Sandra Bledsoe

Sexual Harassment Training Requirements: Everything You Need to Know

Sexual harassment training requiremetns depend per state and industry. In general, sexual harassment refers to work indecent or offensive remarks towards a person’s caste, gender, religion in context to sexual activities. 

Sexual assault awareness programming aids in the following ways:

  • Ensure that employers recognize the legislation on sexual harassment and that such behavior will not be accepted in the workplace.
  • It helps to prevent occupational demoralization and work efficiency.
  • It helps to avoid or reduce the civil liability of mindful social conduct. A majority of Seven in ten people believe that organizations do not take sexual harassment seriously.
  • It helps to avoid unfavorable media publicity and punitive penalties that may be awarded in a lawsuit.
  • If such requirements are followed, protect the possible availability of an affirmative defense against toxic work atmosphere lawsuits involving managers (for example, the employer taking reasonable care to prevent and correct harassing behavior).

Sexual Harassment Prevention Training

Employers with 15 or more workers are obligated by Local Law 96 of 2018 to provide annual sexual harassment awareness instruction to all employees. New York State Law requires employers with one or more workers to provide sexual harassment awareness instruction to all employees. 

The Commission also created an immersive training that meets all New York State and New York City sexual assault awareness training standards. You will get a certificate of completion after the class. Before you attend the school, the employer may inform you how they plan to earn the credential.

Sexual assault avoidance workshops will help raise awareness by also guiding what to do in these cases. It is the correct business choice and states mandate employers to provide sexual harassment counseling to their workers. In an online training format, the interactive, high-quality content keeps consumers interested and ensures they appreciate the importance of state-specific enforcement matters to their organization. 


  • The technological requirements 

The teaching lasts for 45 minutes. The training can be completed on a desktop or a mobile. Chrome 67, Firefox 66.0.4, or Safari 11.1.1 are used for this learning. Your progress during the training cannot be saved. Do not reload the tab. If you reload the tab, you will miss your place in the training and start again.


  • Accessibility for disabled users

Users with disabilities could very well participate in the training. Audio notes accompany the videos. The videos have closed captions. Closed captioning is often used as part of the instruction slides that may appear in a few cases where the screen text varies from the voice-over audio. The photographs and symbols have alternative text.


  • State-wise training requirement

In Alabama, Alaska, Arizona, and Arkansas, training is not mandatory, but it is a best practice. The state of California Cal. Government Code 12950 and 12950.1 (as revised by S.B. 778); Cal. Code Regs. Tit. 2, 11024 (Currently, regulations only address supervisor sexual harassment training for employers with 50 or more employees)


  • Employers: Companies with five or more jobs, whether temporary or seasonal staff.
  • Staff: Employers must offer mandatory instruction to employees during six months of hiring or taking a supervisory role by January 1, 2021.


Starting from January 1, 2020, employers must offer training for:

Employers shall have training for seasonal, contract, or other workers working for fewer than six months within 30 calendar days of hire or within 100 hours served, whichever comes first, beginning January 1, 2020. (except for those employed by temporary services). Agricultural workers and temp workers and employees.

What must the Training include?

A frequent occurrence in the legal profession is 67% of women and 32% of men say that sexual assault in the workplace is an issue. Sexual harassment impacts the whole company, not just the people affected. In addition to inducing physical distress and lost results, sexual harassment cases are exhausting and costly. 

Information and realistic advice on federal and California sexual assault regulations, including:

  • The definition of indecent sexual assault is established by the California Fair Employment and Housing Act (FEHA) and Title VII of the Civil Rights Act of 1964. (Title VII).
  • Statutory rules and case law guidelines under the FEHA and Title VII.
  • Types of sexual misconduct behavior, including realistic explanations such as case law examples, news and television stories, and hypotheticals focused on employment circumstances.
  • Potential exposure and responsibility for both the employer and the employee.

Preventing sexual harassment in the workplace, with realistic examples that teach employers about harassment, sexism, and revenge.

  • The need of supervisors is to research harassment , bullying, and revenge intentions
  • Confidentiality restrictions during the appeal process.
  • Reporting tools, for example, are available to victims of unlawful sexual assault.
  • Appropriate corrective action, including an audit, to correct harassing actions.
  • Steps to consider if a colleague is convicted of sexual harassment.
  • The company’s anti-harassment framework.

The definition of abusive conduct under Cal. Govt. Code 12950.1(g)(2) and how to prevent it, including:

The components and explanations of abusive behavior include:

  • The consequences of violent behavior on the perpetrator, those in the workplace, and the boss.
  • The emphasis is that a single act does not constitute coercive behavior unless it is particularly serious or egregious.

 Harassment based on gender identity, gender preference, or sexual preference is covered in this section. The average loss because of productivity amounts to $22,500 per person. An employer may also have voluntary bystander intervention education under California Government Code 12950.2, which includes:

  • Information and realistic advice on Empowering bystanders to identify socially harmful habits.
  • Motivating witnesses to take action should they see problematic conduct.

Ways  to equipe  bystanders with Skills and confidence to intervene in the cases appropriately.

Measures  that  bystanders can adapt to  support the intervention. Format The training must be at least:

  • Supervisory workers have two hours of training and learning.
  • The teaching must occur in a classroom environment with an in-person teacher or another immersive and successful process (for example, webinar or e-learning training). 
  • The employer has the option of developing their training module.
  • Employees can be directed to the online training course that will be accessible on the California DFEH website. 
  • If the instruction follows the applicable hourly cumulative standards, it can be delivered in shorter modules. 
  • The instruction must be delivered by a teacher or instructor knowledgeable about avoiding abuse, bigotry, and retribution. 

The five reasons listed demonstrate that firms can no longer afford to disregard the need for sexual harassment training.

Anti-sexual misconduct training focuses on teaching employees the notion of an “extended workplace” and encouraging them to report incidents of sexual harassment that occur outside the formal workplace.