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New York City Sexual Harassment Training

Updated July 2023

Adhere to New York City’s anti-harassment training regulations and improve workplace culture

All New York City employers must provide sexual harassment prevention training to all employees annually. Initial training must be provided within 90 days of hire or promotion.

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New York City’s sexual harassment training requirements at a glance

Feature Benefit

Laws

Local Law 96 of 2018

Who it applies to: 

All employers with 15+ employees (including interns) are subject to the City’s sexual harassment and bystander training requirements for each employee who works in NYC 80+ hours per calendar year, whether full-time or part-time

Required duration:

No time/duration specified

Frequency of training:

Annually

Why use NAVEX for your New York City sexual harassment prevention training?

Designed for compliance

Legally vetted by Baker McKenzie to comply with New York City’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

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How to comply with New York City’s sexual harassment training laws and regulations

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

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

  • An explanation of sexual harassment, including what constitutes sexual harassment and the forms it can take (e.g. verbal, physical, visual) 
  • Legal remedies available to victims of sexual harassment 
  • How to file a complaint with the Equal Employment Opportunity Commission (EEOC) 
  • Employer’s policy and procedures for addressing and preventing sexual harassment 
  • Strategies to prevent sexual harassment, including how to recognize it and intervene 
  • Consequences for engaging in sexual harassment, including potential disciplinary actions  

Records of employee training must be kept and maintained for three years. 

New York City employers must also have a written sexual harassment policy and a factsheet. Both must be both distributed to employees and posted in a prominent location in the workplace. The policy must include information on the employer’s commitment to preventing sexual harassment, and how employees can report incidents.  

 

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.

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