California Sexual Harassment Training

Updated July 2023

Adhere to California’s anti-harassment training regulations and improve workplace culture

In California, employers with five or more employees are required to provide at least two hours of sexual harassment training to all supervisory employees and at least one hour to all non-supervisory employees. Training must occur within six months of becoming a supervisor or being hired, and every two years thereafter.

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California’s sexual harassment training requirements at a glance

Feature	Benefit
Laws	AB 1825, AB 2053, SB 396, SB 1343, SB 778, AB 1661
Who it applies to:	All California employers with 5+ employees
Required duration:	Supervisors: 2 Hours; Employees: 1 Hour
Frequency of training:	Every 2 years

Why use NAVEX for your California sexual harassment prevention training?

Designed for compliance

Legally vetted by Baker McKenzie to comply with California’s state and federal training requirements

Relevant content

Updated, real-world scenarios for working in today’s society

Self-customization options

Have more control over the course content and simplicity when you want to make changes

Accessible

Aligns with 508/WCAG2.1AA/EU Dir accessibility standards

How to comply with California’s sexual harassment training laws and regulations

Training can be provided in person or online, and must be provided by trainers or educators with knowledge and expertise in the prevention of harassment, discrimination and retaliation.

Examples of topics that California’s sexual harassment prevention training must cover but is not limited to:

The definition of sexual harassment under state and federal law
The types of conduct that constitute sexual harassment
The remedies available to victims of sexual harassment
Strategies to prevent sexual harassment
The role of supervisors in the prevention, correction, and reporting of sexual harassment

Employers must also provide a copy of their sexual harassment policy to all employees, and post a poster about sexual harassment in a prominent place.

These requirements are outlined in the California Fair Employment and Housing Act (FEHA) and in California Code of Regulations, Title 2, Section 11024.

This is not intended as nor should be relied upon as legal advice, and we recommend all customers review their organization’s specific compliance requirements with dedicated legal counsel.