Illinois Sexual Harassment Training

Updated July 2023

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

All Illinois employers are required to provide sexual harassment training to all employees. Training must be provided to all new employees within 60 days of their hire date. Employers with 50 or more employees must provide retraining annually.

Training must be delivered in a language or languages that all employees can understand. Records must be kept regarding the dates the training was delivered and the names of all employees who completed it.

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Illinois’ sexual harassment training requirements at a glance

Feature	Benefit
Laws	775 Illinois Human Rights Act Section 2-109, 2-110
Who it applies to:	All Illinois employers with 1+ employees; additionally, restaurants and bars must provide supplemental sexual harassment prevention training that complies with Section 2-110 of the IHRA
Required duration:	No required duration
Frequency of training:	Annually

*Note: For employers in the city of Chicago, see sexual harassment training mandates for Chicago.

Why use NAVEX for your Illinois sexual harassment prevention training?

Designed for compliance

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

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

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

The definition of sexual harassment
Types of conduct that constitute sexual harassment
Legal consequences of engaging in sexual harassment.
Examples of inappropriate behavior
How to report and address incidents of sexual harassment

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.