Chicago Sexual Harassment Training

Updated January 2023

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

All Chicago employers are required to provide sexual harassment training to all employees as well as an additional hour of bystander intervention training. Training must be provided to all new employees within six months of their hire date, and annually thereafter. Any employee who supervises or manages others must participate in a minimum of two hours of training annually.

Employees must be trained regardless of their status (e.g. part-time, intern), and independent contractors who work on-site should also receive sexual harassment prevention training.

All employees must also participate in bystander intervention training annually.

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Chicago’s sexual harassment training requirements at a glance

Feature	Benefit
Laws	City of Chicago Human Rights Ordinance
Who it applies to:	All Chicago employers with 1+ employees
Required duration:	Supervisors: 2 hours; Employees: 1 hour; All: 1 hour of bystander intervention training
Frequency of training:	Every 2 years

Why use NAVEX for your Chicago sexual harassment prevention training?

Designed for compliance

Legally vetted by Baker McKenzie to comply with Chicago’s city, 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 Chicago’s sexual harassment training laws and regulations

Training can be provided in person or online.

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

The definition of sexual harassment
Types of conduct that constitute sexual harassment
A summary of federal, state, and local laws concerning sexual harassment – including remedies available for victims
Employer responsibilities in the prevention and investigation of sexual harassment, and corrective measures

Chicago employers must also have a written anti-harassment policy and provide it to employees in their primary language within one week of employment.

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.