Our course material cites New York Labor Law and the annual interactive-training expectation. It does not pin a section number, so we do not publish one here.
What New York employers should know
New York does not require conduct to be severe or pervasive before it counts as harassment, and an employer policy may be more protective than the legal floor.
Retail employers in New York have a separate workplace violence prevention obligation, which is why we publish that course separately rather than folding it into harassment training.
What this page does not tell you
This is not legal advice, and it is not a complete statement of New York law. We publish the statutory reference our own course material cites and the practical points that material covers. We do not publish hour counts, deadlines or coverage thresholds that we cannot trace to a source, because a training vendor restating a requirement it has not verified is how an employer ends up under-trained while believing they are covered. For the current rule, go to the New York State Division of Human Rights.
Our New York courses
Common questions
Who has to take harassment prevention training in New York?
The obligation generally follows where your employees work rather than where your company is registered, so an employer with staff in New York is usually covered even if headquartered elsewhere. Several states also treat supervisors differently from other employees. Confirm the current scope with the New York State Division of Human Rights, which is the authority on who is covered.
Does online training meet the New York requirement?
New York expects interactive training, and our course is built to be interactive rather than a video you watch passively. It issues a dated certificate with a unique ID that anyone can verify. What a course cannot supply is your own policy, your named reporting contacts and your complaint route, and our material tells learners to find those from their employer rather than inventing them.
How do I prove we trained our staff?
Every trainee gets a certificate carrying their own name, the date, and a unique ID that an investigator or auditor can confirm on our verification page without an account. The name is the one the trainee confirms themselves at the end of the course, not the name on the card that paid for it.
Where can I read the actual New York rule?
Go to the New York State Division of Human Rights. We link to it on this page. We publish the statutory reference our own course material cites and nothing beyond it, because a training vendor restating a requirement it has not verified is how employers end up under-trained while believing they are covered.