Workplace Harassment Prevention Training
Simple, online state-required sexual harassment training for your whole team.
Stay compliant with state training laws
zeroHR provides online harassment training for small businesses that meets state requirements and can protect your business from legal issues in the future.
Learn More
Mandatory sexual harassment training varies by state
Some states have strict guidelines on the types of training required for employers of a certain size, and you’ll need to keep a record of the employees who received this training, and when. Although anti harassment training isn’t mandated by every state, it’s still considered best practice from a compliance perspective.
States where harassment training is required
In some states, anti-harassment training is a legal requirement, including California, Connecticut, Delaware, Illinois, Maine, New York, and Washington, as well as the District of Columbia. In addition, New York City and also has its own legal requirements for sexual harassment training.
States where harassment training is suggested
Four other states, Colorado, Massachusetts, Rhode Island, and Vermont, encourage anti-harassment training, but it isn’t a legal requirement.
All other states
In most other states, anti-harassment training is considered best-practice, and is an important part of your overall HR compliance.
State-required Harassment Training
Training required:
To be completed:
Employers affected:
Update your training:
California
Read the lawAt least 2 hours of sexual harassment training for all employees with supervisor duties
At least 1 hour of training for all employees without supervisor duties
At least 1 hour of training for all employees without supervisor duties
By January 1, 2019, or within 30 calendar days of hiring, or first 100 hours worked thereafter (whichever occurs first)
5 or more employees, including temporary or seasonal workers
Every 2 years
Connecticut
Read the lawAt least 2 hours to all employees.
By October 1, 2019, or within 6 months of hiring thereafter.
3 or more employees
Every 3 years (recommended), and not less than once every 10 years.
Delaware
Read the lawAll employees
By January 1, 2019, or within 1 year of hiring thereafter.
50 or more employees in Delaware
Every 2 years
D.C.
Read the lawAll employees
By October 30, 2022, or within 90 days of hiring thereafter.
Employers that have tipped employees
N/A
Washington
Read the lawAll qualifying employees
By January 1, 2020 or January 1, 2021, depending on the employer’s busines type.
Hotels, motels, retail corporations, security guard entities, and property service contractors.
Specifically, training, sexual harassment resources, and a panic button must be provided to any janitor, security guard, hotel or motel housekeeper, or room service attendant who spends most of their working hours alone, or whose primary work responsibility involves working without another coworker present.
Specifically, training, sexual harassment resources, and a panic button must be provided to any janitor, security guard, hotel or motel housekeeper, or room service attendant who spends most of their working hours alone, or whose primary work responsibility involves working without another coworker present.
N/A
California
Read the lawConnecticut
Read the lawDelaware
Read the lawD.C.
Read the lawIllinois
Read the lawMaine
Read the lawNew York
Read the lawNew York City
Read the lawWashington
Read the lawTraining required:
Training required:
Training required:
Training required:
Training required:
Training required:
Training required:
Training required:
Training required:
At least 2 hours of sexual harassment training for all employees with supervisor duties
At least 1 hour of training for all employees without supervisor duties
At least 1 hour of training for all employees without supervisor duties
At least 2 hours to all employees.
All employees
All employees
All employees
All employees
All employees
All employees
All qualifying employees
To be completed:
To be completed:
To be completed:
To be completed:
To be completed:
To be completed:
To be completed:
To be completed:
To be completed:
By January 1, 2019, or within 30 calendar days of hiring, or first 100 hours worked thereafter (whichever occurs first)
By October 1, 2019, or within 6 months of hiring thereafter
By January 1, 2019, or within 1 year of hiring thereafter
By October 30, 2022, or within 90 days of hiring thereafter
Once per year
Within one year of hiring
Once per year
Within 90 days of hiring
By January 1, 2020 or January 1, 2021, depending on the employer’s busines type
Employers affected:
Employers affected:
Employers affected:
Employers affected:
Employers affected:
Employers affected:
Employers affected:
Employers affected:
Employers affected:
5 or more employees, including temporary or seasonal workers
3 or more employees
50 or more employees in Delaware
Employers that have tipped employees
15 or more employees
15 or more employees
All employees
15 or more employees
Hotels, motels, retail corporations, security guard entities, and property service contractors.
Specifically, training, sexual harassment resources, and a panic button must be provided to any janitor, security guard, hotel or motel housekeeper, or room service attendant who spends most of their working hours alone, or whose primary work responsibility involves working without another coworker present.
Specifically, training, sexual harassment resources, and a panic button must be provided to any janitor, security guard, hotel or motel housekeeper, or room service attendant who spends most of their working hours alone, or whose primary work responsibility involves working without another coworker present.
Update your training:
Update your training:
Update your training:
Update your training:
Update your training:
Update your training:
Update your training:
Update your training:
Update your training:
Every 2 years
Every 3 years (recommended), and not less than once every 10 years
Every 2 years
N/A
Every year
N/A
Every year
N/A
N/A
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Why Choose zeroHR for your small business
zeroHR provides a seamless, simple way to get important HR tasks done with minimal effort. Whether you want to build a more compliant business, or you’re looking for immediate legal support, we can help.
Here are some of the ways we can support your business from an HR compliance perspective:
Here are some of the ways we can support your business from an HR compliance perspective:
HR Outsourcing
Access dedicated HR experts in nearly 150 industries who can provide ongoing compliance and HR support, while you focus on running your business.
HR Services
Outsource your key HR tasks and concentrate on running your business, with simple HR tools and support that plugs in where you need it most.
HR Compliance
Audit your company's HR policies, procedures, and get a full picture of any gaps in your compliance structure.
Legal Support
Get help from an HR Attorney when you encounter legal issues and need expert help, fast.
Frequently Asked Questions
Here are some of the most frequently asked questions about legal support and compliance.
Is it mandatory for my business to be compliant?
Some common legal issues for small businesses, and how to mitigate them, include:
- Contracts Drafting and reviewing contracts is a common legal concern. Contracts with customers, suppliers, employees, and partners need to be clear, comprehensive, and legally binding.
- Employment law Adhering to labor laws, including hiring, firing, harassment, discrimination, workplace safety, and employee rights, is essential. Non-compliance can lead to significant legal disputes and penalties.
- Liability issues Small business owners and employees can be found liable for things like professional negligence, particularly when the right policies, documents, and procedures aren’t in place. Besides making efforts to stay compliant, another way to protect yourself against claims is to invest in professional liability insurance.
- Regulatory compliance Ensuring compliance with local, state, and federal regulations is critical. This includes industry-specific regulations and licenses. One of the best ways to stay compliant with these regulations is to partner with one of our dedicated HR experts, who can help you figure out which legislations apply to your business, and how to action them.
- Taxes Small businesses need to comply with tax laws and regulations. This involves proper record-keeping, understanding deductible expenses, and meeting filing deadlines on time.
- Data privacy and security Protecting customer and employee data is a legal obligation, particularly if you’re dealing with sensitive information like financial or healthcare data. Small businesses must comply with data protection laws and implement security measures to prevent data breaches.
What is the typical cost for legal services?
Some common legal issues for small businesses, and how to mitigate them, include:
- Contracts Drafting and reviewing contracts is a common legal concern. Contracts with customers, suppliers, employees, and partners need to be clear, comprehensive, and legally binding.
- Employment law Adhering to labor laws, including hiring, firing, harassment, discrimination, workplace safety, and employee rights, is essential. Non-compliance can lead to significant legal disputes and penalties.
- Liability issues Small business owners and employees can be found liable for things like professional negligence, particularly when the right policies, documents, and procedures aren’t in place. Besides making efforts to stay compliant, another way to protect yourself against claims is to invest in professional liability insurance.
- Regulatory compliance Ensuring compliance with local, state, and federal regulations is critical. This includes industry-specific regulations and licenses. One of the best ways to stay compliant with these regulations is to partner with one of our dedicated HR experts, who can help you figure out which legislations apply to your business, and how to action them.
- Taxes Small businesses need to comply with tax laws and regulations. This involves proper record-keeping, understanding deductible expenses, and meeting filing deadlines on time.
- Data privacy and security Protecting customer and employee data is a legal obligation, particularly if you’re dealing with sensitive information like financial or healthcare data. Small businesses must comply with data protection laws and implement security measures to prevent data breaches.
How can legal services benefit my small business?
Some common legal issues for small businesses, and how to mitigate them, include:
- Contracts Drafting and reviewing contracts is a common legal concern. Contracts with customers, suppliers, employees, and partners need to be clear, comprehensive, and legally binding.
- Employment law Adhering to labor laws, including hiring, firing, harassment, discrimination, workplace safety, and employee rights, is essential. Non-compliance can lead to significant legal disputes and penalties.
- Liability issues Small business owners and employees can be found liable for things like professional negligence, particularly when the right policies, documents, and procedures aren’t in place. Besides making efforts to stay compliant, another way to protect yourself against claims is to invest in professional liability insurance.
- Regulatory compliance Ensuring compliance with local, state, and federal regulations is critical. This includes industry-specific regulations and licenses. One of the best ways to stay compliant with these regulations is to partner with one of our dedicated HR experts, who can help you figure out which legislations apply to your business, and how to action them.
- Taxes Small businesses need to comply with tax laws and regulations. This involves proper record-keeping, understanding deductible expenses, and meeting filing deadlines on time.
- Data privacy and security Protecting customer and employee data is a legal obligation, particularly if you’re dealing with sensitive information like financial or healthcare data. Small businesses must comply with data protection laws and implement security measures to prevent data breaches.
What are common legal issues for small businesses?
Some common legal issues for small businesses, and how to mitigate them, include:
- Contracts Drafting and reviewing contracts is a common legal concern. Contracts with customers, suppliers, employees, and partners need to be clear, comprehensive, and legally binding.
- Employment law Adhering to labor laws, including hiring, firing, harassment, discrimination, workplace safety, and employee rights, is essential. Non-compliance can lead to significant legal disputes and penalties.
- Liability issues Small business owners and employees can be found liable for things like professional negligence, particularly when the right policies, documents, and procedures aren’t in place. Besides making efforts to stay compliant, another way to protect yourself against claims is to invest in professional liability insurance.
- Regulatory compliance Ensuring compliance with local, state, and federal regulations is critical. This includes industry-specific regulations and licenses. One of the best ways to stay compliant with these regulations is to partner with one of our dedicated HR experts, who can help you figure out which legislations apply to your business, and how to action them.
- Taxes Small businesses need to comply with tax laws and regulations. This involves proper record-keeping, understanding deductible expenses, and meeting filing deadlines on time.
- Data privacy and security Protecting customer and employee data is a legal obligation, particularly if you’re dealing with sensitive information like financial or healthcare data. Small businesses must comply with data protection laws and implement security measures to prevent data breaches.
