State-by-State Guide to Sexual Harassment Training Laws in the US

Sexual harassment training is a workplace initiative designed to educate employees about what constitutes harassment, how to prevent it, how to report incidents, and what protections exist under the law.

While federal law doesn't explicitly mandate sexual harassment training, the Equal Employment Opportunity Commission (EEOC) strongly recommends it as part of an effective harassment prevention program.

Under Title VII of the Civil Rights Act, employers are liable for harassment by supervisors and may be liable for harassment between co-workers if they knew or should have known about it and failed to take appropriate action.

State laws, however, have increasingly stepped in to require specific training programs, creating complex compliance laws for employers operating across multiple states. Non-compliance can result in significant penalties ranging from fines to potential litigation costs, not to mention damage to company reputation and employee morale.

As experts in global compliance, Deel understands the challenges employers face when navigating these complex requirements. This guide includes information on sexual harassment training laws across all 50 states.

State-by-state sexual harassment training requirements (2025)

State laws are now more frequently requiring specific training, which makes compliance complicated for employers in several states. Here are the requirements in each US state:

Which states have mandatory sexual harassment prevention training for private employers?

In California, Connecticut, Delaware, Illinois, Maine, and New York State, private (non-state) employers are legally required to provide sexual harassment prevention training to all or some of their employees. Here’s a breakdown of what is required in these states and who must comply.

California

California has some of the most comprehensive sexual harassment training requirements in the nation under the California Senate Bill 1343.

Who must comply: California-based employers with five or more employees (including temporary or seasonal workers).

Training requirements

• Two hours of training for supervisors
• One hour of training for non-supervisory employees
• Training must be provided within six months of hire or promotion to a supervisory position
• Training must be repeated every two years
• Training must be interactive and include practical examples

Content requirements

• Definition and examples of sexual harassment
• State and federal provisions regarding harassment
• Remedies available to victims
• Strategies to prevent harassment
• Supervisors' obligation to report harassment
• Practical examples of harassment
• Prevention of abusive conduct
• Discussion of harassment based on gender identity, gender expression, and sexual orientation

Connecticut

Connecticut's training requirements were expanded under the Time's Up Act (Public Act 19-16).

Who must comply: Employers in Connecticut with three or more employees (Note: employers with fewer than three employees must still provide two hours of training to supervisors).

Training requirements

• Two hours of training for all employees
• Training must be completed within six months of hire for new employees
• Existing employees needed to complete training by October 1, 2020
• Supplemental training is required every 10 years

Content requirements

• Definition of sexual harassment
• Federal and state statutory provisions regarding harassment
• Types of conduct that constitute harassment
• Remedies available to victims
• Employers' policies against harassment

Delaware

In Delaware, employers must adhere to specific legal requirements regarding sexual harassment training.

Who must comply: Employers in Delaware with more than 50 employees (excluding independent contractors and employees who work less than six months).

Training requirements

• Training for all employees within one year of hire
• Additional training for supervisors
• Refresher training every two years

Content requirements

• The illegality of sexual harassment
• Definition of sexual harassment with examples
• Legal remedies and complaint process
• Retaliation prohibition
• Supervisors' additional responsibilities

Illinois

Sexual harassment training is mandatory for all employers based in Illinois under the Illinois Human Rights Act.

Who must comply: All employers, regardless of business size.

Training requirements

• Annual training for all employees
• Training must be completed by December 31 each year
• First training had to be completed by December 31, 2020

Content requirements

• Definition of sexual harassment
• Examples of prohibited conduct
• Summary of federal and state laws concerning harassment
• Employer's responsibility to prevent, investigate, and correct harassment
• State's definition of sexual harassment
• Examples of conduct that may constitute unlawful sexual harassment
• Remedies available to victims

Maine

Maine was among the first states to mandate sexual harassment training.

Who must comply: Employers with 15 or more employees

Training requirements

• All new employees must be trained within one year of hire
• Supervisors must undertake additional training within one year of promotion

Content requirements

• Illegality of sexual harassment in the workplace
• Definition of sexual harassment under state law
• Description and examples of sexual harassment
• Internal complaint process
• Legal recourse and complaint process through the Maine Human Rights Commission
• Protection against retaliation
• Liability of employers and individuals

New York State

New York State has enacted legislation requiring all employers to provide sexual harassment training.

Who must comply: All employers, regardless of size.

Training requirements

• Annual training for all employees (including part-time and temporary workers)
• Training must be completed within 30 days of hire for new employees

Content requirements

• Explanation of sexual harassment
• Examples of prohibited conduct
• Information about federal and state laws
• Remedies available to victims
• Employees' rights of redress and forums for adjudicating complaints
• Information about conduct by supervisors and additional supervisor responsibilities
• Information addressing conduct by supervisors and extra responsibilities for supervisors

States with training requirements for public sector employees only

Several states require sexual harassment training exclusively for state government employees. These include:

Florida

Executive branch agencies must provide training on equal employment opportunity principles, including sexual harassment.

Kansas

Under Executive Order 18-04, all employees and interns in executive branch departments must complete annual training on sexual harassment, discrimination, and retaliation policies.

Nevada

State employees must attend a certified sexual harassment prevention training session within six months of appointment and a refresher class every two years thereafter.

New Jersey

State government employees must be trained on the New Jersey State Policy Prohibiting Discrimination in the Workplace within a reasonable time after being appointed. Supervisors must receive regular training, and those managing harassment complaints need refresher training every three years.

Oklahoma

State government employees responsible for investigating discrimination complaints must receive training on equal employment opportunity, discrimination, and burdens of proof.

Pennsylvania

All state government employees must take an online training course on "Discrimination and Sexual Harassment Prevention," with specialized training for supervisors and managers.

Tennessee

The Department of Human Resources must assist each department of state government in planning and conducting sexual harassment prevention training, including orientation sessions for new employees.

Texas

State agencies must provide training on employment discrimination, including sexual harassment, to employees within 30 days of hire, with supplemental training every two years.

Utah

All state government employees must receive workplace harassment prevention training upon hire and at least every two years thereafter, with additional training for supervisors.

Virginia

Legislative branch employees must receive sexual harassment training once every two calendar years.

Washington

In Washington, as per Executive Order 89-01, all state agencies must conduct training and education programs for employees.

Best practices for HR teams

Ensure your organization remains compliant and delivers effective sexual harassment training with these key strategies for HR teams operating across multiple states.

Create a comprehensive training program

Creating a training program that meets even the most stringent state requirements is critical for HR teams in the US. If you operate across multiple states, design your program to satisfy the state with the most demanding requirements to meet company-wide compliance.

Customize training for employees in different states

While maintaining a core training program, include state-specific information for employees based on their location.

Implement a reliable tracking system

Use a comprehensive HR software that can track completion dates, send automatic reminders, and store certificates of completion.

Stay updated on legislative changes

Laws and requirements can change frequently, so designate someone to monitor updates to sexual harassment training laws in states where you operate.

Consider remote workers

Apply the laws of the state where the employee physically works, not where your company is headquartered.

Choosing a training provider

When choosing a sexual harassment training provider, consider these factors:

• State-specific content: Ensure the provider offers training that meets the specific requirements of each state where you have employees

• Interactive elements: Most states require "interactive" training, which means including questions, skill-building activities, and opportunities for feedback

• Accessibility: Choose training that is accessible to all employees, including those with disabilities and those who speak languages other than English

• Regular updates: Sexual harassment laws change frequently, so choose a provider that regularly updates its content to reflect current legislation

• Engaging format: Effective training should be engaging and relevant to your workplace culture to maximize its impact

Tracking and documenting employee completion

Proper documentation is crucial for demonstrating compliance in case of an audit or complaint. Always maintain detailed records of who completed training, when it was completed, and any assessment results. Keep any certificates of completion safe, and make sure you’ve noted down any follow-up actions (if required).

Simplify compliance with Deel PEO

Managing sexual harassment training requirements across multiple states can be complex and time-consuming. Deel’s professional employer organization (PEO) service simplifies compliance by:

• Providing state-compliant sexual harassment training programs tailored to your employees' locations
• Staying up-to-date with changing laws and requirements across all states
• Offering expert guidance on best practices for prevention programs

Beyond sexual harassment training, Deel PEO helps you manage all aspects of multi-state employment compliance, payroll, benefits, and HR functions, allowing you to focus on growing your business while we ensure your workplace remains compliant and safe for all employees.

Learn more about how Deel is redefining the PEO experience for modern businesses or book a demo to learn how Deel can help you build a respectful and compliant workplace.