Harassment has no place in any business, and the damage it can cause is far-reaching in the workplace. But what is harassment, and why should every company invest in training?
In the simplest terms, harassment is unwelcome conduct based on protected characteristics, such as:
- Race
- Gender
- Religion
- Disability
While it can consist of overt actions like physical assault or slurs, it can also include subtle behaviors like off-color jokes, exclusion, or unwanted advances. When harassment happens, it poisons the workplace. People don’t want to be there, they can’t get their work done, and they quit more often.
That’s why preventing it is essential. It’s your best defense against potential lawsuits and a great way to build a workplace where everyone feels respected.
What Is Harassment Training?
So, what’s harassment training all about? It teaches employees about their rights and what’s expected of them. Good training goes beyond the basics of harassment and gets into the different forms so people can spot it, report it, and stop it from happening in the first place.
The goal is for everyone in the company to be involved in creating a safe and welcoming workplace. It’s about building a place where everyone feels valued, respected, and like they belong.
Also, note that harassment laws aren’t universal. Federal laws set a baseline, but each state has its own set of regulations, sometimes even stricter. And if you run a remote company or your business operates in multiple states, staying compliant can feel like a juggling act.
What Are the Main Types of Harassment?
Now, let’s go even deeper into the different types of harassment you need to be aware of:
Sexual Harassment: This involves unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature. It can range from inappropriate comments to quid pro quo situations, where employment decisions are based on sexual submission.
Racial Harassment: This involves offensive remarks or actions based on race, color, or ethnicity. It’s a multifaceted area that can include everything from derogatory language to racial slurs to discriminatory practices.
Religious Harassment: Unwelcome conduct based on an individual’s religious beliefs or practices, i.e., mocking someone’s faith, making offensive comments about their religion, pressuring them to participate in religious activities.
Disability Harassment: Disability harassment is just as serious as other forms of harassment. It happens when someone is treated unfairly or harassed because of a disability — whether it’s visible or not. This could mean anything from offensive jokes and comments to refusing to provide necessary accommodations that help someone do their job.
These are just a few examples, but the truth is: Harassment can be sneaky. It can show up in ways you might not expect. That’s why it’s important to understand the many faces of harassment. By learning all you can — and sharing that knowledge with your team — you can create a training program that really tackles the issues your workplace might face.
Who Should Be Trained Regarding Harassment?
The short answer is everyone — from the CEO to the newest intern. Everyone needs to understand harassment, how to prevent it, and how to report it if it occurs.
Supervisors play a big role in preventing harassment, too. That means they need extra training on what to do if someone reports harassment or how to investigate those kinds of situations. When faced with a harassment claim, supervisors have to know how to take corrective action.
How Do Federal Laws Apply to Harassment Protection?
The feds are serious about stopping harassment at work. A big part of that is the Civil Rights Act from back in 1964, especially Title VII. It states you can’t discriminate against someone because of their race, color, religion, sex (and this includes instances like pregnancy, sexual orientation, and gender identity), or where they’re from.
The Equal Employment Opportunity Commission, the EEOC for short, is the agency that makes sure everyone follows these rules. They provide advice to employers, and they investigate complaints about harassment, too.
Think of those federal laws as the ground floor of protection for workers all across the country. It’s a good starting point, certainly — but it’s not enough on its own. Each company needs to take those laws and do even better to make sure everyone feels safe and respected at work.
State Laws Go Above and Beyond
Many states take harassment prevention a step further by enacting their own laws, often expanding upon federal protections. For example, some states have lower employee thresholds for mandatory harassment training or offer additional protections based on characteristics like sexual orientation or gender identity.
This collage of federal and state laws can create challenges for businesses operating across multiple states. Staying compliant involves understanding federal regulations and keeping up with the unique requirements of each state where you have employees. Failing this can lead to legal trouble, and it can damage your company’s reputation.
Look over the table below to see where you stand. You’ll find every state and its laws surrounding harassment training requirements.
State-by-State Overview of Harassment Training
| State | Is Training Required? | # of Employees Covered | State Requirements |
|---|---|---|---|
| Alabama | No | - | - |
| Alaska | No | - | - |
| Arizona | No | - | - |
| Arkansas | No | - | - |
| California | Yes | All Employers | Interactive sexual harassment prevention training, bi-annual for all, additional training for supervisors |
| Colorado | Encouraged | All | Employers should take proactive steps for prevention and education |
| Connecticut | Yes | 3+ Employees | 2 hours of sexual harassment training for all, additional for supervisors within 6 months of hire/promotion |
| Delaware | Yes | 50+ Employees | Interactive training for all, bi-annual, specific supervisor responsibilities |
| District of Columbia (D.C.) | Yes | Tipped Employees | Training for tipped employees, workplace posting requirements, training for new hires within 90 days |
| Florida | Yes | FL Government Agencies | Affirmative action and sexual harassment training for supervisors |
| Georgia | No | - | - |
| Hawaii | No | - | - |
| Idaho | No | - | - |
| Illinois | Yes | All Employers | Annual sexual harassment training for all employees |
| Indiana | No | - | - |
| Iowa | Yes | State Agency Employees | Affirmative Action, Cultural Diversity, and Sexual Harassment Prevention training |
| Kansas | No | - | - |
| Kentucky | No | - | - |
| Louisiana | No | - | - |
| Maine | Yes | 15+ Employees | Training for all new hires within one year, additional for supervisors/managers |
| Maryland | No | - | - |
| Massachusetts | Encouraged | All Employers | Training for all employees within one year, additional for supervisors; annual policy distribution |
| Michigan | No | - | (training programs offered, not mandated) |
| Minnesota | No | - | - |
| Mississippi | No | - | - |
| Missouri | No | - | - |
| Montana | No | - | - |
| Nebraska | No | - | - |
| Nevada | Yes | State Agencies | Sexual harassment training for all state employees within 6 months, bi-annual refresher |
| New Hampshire | No | - | - |
| New Jersey | Yes | All Employers | Interactive sexual harassment prevention training for all employees, bi-annual |
| New Mexico | Yes | Education Centers | Annual training on sexual harassment for licensed school personnel |
| New York | Yes | All Employers | Annual interactive sexual harassment training, written policy distribution, additional NYC-specific training may apply |
| North Carolina | Yes | State Agencies | State agencies must have unlawful workplace harassment plans, including training |
| North Dakota | No | - | - |
| Ohio | No | - | - |
| Oklahoma | Yes | State Investigators | Training for state employees investigating discrimination complaints |
| Oregon | No | - | - |
| Pennsylvania | Yes | State Agencies | Sexual harassment training for all state employees |
| Rhode Island | Encouraged | 4+ Employees | Sexual harassment training (including retaliation), new hires trained within one month |
| South Carolina | No | - | - |
| South Dakota | Encouraged | All Employers | Employers should take preventative measures |
| Tennessee | Yes | State Agencies | Sexual harassment training for all public employees |
| Texas | Yes | State Agencies | Discrimination/harassment training for state employees within 30 days of hire, bi-annual refresher |
| Utah | Yes | State Agencies | Liability prevention training (including sexual harassment) for all state employees |
| Vermont | Encouraged | All Employers | Sexual harassment training for new hires within one year, additional for supervisors |
| Virginia | No | - | - |
| Washington | Yes | All Employers | Training for managers, supervisors, and employees. Education on reporting protections |
| West Virginia | No | - | - |
| Wisconsin | No | - | - |
| Wyoming | No | - | - |
What Are the Best Practices To Make Training Stick?
Even if your business operates in a state without mandatory training, remember this adage: Prevention is always better than cure. Harassment training isn’t just about checking a box.
It’s about taking real steps to build a workplace where everyone feels respected and can do their best work. So, now that we’re on the same page about why training matters, let’s get into how to make it really work.
Tailor It to Your Team
Your company culture is unique, so make sure your training reflects that. Customize the content to address the specific challenges and risks relevant to your industry and workforce.
For instance, a tech startup might focus on microaggressions and unconscious bias, while a manufacturing plant might emphasize the importance of respectful communication on the factory floor.
Don’t forget to consider the diverse backgrounds and experiences of your employees. The goal is to create training that resonates with your team and equips them with the tools they need to foster a respectful and inclusive environment.
Refresh, Repeat, Reinforce
Preventing harassment isn’t a one-time thing. Regular refresher training keeps everyone on the same page and shows you’re serious about stopping harassment. This also ensures new hires are up to speed and everyone else knows about any changes to company policy or the law.
Document, Document, Document
Always maintain records of training completion. For one, it shows you’re following the rules. It could also be a lifesaver if any legal issues pop up. Detailed record-keeping proves you take harassment seriously — it shows you want to prevent it. And it can protect your business if you’re embroiled in a harassment claim.
Think Beyond Training
Integrate your harassment training with broader prevention efforts, such as clear policies, accessible reporting mechanisms, and a culture of open communication. Make it crystal clear to your employees that you want them to speak up if they see or experience harassment and that you’ll have their back if they do.
Follow these tips, and you’ll turn harassment training from a simple requirement into a real way to build a workplace where everyone feels good about being there.
Building a Better Workplace, One Step at a Time
Creating a workplace where everyone feels safe, respected, and valued is not only a legal obligation — it’s a moral imperative. With Mosey, compliance doesn’t have to be a burden. As your business grows and changes, so do the regulations you have to follow.
We know juggling business compliance across different states can be a pain, especially if you’re a smaller company.
With Mosey, you have an updated compliance library right at your fingertips. You can breathe easy knowing your training program is always up to snuff with our new Handbook Beta.
With Mosey in your corner, you can face the future with confidence, knowing you’ve got an expert guiding you through all those ever-changing workplace rules. Take the first step today and create a workplace where everyone can thrive. Book a demo today to get started.
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