California
Covered employers generally provide at least one hour of training to nonsupervisory employees and two hours to supervisors every two years.
US Sexual Harassment Prevention Training
USA Sexual Harassment Prevention Training for Employees and Supervisors
Train your people for the responsibilities they carry
An employee receives an inappropriate message. A witness is unsure whether to intervene. A supervisor hears a concern during a one-to-one conversation. Each person needs practical guidance, but their responsibilities are not the same.
SucceedLEARN’s online US Sexual Harassment Prevention Training provides separate learning paths for employees and supervisors. The courses explain federal principles, workplace expectations and selected state and local requirements through clear examples, scenarios and knowledge checks.
Assign training according to where employees work, whether they supervise others and the requirements that apply to your organization.
Recognize the conduct. Understand the responsibility. Know what to do next.
Training Requirements
What Should United States Harassment Prevention Training Cover?
United States harassment prevention training should help employees identify prohibited and inappropriate conduct, understand how concerns can be reported and recognize protection against retaliation. Supervisor learning should add guidance on policy enforcement, mandatory escalation, complaint handling, documentation, privacy and cooperation with investigations.
The right course also depends on location. Federal anti-discrimination principles operate alongside state and local rules, which may specify who must be trained, the required duration and frequency, interactivity standards or recordkeeping obligations.
Before assigning a course, confirm:
- The state, city or territory where each employee works
- Whether the learner has supervisory authority
- Employer-size and industry thresholds
- Required course length, frequency and delivery format
- Policy, notice, certificate and record-retention obligations
Federal & State Requirements
Federal Principles and Selected State Requirements
At federal level, Title VII of the Civil Rights Act prohibits employment discrimination based on sex and other protected characteristics for covered employers. Federal law does not create one universal harassment-training timetable for every private employer, but effective prevention, reporting and corrective practices remain important parts of workplace risk management.
Several jurisdictions impose more specific training duties. Examples include:
New York State
Employers provide annual interactive sexual-harassment prevention training that meets the state’s minimum standards.
Illinois
Covered employers provide annual sexual-harassment prevention training; additional rules may apply in particular industries or locations.
Connecticut
Requirements vary according to employer size and supervisory status.
Maine
Covered employers train new employees and provide additional information to supervisory and managerial employees.
Other state, city and territorial rules may also apply. Requirements can change, so employers should verify current obligations for each work location and obtain legal advice where appropriate.
Choose the Appropriate Learning Path
Choose the Appropriate Learning Path
Learning Path 01
Sexual Harassment Prevention Training for Employees
The employee course builds awareness of conduct, reporting options and workplace protections. Learners explore:
- Harassment and sexual harassment
- Hostile work environment and quid pro quo harassment
- Who may experience or engage in harassment
- Conduct inside, outside and beyond a traditional workplace
- Protected characteristics, stereotyping and abusive conduct
- Active-bystander response options
- Reporting procedures, investigations and corrective action
- Retaliation and conduct that is not retaliation
- Selected state and local protections and remedies
Best suited for:
United States-based employees who need practical awareness training selected for their work location.
Learning Path 02
Sexual Harassment Prevention Training for Supervisors
The supervisor course addresses the additional responsibility that comes with authority over people or employment decisions. It includes:
- Who may be treated as a supervisor
- Tangible employment actions and employer liability
- Policy communication and consistent enforcement
- Mandatory reporting and escalation responsibilities
- Receiving, documenting and responding to concerns
- Privacy, confidentiality and protection against retaliation
- Responding appropriately when personally accused
- Supporting investigations and follow-up
Best suited for:
United States supervisors and managers who may receive concerns, make employment decisions or act on behalf of the organization.
Decision Point
Which Learning Path Fits?
| Decision Point | Employee Course | Supervisor Course |
|---|---|---|
| Primary purpose | Recognition, reporting and bystander awareness | Prevention, escalation and complaint response |
| Typical learner | Nonsupervisory employee | Supervisor or manager |
| Added focus | Workplace protections and response options | Authority, liability, documentation and follow-up |
Learning for Real Workplace Situations
Learning for Real Workplace Situations
Harassment is not limited to a physical office or a single type of interaction. Course scenarios can help learners consider conduct in meetings, email and chat, video calls, client locations, business travel, work events and remote or hybrid environments.
Learners examine how context, frequency, severity, authority and impact can affect the assessment of conduct. They also learn that an organization’s policy may set behavioral expectations that are broader than the minimum legal threshold.
The learning journey moves from recognition to action:
- Recognize concerning conduct and relevant workplace boundaries
- Consider the context, policy and people affected
- Respond safely as an employee, witness or supervisor
- Report or escalate through the appropriate channel
- Support fair follow-up without retaliation
One training for every United States work location
The course catalogue includes federal content and selected jurisdictional material, including California, Connecticut, Delaware, Maine, New York, Illinois, New Jersey, Washington, D.C., Puerto Rico and Washington State. Availability and coverage should be confirmed when the organization’s learner population is mapped.
For each assignment, check the employee’s actual work location, role, required duration, recurrence, interactivity, language, accessibility and recordkeeping needs. Multistate employers may require more than one configuration.
One United States workforce may require more than one training assignment.
Configure the training for your workforce
Relevant organizational details help learners connect course concepts with the process they should actually follow. Depending on the selected course and project scope, customization may include:
- Organization branding and terminology
- Anti-harassment, discrimination and retaliation policies
- Reporting and escalation channels
- HR, ethics or compliance contact details
- Leadership messages
- Industry- or role-relevant examples
- Selected state or local content
- Assessment, acknowledgement and completion requirements
SucceedLEARN can help your organization determine which employee and supervisor paths align with the workforce information you provide.
Deliver and document assigned training
Courses can be delivered through the SucceedLEARN LMS or, where supported, as SCORM-compatible packages through an existing learning management system. Mobile and desktop access, assessments, certificates and completion reporting depend on the selected course and delivery configuration.
Frequently Asked Questions
Frequently Asked Questions
Is sexual harassment prevention training mandatory throughout the United States?
There is no single training schedule that applies identically to every private employer nationwide. Federal principles operate alongside state and local mandates. Requirements depend on factors such as work location, employer size, industry and role.
Do all employees take the same United States course?
Not necessarily. Nonsupervisory employees and supervisors may need different content or duration. Course assignment should reflect work location and actual responsibilities.
Why is supervisor training different?
Supervisors may receive complaints, make employment decisions, trigger employer responsibilities and need to prevent retaliation. Their training therefore includes escalation, documentation, privacy, investigation support and policy-enforcement responsibilities.
Does the training cover harassment beyond sexual conduct?
The course addresses sexual harassment and may also cover harassment linked to other protected characteristics, stereotyping, abusive conduct and related workplace expectations, depending on the selected learning path.
Can remote employees complete the training online?
Yes, subject to the selected platform and technical configuration. Employers should still verify whether the applicable jurisdiction specifies interactivity, timing, language, accessibility or other delivery standards.
Can our policy and reporting information be included?
Customization may include policies, reporting channels, contacts, branding and selected workplace examples, depending on project scope.
Does completing the course guarantee legal compliance?
No. Training can support a prevention and compliance program, but it does not replace current legal advice, effective policies, accessible reporting, impartial investigations, corrective action or protection against retaliation.
Get Started
Give employees and supervisors the guidance their roles require
Employees should know how to recognize concerns and use available reporting options. Supervisors should know how to receive, document and escalate concerns appropriately.
Choose online United States sexual harassment prevention training based on location, role and applicable requirements.