Harassment prevention is a crucial aspect of maintaining a respectful and safe work environment. Many states in the U.S. have recognized the importance of proactive measures, and several have passed laws requiring employers to provide harassment prevention training. These laws can vary widely in terms of content, frequency, and applicability based on the size of the company and the type of employees. Below is a comprehensive guide to harassment training requirements by state to help employers understand their legal obligations.

1. California
California has some of the most comprehensive harassment prevention laws in the country. Under the California Fair Employment and Housing Act (FEHA):
- 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.
Training must cover topics like bystander intervention and preventing abusive conduct. It must be completed within six months of hire or promotion and can be conducted either online or in person.
2. New York
New York requires annual harassment prevention training under its New York State Human Rights Law:
- All employers must provide annual, interactive training for all employees.
- Training must include the definition of sexual harassment, employees’ rights, and examples of prohibited conduct.
Additionally, New York City has more stringent requirements under its Stop Sexual Harassment in NYC Act, requiring annual training for employers with 15 or more employees.
3. Illinois
The Illinois Workplace Transparency Act mandates that all employers provide annual sexual harassment training:
- Training must include an explanation of sexual harassment, remedies available, and responsibilities of employers.
- Employers in the hospitality industry are required to provide specialized training addressing industry-specific harassment concerns.
4. Connecticut
Connecticut’s Time’s Up Act requires training for all employers with three or more employees:
- Supervisors: Two hours of training.
- Non-supervisory employees: One hour of training.
Training must be completed within six months of hire and renewed every 10 years. Even employers with fewer than three employees must provide training to supervisors.
5. Delaware
Delaware’s House Bill 360 sets forth training requirements for employers with 50 or more employees:
- Supervisors: Two hours of training every two years.
- Non-supervisory employees: One hour of training every two years.
Training must include examples of harassment, reporting procedures, and employee protections under the law.
6. Maine
In Maine, employers with 15 or more employees must provide harassment training within one year of hire. Maine’s Title 26, §807 requires:
- Training for all employees, focusing on recognizing and preventing harassment.
- Additional training for supervisors on how to handle complaints and prevent harassment.
7. Washington
Washington State has specific harassment training requirements for industries like hospitality and retail. The Washington Law Against Discrimination (WLAD) requires:
- Training for employees in the hotel, motel, and retail industries to prevent sexual harassment.
- Additional training for janitorial workers to address harassment in isolated work environments.
Employers must also provide employees with copies of the company’s anti-harassment policies.
8. Vermont
Vermont’s Fair Employment Practices Act does not mandate harassment training, but the state strongly encourages it. Employers are required to distribute written policies on harassment prevention and provide resources on employees’ rights and how to report incidents.
9. Washington, D.C.
The Tipped Wage Workers Fairness Amendment Act requires:
- Training for all tipped employees every two years.
- Additional training for supervisors and managers.
New hires must be trained within 90 days of employment. The training must cover harassment prevention, reporting procedures, and protections under the law.
10. Oregon
While Oregon does not mandate sexual harassment training, the Oregon Workplace Fairness Act requires employers to have a written anti-harassment policy that includes:
- A clear definition of harassment.
- Information on employees’ rights and complaint procedures.
Employers are encouraged to provide training to ensure that employees understand these policies.
States Encouraging Training
Some states do not mandate harassment training but encourage it as part of best practices for maintaining a safe workplace. These states often provide resources and guidelines to help employers develop their own training programs:
- Massachusetts
- New Jersey
- Colorado
While these states may not have specific mandates, it is highly recommended that employers implement training programs to prevent workplace harassment and reduce the risk of legal liability.
Federal Requirements
At the federal level, there is no nationwide mandate for harassment prevention training. However, harassment is prohibited under Title VII of the Civil Rights Act of 1964, and the Equal Employment Opportunity Commission (EEOC) recommends regular training as a best practice. Employers are encouraged to implement harassment prevention programs and provide training to employees to minimize the risk of harassment and discrimination in the workplace.
Best Practices for Harassment Prevention Training
- Tailor training to their industry: Some industries, such as hospitality, retail, and healthcare, may face specific harassment challenges that should be addressed in training.
- Ensure training is interactive: Engaging employees through quizzes, discussions, and real-life scenarios makes the training more effective.
- Keep records: Documenting who attended the training and what content was covered can help protect employers in the event of a legal claim.
- Review and update training regularly: Laws and regulations around harassment are continually evolving. Keeping training content up to date ensures that employees are aware of their rights and responsibilities.
Even in states without mandates, providing regular harassment prevention training is a best practice. Employers should:
Workplace harassment prevention training is increasingly becoming a standard requirement across the U.S., with many states implementing specific mandates. Staying informed about these requirements is essential for employers to ensure compliance, reduce legal risks, and create a respectful work environment for all employees. Even in states without mandates, offering harassment prevention training is a proactive step that benefits both employees and employers by promoting a positive workplace culture.