Washington State Sexual Harassment Training

Updated January 2023

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

In Washington state, training must be provided to all employees, managers and supervisors working in the hotel, motel, retail, security guard entity, or property services contractor industry that employ at least one person.

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Washington’s sexual harassment training requirements at a glance

Feature	Benefit
Laws	Revised Code of Washington, Section 9A.46.020; Revised Code of Washington Title 49 Chapter 60 Section 515
Who it applies to:	Every hotel, motel, retail, or security guard entity, or property services contractor, that employs at least one person; trainings must be provided for all managers, supervisors, and employees, especially those whose responsibility involves working without another coworker present
Required duration:	No required duration
Frequency of training:	NAVEX recommends annually

Why use NAVEX for your Washington sexual harassment prevention training?

Designed for compliance

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

Training can be provided in person or online, but it must be interactive. Training must be aimed at the prevention of sexual harassment, assault, and discrimination in the workplace.

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

The definition of sexual harassment
Examples of sexual harassment
Employer’s policies and procedures for reporting and addressing sexual harassment
Employee’s rights and protections under state and federal law
Employer’s responsibilities to prevent and correct 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.