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Sexual harassment prevention training has become a critical component of workplace culture across the United States. Many states have recognized the importance of fostering safe, respectful environments and have enacted laws mandating such training for employees and employers. However, the requirements vary significantly from state to state, making it essential for businesses to stay informed about their obligations. Below is an overview of the states that require sexual harassment training and their key provisions.
1. California
California has some of the most comprehensive sexual harassment training requirements in the country. Under California’s Senate Bill 1343, all employers with five or more employees must provide sexual harassment training:
- Supervisors: Two hours of training every two years.
- Non-supervisory employees: One hour of training every two years.
New hires must receive training within six months of their start date. The training must cover prevention, reporting mechanisms, and bystander intervention.
2. New York
New York State requires all employers to provide annual sexual harassment prevention training under the New York State Human Rights Law. Additionally, New York City has its own training requirements under the Stop Sexual Harassment in NYC Act, which applies to employers with 15 or more employees. The training must cover:
- General information on sexual harassment and its prevention.
- Interactive training that includes scenarios and role-playing.
- Information on employees’ rights under state and city law.
Employers must document compliance and retain records for three years.
3. Illinois
Illinois mandates sexual harassment training for all employers under the Illinois Workplace Transparency Act:
- All employees must receive annual training.
- Bars and restaurants must provide additional industry-specific training, focusing on the unique challenges of the hospitality sector.
Employers must provide training to both new hires and existing employees.
4. Connecticut
Connecticut expanded its sexual harassment training requirements under the Time’s Up Act in 2019:
- Supervisors: Two hours of training within six months of assuming a supervisory role.
- All employees: One hour of training for employers with three or more employees.
Training must be renewed every 10 years, and employers must provide training to new hires within six months of their start date.
5. Delaware
Delaware’s House Bill 360 requires sexual harassment training for employers with 50 or more employees:
- Supervisors: Two hours of training every two years.
- All employees: One hour of training every two years.
The training must include examples of prohibited behavior, employees’ rights, and information on reporting harassment.
6. Maine
Maine’s Title 26, §807 requires sexual harassment training for employers with 15 or more employees:
- Supervisors: Must receive additional training on their responsibilities in preventing harassment.
- All employees: Must receive training within one year of hire.
Employers are also required to provide written notice of employees’ rights under Maine’s harassment laws.
7. Washington
Washington requires training for specific industries under the Washington Law Against Discrimination (WLAD):
- Hotels, motels, retail, and security guard entities: Employees in these industries must receive sexual harassment prevention training.
- Janitorial workers: Employers must provide annual training focused on preventing sexual harassment and assault in isolated working environments.
Employers must also develop and display anti-harassment policies in the workplace.
8. Oregon
Oregon requires employers to implement and distribute anti-harassment policies under the Oregon Workplace Fairness Act. While specific training requirements are not mandated for all employers, the law emphasizes education on:
- Workplace rights and responsibilities related to harassment and discrimination.
- Reporting mechanisms and protections against retaliation.
Employers in certain sectors, such as hospitality, are encouraged to offer specialized training.
9. Vermont
Vermont’s Fair Employment Practices Act requires employers to distribute information on sexual harassment and strongly encourages training:
- All employees: The law recommends regular training for all employees to ensure compliance with harassment prevention policies.
- Supervisors: Employers are encouraged to provide targeted training for supervisors on their specific responsibilities.
10. Washington, D.C.
Washington, D.C.’s Tipped Wage Workers Fairness Amendment Act requires:
- Employers with tipped workers: Must provide sexual harassment training every two years to employees and managers.
- New hires: Must receive training within 90 days of employment.
The training must include information on harassment, reporting procedures, and rights under the law.
Other States Encouraging Training
While many states do not have formal mandates, several encourage sexual harassment prevention training as a best practice. For example, states like Massachusetts and Colorado provide resources and recommendations for employers to voluntarily implement training programs. Even in states without specific mandates, companies are advised to offer regular training to mitigate the risks of harassment claims and to foster a safe workplace environment.
Sexual harassment training is no longer just a recommendation in many states—it’s a legal requirement. Employers must stay informed about the specific training mandates in their state and ensure that they are in compliance with both state and local laws. By providing thorough and consistent training, companies can help create a safer, more respectful work environment for all employees.
