Connecticut Sexual Harassment Training

Updated January 2023

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

As of October 2020, Connecticut employers with one or more employees are required to provide sexual harassment training to all employees, whether they are in a supervisory role or not. Training must be provided to all new employees within six months of their hire date. Periodic supplemental training is required; retraining is recommended every three years.

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Connecticut sexual harassment training requirements at a glance

Feature	Benefit
Laws	Public Act No. 19-16; Public Act No. 19-93
Who it applies to:	All Connecticut employers with 1+ employees; All employers of any size for supervisor training
Required duration:	Supervisors: 2 Hours; Employees: 2 Hours
Frequency of training:	Periodic supplemental training is required; Recommended every 3 years

Why use NAVEX for your Connecticut sexual harassment prevention training?

Designed for Compliance

Legally vetted by Baker McKenzie to comply with Connecticut’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 Connecticut sexual harassment training laws and regulations

Training can be provided in person or online, but it must be interactive.

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

What sexual harassment is
How to report it
How to prevent it

Employers are also required to have a written sexual harassment policy and distribute it to all employees. The policy must include:

Information about the complaint process
Employer’s commitment to preventing and correcting sexual harassment
Consequences of engaging in sexual harassment

Failure to comply with Connecticut sexual harassment requirements may result in fines and legal action.

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.