Sexual Harassment Training Requirements by State (2026)

TL;DR

No single federal mandate. Title VII applies and sexual harassment enforcement remains an EEOC priority, but training itself is not federally required. The EEOC rescinded its 2024 Enforcement Guidance on Harassment in January 2026; state and local laws are unaffected.
Eight U.S. jurisdictions have broad private-sector training mandates: California, Connecticut, Delaware, Illinois, Maine, New York, plus Washington (industry-specific) and Virginia (state contractors). Puerto Rico also requires all employers to provide harassment prevention education.
Three cities have their own mandates on top of state law: Chicago, New York City, and Washington, D.C.
Five states formally recommend training without mandating it: Colorado, Massachusetts, Oregon, Rhode Island, Vermont.
Even where it's not required, training matters. The EEOC and courts treat training as part of an employer's reasonable-care defense.

Sexual harassment training requirements in the United States are a patchwork. There's no single federal mandate, but a growing set of state and local laws means employers, especially those with distributed teams, have a lot to keep track of. New jurisdictions are added or updated regularly, so the rules you trained against last year may not be the same ones you're working with now. A trusted training partner that updates content as laws change makes this easier to manage.

While federal law doesn't require training, the Equal Employment Opportunity Commission (EEOC) strongly encourages it. (Note: In January 2026, the EEOC rescinded its 2024 Enforcement Guidance on Harassment in the Workplace. Title VII and the Supreme Court's Bostock v. Clayton County decision remain in effect, and the EEOC has stated that sexual harassment enforcement remains a priority. State and local mandates are unaffected.)

Effective training is a key preventative measure against harassment in the workplace. It encourages reporting, creates safer workplaces, and can be crucial for establishing a legal defense against harassment claims. On top of that, states like California, New York, Illinois, along with cities like Chicago and New York City, have implemented their own specific training mandates with varying requirements for frequency, duration, content, and covered employees.

This guide provides an overview of sexual harassment training requirements for private-sector employers across the United States to help companies ensure compliance.

Quick Reference: Mandate at a Glance

Jurisdiction	Mandated?	Employer Size Trigger	Frequency
California	Yes	5+ employees	Every 2 years
Chicago	Yes	All employers	Annually (June 30 deadline)
Connecticut	Yes	3+ employees	Every 10 years
Delaware	Yes	50+ employees	Every 2 years
Illinois	Yes	All employers	Annually (Dec 31 deadline)
Maine	Yes	15+ employees	Once for new hires/supervisors
New York	Yes	All employers	Annually
New York City	Yes	15+ employees	Annually
Puerto Rico	Yes	All employers	Not specified
Virginia	Yes (contractors)	State contracts $10K+ with 5+ employees	Annually for contract duration
Washington (state)	Yes (industry-specific)	Hotel, motel, retail, security, property services	Annually for covered employees
Washington, D.C.	Yes (tipped employers)	Businesses with tipped employees	New hires within 90 days; every 2 years for managers/owners
Colorado, Massachusetts, Oregon, Rhode Island, Vermont	Recommended	Varies	Varies
All other states	Not mandated	—	—

Which states require sexual harassment training?

The legal landscape for sexual harassment training is a maze of state and local laws. Requirements often depend on employer size, industry, and where employees are located or work. Here’s an overview of the jurisdictions with specific rules, with the next section of the guide providing more information about the specific requirements in each location:

Jurisdictions with Mandatory Training Requirements:

Broad Mandates: Several states and cities require training for most employers, including California (5+ employees), Chicago (all employers), Connecticut (3+ employees), Delaware (50+ employees), Illinois (all employers), Maine (15+ employees), New York (all employers), and New York City (15+ employees).

Specific or Industry-Based Mandates: Other jurisdictions have targeted requirements for specific employer types or industries. This includes Washington (for employers of "isolated workers" in specific industries), Washington, D.C. (for businesses that employ tipped workers), and Virginia (for certain state contractors).

U.S. Territory Mandates: Puerto Rico requires all employers to adopt an anti-harassment policy, post notice, and provide education and guidance to employees.

Jurisdictions Recommending Training:

While not mandatory, states like Colorado, Massachusetts, Oregon, Rhode Island, and Vermont have laws that officially encourage employers to provide sexual harassment training.

Other Jurisdictions:

For all other states, while no specific training mandate exists, providing harassment prevention training remains a best practice and is strongly encouraged by the EEOC to prevent harassment in the workplace.

This includes: Alabama, Alaska, Arizona, Arkansas, Florida, Georgia, Hawaii, Idaho, Indiana, Iowa, Kansas, Kentucky, Louisiana, Maryland, Michigan, Minnesota, Mississippi, Missouri, Montana, Nebraska, Nevada, New Hampshire, New Jersey, New Mexico, North Carolina, North Dakota, Ohio, Oklahoma, Pennsylvania, South Carolina, South Dakota, Tennessee, Texas, Utah, Wisconsin, and Wyoming.

How Long Is Sexual Harassment Training?

There is no one-size-fits-all answer, because training duration depends on local laws and employer choices. Here’s what you should know:

In jurisdictions with mandates, the required duration typically ranges from 1 to 2 hours (it can vary depending on if the employee is a supervisor).
In locations without strict legal training rules, many organizations often train for 30-60 minutes as a best practice due to federal recommendations.

In the state-specific requirements below, we'll break down all of the specific time-based requirements.

What are the state-specific requirements?

The following details the requirements for states with mandatory or strongly recommended training:

Alabama

There are no sexual harassment training requirements or recommendations at the state level.

Alaska

There are no sexual harassment training requirements or recommendations at the state level.

Arizona

There are no sexual harassment training requirements or recommendations at the state level.

Arkansas

There are no sexual harassment training requirements or recommendations at the state level.

California

Mandatory Training? Yes
Employers Affected: Employers with five or more employees, including temporary or seasonal workers.
Who Must Receive Training:
All supervisory and nonsupervisory employees. Training must be provided within six months of an employee's hire or their assumption of a supervisory role.
For seasonal, temporary, or any employees hired for less than six months, training must occur within 30 calendar days of hire or within 100 hours worked, whichever is first.
Frequency: Every two years.
Content Requirements: The training must cover federal and California laws on sexual harassment, including definitions, statutory provisions, and examples of prohibited conduct. It must also include strategies for prevention, supervisors' reporting obligations, information on remedies, and how to handle harassment accusations. The training must also address abusive conduct and harassment based on gender identity, gender expression, and sexual orientation. Optional bystander intervention training is also encouraged.
Format / Duration: At least two hours for supervisors and one hour for nonsupervisory employees. Training must be interactive and can be in-person, online, or via webinar.
Recordkeeping: Employers must maintain training documentation for at least two years.
Resources:
Sexual Harassment Prevention Training: Information for Employers (California Civil Rights Department)
Ethena California Sexual Harassment Prevention Training

Colorado

Mandatory Training? No, but recommended by state regulations
Who Should Train? All employers covered by the Colorado Fair Employment Practices Act
Who Should Receive Training? All employees
Notes: The Colorado Civil Rights Commission encourages employers to take all necessary steps to prevent discrimination and harassment, including training.

Connecticut

Mandatory Training? Yes
Employers Affected: Employers with three or more employees must train all employees. Employers with fewer than three employees must train supervisors only.
Who Must Receive Training:
All employees if the employer has three or more employees.
Supervisors only if the employer has fewer than three employees.
All employees if the employer has three or more employees.
Supervisors only if the employer has fewer than three employees.
Frequency: Every ten years
Content Requirements: Training must cover federal and Connecticut statutory provisions on sexual harassment, remedies for victims, definitions, types of conduct constituting harassment, and strategies for prevention.
Format / Duration: At least two hours and must be interactive.
Recordkeeping: Records should be maintained for at least one year, or until any pending discrimination complaint is resolved.
Resources:
Frequently Asked Questions (CHRO)
Ethena Connecticut Harassment Prevention Training

Delaware

Mandatory Training? Yes
Employers Affected: Employers with 50 or more employees in Delaware.
Who Must Receive Training:
All employees within one year of hire
All supervisors within one year of starting as a new supervisor
Frequency: Every two years
Content Requirements: Training must cover the illegality of sexual harassment, definitions with examples, legal remedies, complaint processes, Delaware Department of Labor contact information, and the prohibition against retaliation. Supervisor training must include their specific responsibilities.
Format / Duration: Must be interactive
Recordkeeping: Not specified
Resources: Ethena Delaware Harassment Prevention Training

Florida

There are no sexual harassment training requirements or recommendations at the state level.

Georgia

There are no sexual harassment training requirements or recommendations at the state level.

Hawaii

There are no sexual harassment training requirements or recommendations at the state level.

Idaho

There are no sexual harassment training requirements or recommendations at the state level.

Illinois

Mandatory Training? Yes
Employers Affected: All employers with employees working in Illinois
Who Must Receive Training: All employees working in Illinois.
Frequency: At least annually.
Content Requirements: Training must include an explanation of sexual harassment, examples of unlawful conduct, relevant federal and Illinois statutory provisions, and employer responsibilities in prevention and correction. For restaurants and bars operating in Illinois, training must also include industry-specific conduct, an explanation of manager liability, and must be available in both English and Spanish.
Format / Duration: Employers can use the state's model training or develop their own program that meets or exceeds the model's standards.
Recordkeeping: Employers must maintain records for five years or the duration of any pending claim.
Resources:
Sexual Harassment Prevention: Frequently Asked Questions (FAQ)
Ethena Illinois Sexual Harassment Prevention Training

Indiana

There are no sexual harassment training requirements or recommendations at the state level.

Iowa

There are no sexual harassment training requirements or recommendations at the state level.

Kansas

There are no sexual harassment training requirements or recommendations at the state level.

Kentucky

There are no sexual harassment training requirements or recommendations at the state level.

Louisiana

There are no sexual harassment training requirements or recommendations at the state level.

Maine

Mandatory Training? Yes
Employers Affected: Employers with 15 or more employees.
Who Must Receive Training: All new employees within one year of employment. Additional training for supervisory and managerial employees within one year of employment.
Frequency: Only required for new employees and new supervisors/managers within one year of their start date.
Content Requirements: Training must cover the illegality of sexual harassment, definitions with examples, internal complaint processes, legal recourse through the Maine Human Rights Commission, and retaliation protections. Supervisor training must include their specific responsibilities and actions to address complaints.
Format / Duration: Not specified
Recordkeeping: Employers must maintain records for at least three years
Resources: Ethena Maine Sexual Harassment Prevention Training

Maryland

There are no sexual harassment training requirements or recommendations at the state level.

Massachusetts

Mandatory Training? No, but recommended
Who Should Train? All employers
Who Should Receive Training? New employees within one year of hire. Additional training for new supervisors.
Recommended Content: The training should include the information from the employer's anti-harassment policy, such as statements on the unlawfulness of harassment and retaliation, examples of harassment, consequences for violators, and the internal complaint process. Supervisor training should also cover their specific responsibilities and the actions they must take to address complaints.

Michigan

There are no sexual harassment training requirements or recommendations at the state level.

Minnesota

There are no sexual harassment training requirements or recommendations at the state level.

Mississippi

There are no sexual harassment training requirements or recommendations at the state level.

Missouri

There are no sexual harassment training requirements or recommendations at the state level.

Montana

There are no sexual harassment training requirements or recommendations at the state level.

Nebraska

There are no sexual harassment training requirements or recommendations at the state level.

Nevada

There are no sexual harassment training requirements or recommendations at the state level.

New Hampshire

There are no sexual harassment training requirements or recommendations at the state level.

New Jersey

There are no sexual harassment training requirements or recommendations at the state level.

New Mexico

There are no sexual harassment training requirements or recommendations at the state level.

New York

Mandatory Training? Yes
Employers Affected: All employers in New York
Who Must Receive Training: All employees who work any portion of their time in New York
Frequency: Annually
Adjacent Law: Daily
Content Requirements: The New York Retail Worker Safety Act took effect June 2, 2025 and requires retailers with 10+ retail employees to adopt a workplace violence prevention policy and training. It's separate from sexual harassment training but typically delivered alongside it. Ethena offers a dedicated Retail Worker Safety Act training.
Format / Duration: Must be interactive
Recordkeeping: Employers are encouraged to keep a copy of training records
Resources: Ethena New York Sexual Harassment Prevention Training

North Carolina

There are no sexual harassment training requirements or recommendations at the state level.

North Dakota

There are no sexual harassment training requirements or recommendations at the state level.

Ohio

There are no sexual harassment training requirements or recommendations at the state level.

Oklahoma

There are no sexual harassment training requirements or recommendations at the state level.

Oregon

Mandatory Training? No, but recommended
Who Should Train? All employers.
Who Should Receive Training: All employees.
Recommended Content: Oregon's Bureau of Labor and Industries recommends that training explain policies and complaint procedures and help employees understand what constitutes prohibited conduct.

Pennsylvania

There are no sexual harassment training requirements or recommendations at the state level.

Puerto Rico

Mandatory Training? Yes
Employers Affected: All employers with employees in Puerto Rico
Who Must Receive Training: All employees
Frequency: Not specified; training must be provided as part of the employer's general anti-harassment program.
Content Requirements: Under Act 90-2020, employers must (a) adopt an anti-harassment policy, (b) post notice of that policy, and (c) provide education and guidance to employees on the prohibition against harassment and bullying and on the employer's policy. Act 82-2022 (amending Act 17-1988) further requires private employers to adopt or implement specific protocols for managing sexual harassment incidents in the workplace.
Format / Duration: Not specified.
Recordkeeping: Not specified by statute. Best practice is to maintain training records consistent with other jurisdictions.
Resources: Puerto Rico Department of Labor (Spanish-language site).

Rhode Island

Mandatory Training? No, but recommended
Who Should Train? Employers with 50 or more employees.
Who Should Receive Training: New employees within one year of hire. Additional training for new supervisors.
Recommended Content: The training should include information from the employer's anti-harassment policy, covering the illegality of harassment and retaliation, examples of harassment, consequences for violators, the internal complaint process, and contact information for enforcement agencies. Supervisor training should also address their specific responsibilities and methods for taking corrective action.

South Carolina

There are no sexual harassment training requirements or recommendations at the state level.

South Dakota

There are no sexual harassment training requirements or recommendations at the state level.

Tennessee

There are no sexual harassment training requirements or recommendations at the state level.

Texas

There are no sexual harassment training requirements or recommendations at the state level.

Utah

There are no sexual harassment training requirements or recommendations at the state level.

Vermont

Mandatory Training? No, but recommended
Who Should Train? All employers.
Who Should Receive Training: New employees within one year of hire. Additional training for supervisors.
Recommended Content: Training should cover the information in the employer's anti-harassment policy, including the illegality of harassment and retaliation, examples, consequences, the internal complaint process, and information on enforcement agencies. Supervisor training must also include their specific responsibilities and required actions to address complaints.

Virginia

Mandatory Training? Yes, for select employers and employees.
Employers Affected: Contractors with a government contract of over $10,000 and five or more employees.
Who Must Receive Training: All supervisors and employees providing services in Virginia under the contract.
Frequency: Annually for the duration of the contract.
Content Requirements: The training must cover the contractor’s sexual harassment policy.
Format / Duration: Not specified
Recordkeeping: Not specified

Washington

Mandatory Training? Yes
Employers Affected: Hotel, motel, retail, and security guard employers, as well as property services contractors.
Who Must Receive Training: Janitors, security guards, hotel/motel housekeepers, and room service attendants who work alone for a majority of their time, plus all managers, supervisors, and "isolated employees" of covered employers (the expanded scope under HB 1524, effective January 1, 2026).
Frequency: Training must be provided to isolated employees before they work in isolation, and at least annually for managers, supervisors, and isolated employees.
Content Requirements: The training must cover the prevention of sexual assault, sexual harassment, and sexual discrimination. It must also educate employees on protections for whistleblowers and provide a list of resources, including contact information for the Washington Human Rights Commission and local advocacy groups.
Format / Duration: Not specified
Recordkeeping: Property services contractors must submit annual data to the Washington Department of Labor & Industries, including the date the policy was adopted and the number of individuals trained. The first reporting deadline is January 31, 2027.

West Virginia

There are no sexual harassment training requirements or recommendations at the state level.

Wisconsin

There are no sexual harassment training requirements or recommendations at the state level.

Wyoming

There are no sexual harassment training requirements or recommendations at the state level.

What are the city-specific requirements?

The following details the requirements for cities with mandatory or strongly recommended training:

Chicago

Mandatory Training? Yes
Employers Affected: All employers with one or more employees that are either subject to Chicago licensing or have a business facility in the city.
Who Must Receive Training: All employees working in Chicago
Frequency: Annually
Content Requirements: For sexual harassment prevention, employers can use the Illinois state model training or their own equivalent program. 50 The city also mandates separate bystander training.
Format / Duration: One hour of sexual harassment training for all employees, two hours for supervisors, and one hour of bystander training for all employees. The training must meet the State of Illinois' content requirements
Recordkeeping: Employers must maintain records for five years or the duration of any claim pending, whichever is longer.
Resources:
Chicago Commission on Human Relations: Sexual Harassment
Sexual Harassment Training Materials

New York City

Mandatory Training? Yes
Employers Affected: Employers with 15 or more employees, including independent contractors.
Who Must Receive Training: All employees and interns working in NYC for more than 80 hours in a calendar year and for at least 90 days. Independent contractors who meet similar work duration thresholds must also be trained unless they have received the training elsewhere.
Frequency: Annually
Content Requirements: The training must explain that sexual harassment is a form of unlawful discrimination under city, state, and federal law. It must include a description of harassment with examples, details on internal and external complaint processes, information on bystander intervention, and a prohibition on retaliation. It must also cover the specific responsibilities of supervisors and managers.
Format / Duration: Must be interactive
Recordkeeping: Employers must keep records, including a signed employee acknowledgment, for at least three years.
Resources: Stop Sexual Harassment in NYC Act Frequently Asked Questions

Washington, DC

Mandatory Training? Yes
Employers Affected: Businesses that employ individuals who receive gratuities (tipped employees).
Who Must Receive Training: All employees who receive gratuities, as well as managers, owners, and operators of the business.
Frequency: Tipped employees must receive initial training within 90 days of hire. Managers, owners, and operators must attend training at least once every two years.
Content Requirements: The training must cover how to respond to, intervene in, and prevent sexual harassment from coworkers, management, and patrons.
Format / Duration: Employees, owners, and operators can attend training online or in person. Managers are required to attend in-person training. Training must be provided by the D.C. Office of Human Rights (OHR) or a certified trainer.
Recordkeeping: Not specified
Resources: Sexual Harassment Prevention Training and Documentation Compliance for Tipped Wage Workers Fairness Amendment Act FAQ

What about the states above that don’t mandate or recommend training?

Just because a state doesn't require training doesn't mean employers should skip it. Effective harassment training creates better workplaces - it builds awareness, sets clear expectations, and gives employees tools to address issues before they escalate.

From a risk perspective, the EEOC considers training essential for demonstrating reasonable care. Employers without training programs struggle to defend harassment claims when they arise.

The upside is significant: Training reduces incidents, improves workplace culture, and shows employees that the company is committed to a respectful environment. Plus, employers will be better positioned if they ever face a claim.

What's coming next

A handful of jurisdictions have legislation in motion that could expand training requirements in 2026 or 2027:

New Jersey — Multiple bills are pending in the 2026-2027 session, including S2669 / A3524 (requires periodic sexual harassment training for restaurant employees, introduced January 13, 2026). Earlier broader proposals from the previous session died when Governor Murphy left office in January 2026. New Governor Mikie Sherrill's position on these proposals has not yet been signaled.
Federal BE HEARD Act — Reintroduced in February 2026 by Representative Pressley and Senator Murray. Would expand federal harassment protections and enforcement mechanisms. Not enacted.

We'll update this guide as bills move through their legislatures. In the meantime, training employees in jurisdictions without a mandate is still the EEOC-recommended best practice and supports your reasonable-care defense if a claim is brought.

Frequently Asked Questions

Q: Does federal law require sexual harassment training?

A: No. Title VII of the Civil Rights Act prohibits workplace harassment but does not mandate training. The EEOC strongly encourages training as part of an employer's reasonable-care defense, and the Supreme Court's Faragher and Ellerth decisions established training as a key factor in defending harassment claims. The EEOC rescinded its 2024 Enforcement Guidance on Harassment in January 2026, but the underlying statutory and case-law framework is unchanged.

Q: We have employees in multiple states. Whose training rules apply?

A: Generally, the rules of the state and city where each employee is located. A California-based remote worker needs California training even if your headquarters is in Texas. This makes location-aware training assignment important for distributed workforces. Ethena's platform automatically assigns the right training based on employee location.

Q: How long does sexual harassment training need to be?

A: It depends on jurisdiction and role. In mandate states, supervisor training is typically two hours and non-supervisor training is one hour. Chicago adds an extra hour of bystander training. Where training isn't mandated, 30 to 60 minutes is a common best-practice baseline.

Q: What happens if we skip required training?

A: Penalties vary by jurisdiction but commonly include fines, increased exposure in discrimination lawsuits, loss of safe-harbor defenses, and reputational damage. NYC's penalty schedule starts at $250 to $500 per violation, with higher fines for repeat violations. More significantly, courts often treat absence of training as evidence of negligence in employment claims.

Q: Are remote workers covered by the same training rules?

A: Yes, based on where the employee performs work. A New York State remote worker is covered by New York's annual training requirement. An employee who works any portion of their time in New York City may also be subject to NYC's separate annual training requirement once they hit the 80-hours-in-90-days threshold.

Q: Does the EEOC's January 2026 rescission affect our state law obligations?

A: No. The EEOC rescission affects federal guidance interpreting Title VII. State and local training mandates are independent of the EEOC guidance and remain in full force.

Simplify sexual harassment training requirements with Ethena

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Get a taste of Ethena's Harassment Prevention Training:

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Disclaimer: This content is provided for informational purposes only and does not contain every detail or requirement of the applicable laws. It is not a substitute for legal advice and should not be relied upon as a standalone resource. Laws and requirements may change, and this document reflects our understanding as of the date of publication. Please contact your legal counsel for guidance on how these laws may apply to your company.