Harassment prevention is the one compliance area where the requirement comes from your state rather than from a federal standard, and the states do not agree with each other. New York, California, Illinois, Connecticut, Delaware, Maine and Washington each set their own rules on who must be trained, how long the training must run, how often it repeats, and what it has to contain. Chicago adds city requirements on top of the Illinois ones.
The courses here are built to specific state statutes rather than to a generic template with a state name pasted on the cover. If you employ people in more than one state, you generally need the version that matches each state, and supervisors usually need a longer course than the people they supervise.
Courses in HR, Harassment & Workplace Violence
Common questions
Which state harassment training do I need?
The requirement generally follows where your employees work rather than where your company is registered, so an employer with staff in several states usually needs several versions. Supervisor and employee requirements also differ in most states, with supervisors needing longer training. Pick the course matching each state where you have people.
How often is harassment prevention training required?
It varies by state. Several require it annually, others every two years, and most require new hires to be trained within a set window of their start date. Each course page states the interval its state sets rather than repeating a single number across all of them.
Do Chicago employers need something different from the rest of Illinois?
Yes. Chicago layers city requirements on top of the Illinois state requirement, including bystander intervention training and separate employee and supervisor obligations with their own hour counts. We publish the Chicago employee, Chicago supervisor and bystander intervention courses separately for that reason.
Does this training also cover workplace violence?
Workplace violence prevention is a separate requirement and we publish it separately, including the California and New York retail requirements. Some employers need both, since harassment prevention and workplace violence prevention address different conduct and are mandated by different statutes.