Does your state mandate harassment prevention training? Even if it is not required by law, many employers elect to provide such training. Studies show that regular harassment prevention training reduces workplace claims. This makes the workplace better for everyone and saves employers money. Other key advantages to providing training include: promoting a more respectful workplace; demonstrating that the company values a positive workplace culture; reducing liability risk overall and providing a defense to a claim of “failure to prevent harassment.”
We have created an innovative, engaging SWOLE harassment prevention training that is specifically designed for states in which sexual harassment prevention is not mandated. This training is COMING SOON. Please click here to get on our waiting list for this training — and secure your early-bird pricing — if your state does NOT mandate training for all employees.
Our generalized, non-state-specific training includes all of the key harassment and bullying prevention concepts from our award-winning SWOLE training, without state-specific elements. This training is designed and recommended for employers in states where training is not mandated at all, and for states where training is mandated only for certain employees. Conduct a quick check of your state’s* requirements below. Scroll down for more comprehensive information for each state.*
Quick Check: States That Do Not Mandate Training For Any Employees — Our Generalized SWOLE Training Is Recommended For All Employees In These States
Alabama, Alaska, Arizona, Arkansas, Colorado, Georgia, Hawaii, Idaho, Indiana, Iowa, Kentucky, Louisiana, Maryland, Massachusetts, Michigan, Minnesota, Mississippi, Missouri, Montana, Nebraska, New Hampshire, North Dakota, Ohio, Oregon, South Carolina, South Dakota, Vermont, Washington, West Virginia, Wisconsin, and Wyoming.
Quick Check: States That Mandate Training For Certain Employees Only — Our Generalized SWOLE Training Is Recommended For Those Employees Who Are In Categories Where Training Is NOT Required
Note: Studies show that regular and consistent harassment prevention training reduces workplace allegations of harassment — which saves employers money. Our generalized 1-hour and 2-hour training, coming soon, is designed for employers and employees in states that do not mandate a specific training. In some states, only certain types of employers, such as larger employers or state and public employers, mandate training. In those states, our training is designed and recommended for the employers and employees who are NOT required by their state’s laws to undergo training. For example, in some states, smaller employers and private employers are NOT required to provide a specific training. Our generalized SWOLE training fills in the gap for those employers and employees.
Delaware — Training is mandated only for companies with 50 or more employees
Florida — Training is mandated only for certain state agencies
Kansas — Training is mandated only for executive branch departments and agencies
Nevada — Training is mandated only for state employees
New Jersey — Training is mandated only for state employees
New Mexico — Training is mandated only for primary and secondary education employees
North Carolina — Training is mandated only for state employees
Oklahoma — Training is mandated only for state employees
Pennsylvania — Training is mandated only for state employees
Tennessee — Training is mandated only for state employees
Texas — Training is mandated only for state employees
Utah — Training is mandated only for state employees
Virginia — Training is mandated only for state employees
Below we provide more detailed information on the specific requirements* for your state:
Alabama
The State of Alabama does not specifically mandate harassment training, but training is highly recommended.
Alaska
The State of Alaska does not specifically mandate harassment training, but training is highly recommended.
Arizona
The State of Arizona does not specifically mandate harassment training, but training is highly recommended.
Arkansas
The State of Arkansas does not specifically mandate harassment training, but training is highly recommended.
California
Sexual Harassment Training Requirements in California
Sexual harassment training is mandatory in California. Under the California Government Code section 12950.1 as amended by Senate Bill No. 1343, employers with five or more employees are required to provide interactive sexual harassment and abusive conduct prevention training by January 1, 2021.
Who must receive this training? Nonsupervisory employees must receive at least one hour of training and two hours for those in supervisory roles once every two years. For both new nonsupervisory and supervisory employees, training must be provided within six months of being hired or promoted to supervisor.
Sexual Harassment Training Requirements
Training must cover both federal and state laws regarding the prevention and prohibition of sexual harassment, as well as the available remedies for victims. It should also address harassment based on gender identity, gender expression, and sexual orientation, with practical examples of each. This aspect should be a key part of the training.
Additionally, the training must be delivered by a “qualified trainer,” as stipulated by state law. This could be an attorney with at least two years of experience in employment law, a human resources professional with a minimum of two years’ experience in harassment prevention training, or anyone who has received training from a qualified trainer.
Workplace Violence Training in California
California requires workplace violence training under the Cal/OSHA (California Division of Occupational Safety and Health) Violence Prevention in Health Care Standard. Per Title 8, Section 3342 of the California Code of Regulations, health care employers must provide training to their employees, implement an effective workplace violence prevention plan, and keep a log of violent incidents.
Who needs the training?
All employees of covered employers must initially be trained on the workplace violence prevention plan and related topics. The regulations specify different training requirements based on employees’ job duties and their associated risks.
Employees involved in direct patient contact must receive annual refresher training, which includes a review of the workplace violence prevention plan. Employees who may confront or handle aggressive or violent individuals must receive specialized training on managing violent incidents, both during the initial training and at regular intervals.
Employers are also required to clearly explain site-specific procedures, hazards, and prevention strategies during the training sessions. While there are no specific duration requirements for the training, it must cover these crucial topics.
Colorado
Colorado does not have a specific mandate for harassment training, but the state strongly encourages employers to take proactive steps to prevent workplace harassment and discrimination. According to the Code of Colorado Regulations, Rule 20.6, employers should actively address these issues by expressing clear disapproval, developing and distributing an anti-discrimination policy, offering training, implementing sanctions, informing employees about their rights to report discrimination, and sensitizing all parties involved.
Connecticut
Sexual Harassment Training in Connecticut
Connecticut requires mandatory sexual harassment training. Under the “Times Up Act,” an amendment to the state’s sexual harassment laws (Public Acts 19-16 and 19-93), significant changes were introduced to training requirements that employers need to be aware of. The law, effective October 1, 2019, includes the following key provisions:
- Employers must provide new employees with information about the illegality of sexual harassment and the remedies available to victims within three months of their hire date. This information can be distributed via email (with a subject line related to “Sexual Harassment Policy”), posted on the company website, or by providing a link to the relevant page on the Connecticut Commission on Human Rights and Opportunities (CHRO) website.
- Employers with three or more employees must ensure that all employees (both supervisory and non-supervisory) receive two hours of sexual harassment training by October 1, 2020. Employees hired after October 1, 2019, must complete this training within six months of their start date.
- Employers with fewer than three employees are required to provide the same two hours of training, but only to employees in supervisory roles. New supervisors must receive this training within six months of assuming the position.
- Employers are also obligated to offer “periodic supplemental training” every ten years to reinforce or update the training content.
The training must include information on both federal and state laws related to sexual harassment, as well as the remedies available to victims.
Delaware
Sexual Harassment Training Requirements in Delaware
Delaware’s Discrimination in Employment Act includes guidelines related to sexual harassment training. Employers with 50 or more employees must provide interactive training on preventing sexual harassment.
Who must be trained?
All existing employees of qualifying employers must complete training by January 1, 2020. New employees must be trained within one year of their hire date. Supervisory employees must receive additional interactive training by January 1, 2020, and new supervisors must complete this training within one year of taking on the supervisory role. Following the initial training, all employees must undergo refresher training every two years.
The training content must cover the illegality of sexual harassment, provide a definition along with practical examples, outline remedies for victims, explain the complaint process, emphasize legal protections against retaliation, and provide information on how to contact Delaware’s Department of Labor. Supervisory training should also focus on the responsibilities of supervisors in preventing and managing sexual harassment issues.
Florida
Sexual Harassment Training Requirements in Florida
In Florida, sexual harassment training is mandated for specific agencies. According to the Public Personnel Rules in Florida’s Administrative Code, all supervisors working within executive branch agencies must complete training on equal employment opportunity and affirmative action principles, which includes sexual harassment training.
For other employees, while Florida does not specifically mandate harassment training, training is highly recommended.
Georgia
Georgia does not specifically mandate harassment training, but training is highly recommended.
Hawaii
Hawaii does not require mandatory harassment training, but its Administrative Rules §12-46-109 stress that prevention is the most effective method to eliminate sexual harassment. The Hawaii Civil Rights Commission advises employers to implement prevention programs, which can include training employees on sexual harassment policies, grievance procedures, and ensuring supervisors understand their responsibilities in handling sexual harassment issues at work.
Idaho
Idaho does not specifically mandate harassment training, but training is highly recommended.
Illinois
Sexual Harassment Training Requirements in Illinois
Under the Illinois Human Rights Act (IHRA), as amended by the Workplace Transparency Act (Public Act 101-0221), all employers with one or more employees working in Illinois are required to offer sexual harassment prevention training at least once every calendar year. All employees must have completed the training by December 31, 2020, and then on an annual basis thereafter.
The Illinois Department of Human Rights (IDHR) offers a free downloadable model sexual harassment training program in PowerPoint or PDF format, which meets the standards outlined in Section 2-109(B) of the IHRA. Employers can use this model or create their own program as long as it meets or exceeds these standards. The training should cover:
- A clear explanation of sexual harassment, aligned with the IHRA
- Examples of unlawful sexual harassment behavior
- An overview of federal and state laws on sexual harassment and the remedies available to victims
- A summary of employer responsibilities regarding prevention, investigation, and corrective actions related to sexual harassment
In addition, employers in the restaurant and bar industries have extra requirements. According to Section 2-110 of the IHRA, restaurants and bars must provide additional sexual harassment training to employees annually. The training must include:
- Specific examples relevant to the restaurant or bar industry
- An explanation of manager liability and responsibilities under the law
- Training available in both English and Spanish
If employers fail to comply with these requirements, they will receive a 30-day notice to correct the issue. If not resolved, the IDHR may petition for a civil penalty.
Indiana
Indiana does not specifically mandate harassment training, but training is highly recommended.
Iowa
While Iowa does not have specific mandates for harassment training, the state’s policy encourages all employees in the executive branch to attend training on equal opportunity, affirmative action, and the prevention of discrimination and harassment.
While Iowa does not specifically mandate harassment training for private employers, training is highly recommended.
Kansas
Sexual Harassment Training Requirements in Kansas
Kansas does not have specific harassment training requirements for private employers. However, the state does have provisions for executive branch employees. Under Executive Order 18-04, all employees and interns in executive branch departments and agencies must complete annual training on sexual harassment, discrimination, and retaliation policies.
Additionally, the order requires that these departments and agencies review and update their sexual harassment, discrimination, and retaliation policies at least once every three years, or more frequently if needed.
While Kansas does not specifically mandate harassment training for private employers, training is highly recommended.
Kentucky
Kentucky does not specifically mandate harassment training, but training is highly recommended.
Louisiana
Louisiana does not specifically mandate harassment training, but training is highly recommended.
Maine
Sexual Harassment Training Requirements in Maine
Under Maine’s Sexual Harassment Law (Title 26, Sec. 807), employers with 15 or more employees in the state must provide training to employees within one year of hire. The training must cover the following topics:
- The illegality of sexual harassment
- Definitions of sexual harassment under both state and federal law, including the Maine Human Rights Act and Civil Rights Act of 1964 (42 U.S.C. Title VII, Sections 2000e-2000e-17)
- Practical examples of sexual harassment
- The internal complaint process available to employees
- Legal recourse and processes through the Maine Human Rights Commission
- How to contact the commission
- Protection against retaliation under Title 5, Section 4553, Subsection 10, Paragraph D
Employers must also provide additional training for supervisors and managers within one year of assuming their roles. This training should focus on their responsibilities in handling and addressing sexual harassment complaints within the workplace, ensuring prompt corrective actions.
Maryland
Maryland does not have a specific harassment training requirement by law, but such training is strongly recommended. As part of its Community Outreach and Education program, the Maryland Commission on Civil Rights offers training to agencies, businesses, and organizations throughout the state. These modules cover sexual harassment prevention, employment discrimination, and other critical topics.
Massachusetts
In Massachusetts, sexual harassment training is not legally required, but it is strongly encouraged. According to Massachusetts General Law Title XXI, Chapter 151B, Section 3A, employers and labor organizations are urged to provide training programs for new employees or members within one year of hire or membership.
Additional training is recommended for new supervisors and managers within one year of assuming their roles. This training should include information on their responsibilities and the steps they should take to address sexual harassment complaints promptly and appropriately.
Michigan
Michigan does not have specific harassment training mandates, but it encourages employers to provide such training. Employers can request training from the Michigan Department of Civil Rights on various topics, including disability, diversity, sexual harassment, housing, hate crimes, discriminatory harassment, cultural competence, and general civil rights law.
Minnesota
Minnesota does not specifically mandate harassment training, but training is highly recommended.
Mississippi
Mississippi does not specifically mandate harassment training, but training is highly recommended.
Missouri
Missouri does not specifically mandate harassment training, but training is highly recommended.
Montana
Montana does not specifically mandate harassment training, but training is highly recommended.
Nebraska
Nebraska does not specifically mandate harassment training, but training is highly recommended.
Nevada
Sexual Harassment Training Requirements in Nevada
While private employers in Nevada are not required to provide sexual harassment training, they are encouraged to take necessary steps to prevent sexual harassment in the workplace.
Current regulations on sexual harassment training apply only to state employees. Under Nevada Administrative Code 284.496, state employees must complete a certified sexual harassment prevention course within six months of being appointed, followed by a certified refresher course every two years thereafter. The Division of Human Resource Management is responsible for certifying these courses.
New Hampshire
New Hampshire does not specifically mandate harassment training, but training is highly recommended.
New Jersey
Workplace Discrimination Training Requirements in New Jersey
All state government employees must be trained on the New Jersey State Policy Prohibiting Discrimination in the Workplace within a reasonable time of being appointed. Refresher training is also required. Supervisors must receive regular training about their responsibilities under the state policy.
State employees who manage or investigate harassment or discrimination complaints must complete additional training, with refresher courses every three years.
Sexual Harassment Training Requirements in New Jersey
Currently, private employers in New Jersey are not required to provide sexual harassment training. However, legislation proposed by Governor Phil Murphy on February 18, 2020, aims to overhaul the state’s anti-harassment laws. If passed, this bill would mandate both public and private employers to provide training on unlawful discrimination and harassment. The bill has not yet been signed into law.
Additionally, the New Jersey Supreme Court has emphasized that to prevent sexual harassment, employers should establish effective training programs and complaint procedures for employees.
New Mexico
Sexual Harassment Training Requirements in New Mexico
New Mexico’s sexual harassment training requirements are not applicable to all employers. According to New Mexico Administrative Code 6.60.9.9 (C)(11), all licensed school personnel in primary and secondary education must undergo annual training to prevent sexual harassment. This training can be done by attending specific sexual harassment training sessions, reviewing relevant materials such as the EEOC guidelines (Title 29 Code of Federal Regulations Part 1604), or by consulting with the school’s human resources personnel.
New York
Sexual Harassment Training Requirements in New York State
Employers in New York with at least one employee must provide interactive sexual harassment prevention training for all employees on an annual basis, starting from October 9, 2018. The Department of Labor and Division of Human Rights have developed model training materials that employers can use, which are available for free download. If employers opt not to use these materials, their training program must meet or exceed the following minimum standards. Training should be interactive and include:
- A clear explanation of sexual harassment, in line with guidance from the Department of Labor and Division of Human Rights
- Examples of conduct that would be considered unlawful sexual harassment
- A summary of federal and state laws regarding sexual harassment and the remedies available to victims
- Information on employees’ rights and all available methods for resolving complaints
- Details about supervisor conduct and additional responsibilities for supervisors
Sexual Harassment Training Requirements in New York City
New York City has its own specific requirements. As per Local Law 96 of 2018, employers with 15 or more employees must provide annual sexual harassment prevention training to all employees starting on April 1, 2019. Full-time and part-time employees who work over 80 hours a year must complete this training within 90 days of their hire date.
The New York City Commission on Human Rights has collaborated with the New York State Division of Human Rights and the Department of Labor to offer an online training program that satisfies both state and city requirements.
The training must include the following topics:
- An explanation of sexual harassment as unlawful discrimination under local law
- A statement that sexual harassment is also a form of discrimination under both state and federal law
- Practical examples describing sexual harassment
- The complaint process available through employers
- The complaint process through the Commission, the Division of Human Rights, and the U.S. Equal Employment Opportunity Commission, including contact details
- The prohibition against retaliation, with examples
- Information on bystander intervention
- The specific duties of supervisors and managers in preventing sexual harassment and retaliation, and the steps they can take to address complaints appropriately
North Carolina
Sexual Harassment Training Requirements in North Carolina
Under North Carolina Administrative Code 01J .1101, state agencies are required to develop strategies to prevent workplace harassment, which must include training and other educational methods to address harassment and retaliation.
There are no specific requirements for sexual harassment training for private employers in North Carolina, but training is highly recommended.
North Dakota
North Dakota does not specifically mandate harassment training, but training is highly recommended, but training is highly recommended.
Ohio
Ohio does not have formal sexual harassment training requirements, but employers are encouraged to take steps to prevent harassment. According to Ohio Administrative Code 4112-5-05(J)(7), employers should demonstrate strong disapproval of sexual harassment, educate employees on their rights and the complaint process, and use methods to raise awareness about the legal aspects of sexual harassment.
While Ohio does not specifically mandate harassment training, training is highly recommended.
Oklahoma
Sexual Harassment Training Requirements in Oklahoma
According to Oklahoma Statute Title 74 § 840.21(F.1); tit. 530, § 10-3-20, state government employees responsible for investigating discrimination complaints must receive training in equal employment opportunity (including sexual harassment), discrimination, and the burdens of proof.
Private employers in Oklahoma are not subject to specific sexual harassment training requirements, but training is highly recommended.
Oregon
Oregon does not specifically mandate harassment training, but training is highly recommended.
Pennsylvania
Sexual Harassment Training Requirements in Pennsylvania
State government employees in Pennsylvania are required to complete a web-based course called “Discrimination and Sexual Harassment Prevention.” Supervisors and managers, who are key points of contact for harassment victims, must undergo specialized training that differs from the training for non-supervisory staff. Additional training materials are available on the Pennsylvania Office of Administration’s training webpage.
There are no specific requirements for private employers regarding sexual harassment training in Pennsylvania, but training is highly recommended.
Rhode Island
Sexual Harassment Training Requirements in Rhode Island
While Rhode Island does not have mandatory sexual harassment training for employers, it is strongly encouraged. According to Rhode Island General Law ch. 118, §§ 28-51-2(c), 28-51-3, employers are advised to provide sexual harassment training to new employees or members within one year of hire or membership. Additionally, training for new supervisory or managerial employees is encouraged within one year of assuming their positions. This training should cover their responsibilities and methods for addressing and rectifying harassment complaints promptly.
If employers choose to conduct training for all employees, it should, at a minimum, include:
- A statement clarifying that sexual harassment is unlawful in the workplace
- Information on unlawful retaliation
- Descriptions and examples of sexual harassment
- Consequences for employees who engage in harassment
- The process for filing internal complaints, including contact details for the relevant person or department
- Information about state and federal agencies that handle employment discrimination complaints and how to contact them
South Carolina
South Carolina does not specifically mandate harassment training, but training is highly recommended.
South Dakota
South Dakota does not specifically mandate harassment training, but training is highly recommended.
Tennessee
Sexual Harassment Training Requirements in Tennessee
As per Tennessee Code Annotated Section 4-3-1703, the state’s Department of Human Resources is responsible for helping state departments and entities plan and conduct sexual harassment prevention training. The department must also develop an orientation program with appropriate materials for new hires.
There are no specific sexual harassment training requirements for private employers in Tennessee, but training is highly recommended.
Texas
Employment Discrimination / Sexual Harassment Training Requirements in Texas
Under Texas Labor Code Section 21.010, Texas state agencies must provide training on employment discrimination, including sexual harassment, to employees within 30 days of their employment. Employees must also complete refresher training every two years.
State agencies must use training materials provided by the Texas Workforce Commission and ensure employees sign a statement acknowledging their participation in the training. This statement must be filed in the employee’s personnel record.
Private employers in Texas are not required to provide sexual harassment training, but training is highly recommended.
Utah
Sexual Harassment Training Requirements in Utah
As per Utah Admin Code R477-15-6, all state employees must undergo workplace harassment prevention training when hired, and this training must be repeated at least every two years. Supervisors are also required to undergo additional training. All programs must be approved by the Department of Human Resources Management (DHRM) and the Division of Risk Management.
There are no specific sexual harassment training requirements for private employers in Utah, but training is highly recommended.
Vermont
Vermont does not specifically mandate harassment training, but training is highly recommended.
Virginia
Sexual Harassment Training Requirements in Virginia
According to Virginia Code Section 30-129.4, the Office of the Clerk of the House of Delegates and the Office of the Clerk of the Senate are required to provide sexual harassment training to legislative branch employees every two years. The training must be available online and be similar in content to the sexual harassment courses offered through the Commonwealth of Virginia Learning Center administered by the Department of Human Resource Management.
There are no specific sexual harassment training requirements for private employers in Virginia.
Washington
Discrimination Training Requirements in Washington
Washington State does not mandate discrimination training, but the Washington State Human Rights Commission (WSHRC) offers free educational and training programs to employers throughout the state.
Sexual Harassment Training Requirements in Washington
While there are no specific sexual harassment training requirements for private employers in Washington, such training is highly encouraged. State agencies, under Executive Order 89-01, are required to implement training and educational programs to prevent and eliminate sexual harassment within their organizations.
West Virginia
West Virginia does not specifically mandate harassment training, but training is highly recommended.
Wisconsin
Wisconsin does not have specific requirements for harassment training but encourages employers to provide training on workplace harassment and to periodically remind employees about the organization’s commitment to maintaining a harassment-free workplace.
Wyoming
Wyoming does not specifically mandate harassment training, but training is highly recommended.
*State requirements are subject to change. Please confirm requirements with qualified counsel. This information is not intended to serve as and should not be considered legal advice.