation protections. Employers should document training completion and retain records.

 

 

 

Employers covered: Employers with 3 or more employees; training obligations for supervisors apply to all employers regardless of size.

 

What’s required: All employees (in covered employers) must receive sexual harassment prevention training; supervisors receive additional training covering supervisory responsibilities.

 

Frequency: Training must generally be provided within six months of hire or promotion. Retraining must be provided every 10 years thereafter, but retraining is recommended every three years by the Connecticut Commission on Human Rights and Opportunities.

 

Key points: Training must include definitions, examples, complaint procedures, retaliation protections, and resources for victims. Employers must provide employees with a copy of the state poster advising that harassment is illegal.

 

 

 

Employers covered: Employers with 50 or more employees in Delaware.

 

What’s required: Covered employers must provide interactive sexual harassment prevention training to employees.

 

Frequency: New employees must be trained within one year of hire; retraining is required at least every two years.

 

Key points: Employers must provide the Delaware Sexual Harassment Notice to all employees upon hire. Training content includes state and federal law, examples of harassment, complaint procedures, and retaliation protections. Employers should maintain training records.

 

 

 

Employers covered: All private employers with employees working in Illinois (no minimum size threshold).

 

What’s required: All employees must receive sexual harassment prevention training annually. The state provides a model training standard; employers may use state-developed or equivalent training.

 

Frequency: At least once annually for all employees; supervisors and managers must receive additional instruction on their duties and responsibilities.

 

Key points: Illinois requires recordkeeping of training and provides model materials to help employers comply.

 

 

 

Employers covered: Employers with 15 or more employees.

 

What’s required: Employers must use the Department of Labor’s compliance checklist when developing their sexual harassment training program; all employees must be trained, and managers/supervisors must receive additional training on handling complaints.

 

Frequency: All employees must be trained within one year of hire; additional supervisory training must be provided upon moving into supervisory roles and as required thereafter.

 

Key points: Employers must keep training records for inspection and post an informational notice about the illegality of sexual harassment and complaint options.

 

 

 

Employers covered: All private employers with employees working in New York (no minimum size threshold).

 

What’s required: Employers must provide interactive sexual harassment prevention training to all employees. Employers must also provide a written notice of their sexual harassment prevention policy and training materials.

 

Frequency: Annual training for all employees.

 

Key points: Training must be interactive and include definitions, examples, reporting options, employer responsibilities, and protections against retaliation. Employers must retain proof of training.

 

 

 

 

Employers with employees working in Chicago must provide: 1 hour of sexual harassment training annually for all employees, 2 hours for supervisors, and 1 hour of bystander intervention training for all employees and supervisors. Training must be completed annually and records retained for 5 years.

 

 

 

Employers with tipped wage workers must provide sexual harassment prevention training to all staff within 90 days of hire. Managers, owners, and operators must receive training at least once every 2 years. Training must be conducted using an OHR certified trainer. For a list of OHR certified trainers click here. Employers must file policies and annual compliance reports with the DC Office of Human Rights.

 

 

 

Employers with 15+ employees must provide annual interactive sexual harassment prevention training. This law covers employees, interns, and contractors working 80+ hours in a year and at least 90 days. Employers must retain records for 3 years and provide required posters/factsheets.

 

 

 

New Jersey has introduced several bills that would require employers to provide interactive anti-harassment and anti-discrimination training to all employees. These have not been signed into law. If enacted, New Jersey will join the list of states with a general training mandate.

 

 

• Retain documentation showing who completed training, date, and materials used for the time required by the jurisdiction.
• Use interactive training formats when required (in‑person, live virtual, or online with engagement).
• Provide training in multiple languages if required.
• Update materials regularly to reflect changes in law and new requirements such as bystander intervention.

 

If you have questions about sexual harassment policies or training, reach out to your HR Consultant as needed.