Try it for free!
We respect your privacy and won’t share your information with outside parties. View our privacy statement.
At a glance
NAVEX actively updates our courseware as legislative and cultural expectations require. Since January 2019, anti-harassment legislation in Connecticut, New York and Illinois have necessitated updates to Workplace Harassment course content. Existing Workplace Harassment customers with operations in Connecticut, New York or Illinois should contact NAVEX elearning customer services to ensure they are training their learners with the most up to date content.
NAVEX’s Workplace Harassment eLearning course has been the premier anti-harassment training course in the market for 20 years. Updated at a regular 24-month cadence, this course is the foundation for thousands of organizations’ approach to training their learners on workplace harassment rules, regulations and expectations.
Workplace Harassment, 9th Edition, provides learners with a comprehensive look at key aspects of harassment, including definitions and best practices for handling and reporting harassment. Learners will explore harassment fundamentals, best practices for responding to harassment and additional content that will help them comply with policy and expectations. Manager-specific versions include additional information that covers their unique responsibilities in preventing and responding to harassment, including handling complaints and creating a culture of ethics and respect.
Multiple versions of this course are available, depending on your state and training requirements. Specific state versions are available to help employers meet anti-harassment training requirements in California, Connecticut, Delaware, Illinois, Maine and New York through The Law Where You Work mini-course for employees.
If you are unsure about which versions of Workplace Harassment you require to meet your regulatory and training requirements, please reach out to your account executive for assistance.
* This course is intended to assist employers in meeting a minimum threshold regarding required training requirements. However, as specified by AB 1825, completion of the training should not discourage or relieve any employer from providing for longer, more frequent, or more elaborate training and education regarding workplace harassment or other forms of unlawful discrimination in order to meet its obligations to take all reasonable steps necessary to prevent and correct harassment and discrimination.