Sexual Harassment Training Requirements By State

Update: Read our new blog post with 2019 US state-specific sexual harassment prevention training requirement updates. 

Sexual harassment hurts everyone. It has obvious effects on the victim: physical and emotional distress, isolation from coworkers, and decreased performance. However, it also poses a threat to businesses. Sexual harassment lawsuits are stressful and expensive. It is essential that employers protect themselves by creating safe work environments. By training their employees, managers, and supervisors, employees can improve productivity by boosting employee morale and significantly reduce the chances of being sued for sexual harassment.

In addition to making the right business decision, many states require companies to offer sexual harassment training for employees. The OpenSesame elearning marketplace offers a wide variety of online sexual harassment prevention training courses targeted to managers and employees in any business context. Use the table below to discover the training requirements for your state and select the online training courses you can use to ensure your company or organization is in compliance with requirements.

Listed below is a list of the state by state sexual harassment training requirements, as well as the OpenSesame courses you can use to satisfy those requirements. For states without specific requirements, any OpenSesame course on sexual harassment should meet your training needs.

Sexual Harassment Training Requirements by State


Sexual Harassment Training Requirements

More Information



Equal Employment Opportunity Commission



Alaska State Commission for Human Rights



Arizona Attorney General



Equal Employment Opportunity Commission


(AB 1825


AB 2053)

Employers with fifty or more employees must provide two hours of mandatory sexual harassment training to supervisors within 6 months of becoming a supervisor, and at least once every two years. There is no requirement that all fifty employees or contractors work at the same location or all in California. Training is also required by all public employers regardless of the number of employees. Cal. Gov Code §12950. AB 2053 amends Cal. Gov Code §12950 to “also include prevention of abusive conduct as a component of the training and education…”

For detailed AB 1825 and AB 2053 compliant suggestions, see our post: Workplace Bullying and the New AB 2053

Provide two hours of interactive training, which also addresses other types of harassment, to employees in supervisory roles every two years. Training must also include remedies available to victims and must include practical examples illustrating harassment. AB 2053 adds abusive conduct, or bullying, to the training requirement.

(Fair Employment and Housing Commission)


(Colorado Civil Rights Commission’s Discrimination Rules)

No requirements but encourages all employers to take necessary steps to prevent sexual harassment, including sensitizing employees to sexual harassment issues.

3 Colo. Code Regs. § 708-1, Rule 80.11(C).

Nothing required.



(Connecticut Human Rights and Opportunity Act)

All employers with fifty or more employees must provide two hours of sexual harassment training for supervisors within six months of the start of each supervisor’s employment. This can be elearning if it is possible for takers to ask questions and receive answers.

Conn. Gen. Stat. § 46a-54(15)(B)).

Conn. Agencies Regs. § 46a-54-204.

Course that fills requirement: Sexual Harassment Prevention Simulation by WILL Interactive

Provide two hours of harassment prevention training to all employees in supervisory roles within six months of the beginning of employment. Training must address state and federal laws prohibiting sexual harassment, definitions, types of conduct that constitutde sexual harassment, and remedies available to victims. (Commission on Human Rights and Opportunities)



Delaware Office of Human Relations

District of Columbia


District of Columbia Office of Human Rights


(Public Personnel of Florida’s Administrative Code)

All supervisors in executive branch agencies must receive training on affirmative action and equal opportunity, which includes sexual harassment. Fla. Admin. Code, Tit. tit. 60L, § 21.004.

Provide training on affirmative action and equal opportunity, including sexual harassment.

(Florida Commission on Human Relations)



Georgia Commission on Equality


(Hawaii Administrative Rules)

No requirements but encourages employers to take any necessary preventative measures against sexual harassment because prevention is the best way to eliminate sexual harassment. Suggested methods include raising the issue, condemning sexual harassment, and discussing employees’ rights in sexual harassment incidents.

Haw. Admin. Rules § 12-46-109(g).

Nothing required. Prevention is strongly encouraged.

(Hawaii Civil Rights Commission)



Idaho Commission on Human Rights


(Illinois Human Rights Act)

Every state executive department, State agency, board, commission, and instrumentality must develop a written sexual harassment policy and post it in a prominent and accessible location and distribute to employees in a manner to assure that all employees see it.  They must all provide sexual harassment training as part of all ongoing or new employee training programs.

Ill. Comp. Stat., Chap. 775, § 2-105(B)(5).

Make sexual harassment training in the workplace part of ongoing and new employee training programs.

(Illinois Department of Human Rights)



Indiana Civil Rights Commission


(Executive Order)

The directors of each department within a state agency and their employees must attend affirmative action, cultural diversity, and sexual harassment prevention training.

Provide department directors with affirmative action, cultural diversity, and sexual harassment prevention training.

(Iowa Civil Rights Commission)



Kansas Human Rights Commission



Kentucky Commission on Human Rights



Louisiana Commission on Human Rights


(Sexual Harassment Training and Education in the Workplace Law)

All employers with fifteen or more employees who are located in or doing business in the state of Maine must train all employees about sexual harassment within a year of the beginning of their employment. Supervisors and managers must receive additional training within one year of assuming their positions.

26 Me. Rev. Stat. § 807(3)

Training must encompass the definition and illegality of sexual harassment under state and federal laws, samples of sexual harassment, the employer’s complaint process, legal recourse and complaint process, and the protection against retaliation. Maine Human Rights Commission


(Maryland Commission on Human Relations)

No requirements, but when deciding a sexual harassment case, the Maryland Commission on Human Relations will favorably consider steps employers took to prevent sexual harassment. Suggested steps include:

  • Establishing and implementing personnel policies regarding sexual harassers

  • Establishing a complaint process that employees may access if they believe they have experienced sexual harassment

  • Making staff aware of personnel policies, and training staff to recognize and avoid sexual harassment

No requirements.

(Maryland Commission on Civil Rights)


(Massachusetts Fair Employment Practice Act)

No requirements, but employers are encouraged to provide sexual harassment training to new employees within one year of employment. Employers are also encouraged to provide additional training for managers and supervisors that describes the specific responsibilities of managers and supervisors in sexual harassment incidents. This training should also occur within a year of the commencement of managerial or supervisory duties.

M.G.L. c. 151B § 3A(e).

Massachusetts Commission Against Discrimination


(Michigan’s Disability Bias Law)

The Department of Civil Rights is required to provide education and training programs to all employers, labor organizations, and employment agencies in order to help them understand the requirements.

Act. Mich. Comp. Laws Ann., § 37.1212.

Michigan Department of Civil Rights



Minnesota Department of Human Rights



Mississippi Department of Human Services



Missouri Department of Labor & Industrial Relations



Nebraska Equal Opportunity Commission


(Nevada Administrative Code)

All state employees must take a certified sexual harassment class within six months of their appointments and must take a certified refresher sexual harassment course every two years after they take the first one. An appointing authority can order any employee to retake a course or to take additional courses.

Nev. Admin. Code ch. 284, s. 496

Nevada Equal Rights Commission

New Hampshire


New Hampshire Commission for Human Rights

New Jersey

(Gaines v. Bellino)

No requirements, but the New Jersey Supreme Court held that while deciding whether an employer had been negligent in preventing sexual harassment under state law, state court shall consider whether an employer made training available to employees, including supervisors.

New Jersey Division on Civil Rights

New Mexico

(State Code)

Primary and secondary education providers and centers are required to train all school personnel at least once a year.

N.M.A.C. (C)(11)

New Mexico Department of Workplace Solutions

New York


New York State Division of Human Rights

North Carolina

(North Carolina Administrative Code)

All state agencies are required to create a unlawful workplace harassment plan, which includes implementation of harassment training and other employee education programs.

25 N.C.A.C. 1J.1101

North Carolina Human Relations Commission

North Dakota


North Dakota Department of Labor


(Ohio Administrative Code)

No requirements but suggests that employers take all necessary steps to prevent sexual harassment because prevention is the best way to eliminate it. Raising the issue of, stating disapproval of, developing sanctions against and informing employees of their rights and how to raise the issue of sexual harassment are suggested steps.

Ohio Adm. Code 4112-5-05(J)(7).

Ohio Civil Rights Commission


(Oklahoma Fair Employment Practices Act)

All state employees who investigate discrimination complaints should have received equal employment opportunity, discrimination, and burdens of proof training.

Okla. Stat. Tit. 74, § 840.21(F.1); tit. 530, § 10-3-20.

Oklahoma Office of the Attorney General



State of Oregon Civil Rights Division


(Executive Order)

State agency employees must receive sexual harassment training, which may include written materials, educational videos, orientation sessions, workplace discussions, and individual counseling.

4 Pa. Code Sec. 7.595

Pennsylvania Human Relations Commission

Rhode Island

(Rhode Island Sexual Harassment, Education, and Training Law)

No requirements but employers are also encouraged to conduct education and training programs for new employees within a year of employment and provide additional training for employees in managerial or supervisory roles that describes the responsibilities of managers and supervisors in sexual harassments incidents within one year of commencement of those positions.

R.I. Gen. Laws ch. 118,§§ 28-51-2(c), 28-51-3

Rhode Island Commission for Human Rights

South Carolina


South Carolina Human Affairs Commission

South Dakota


South Dakota Department of Labor and Regulation


(Tennessee State Employees’ Sexual Harassment Law)

The state Department of Personnel must assist each department with planning and delivering sexual harassment prevention training to all public employees.

Tenn. Code § 4-3-1703.

Tennessee Human Rights Commission


(Texas Employment Discrimination Law)

All state employees must receive employment discrimination training, which includes sexual harassment issues, within thirty days of the start of employment. Training must be repeated every two years thereafter.

Tex. Lab. Code. § 21.010.

Texas Employee Rights & Laws


(Utah Administrative Code)

All state employers must provide sexual harassment training that is approved by the Department of Human Resource Management and and Risk Management to all employees within ninety days of hire and a refresher training course at least every three years. Utah Admin Code R477-10-4.

Sexual harassment training should cover the types of protected class harassment, retaliation, how to report harassment, and make complaints.

State of Utah Labor Commission

Employee Guide to Workplace Harassment Prevention


(Vermont Fair Employment Practices Act)

No requirements, but all employers are encouraged to provide a sexual harassment training program to all existing employees and all new employees within one year of the start of employment. Additional training for managers and supervisors is also encouraged.

Vt. Stat. Ann. tit. 21, §495h(f)

Vermont Human Rights Commission



Virginia Human Rights Council


(Executive Order)

All state employees must take sexual harassment training in order to prevent and eliminate sexual harassment.

Washington State Human Rights Commission

West Virginia


West Virginia Human Rights Commission


None but Wisconsin advises employers to provide training to sensitize employees on the issue of harassment and periodically remind them to maintain a harassent free workplace.

Wisconsin’s Equal Rights Division



Wyoming Department of Workforce Services

OpenSesame has many sexual harassment prevention training materials and courses from which to choose, so definitely use the chart above. We have a couple categories in our training catalog that might help you in your search as well. If you reside in California, or are looking for training that meets California’s AB 1825 sexual harassment requirements, see our AB 1825 category. If you live in another state visit our general sexual harassment training category page.