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Sexual Harassment Prevention

Your NYC mandated annual Sexual Harassment Prevention training is just a few clicks away!
Format

Online
Course

Audience

Any

Starting date/time

on-demand

Difficulty

Easy

Duration

Approximately
45 minutes

Price

$25 USD

Online

On-demand

Certified

Learning Objectives:

By the end of this course, participants will be able to:
  • Identify Sexual Harassment:
  • Understand Legal Protections:
  • Respond Appropriately:
  • Promote a Respectful Workplace:
  • Comply with Workplace Policies:
Our stats

100%

Success rate

20+

Years of experience

135K+

Students

50+

Courses

Why take this course?

Our Sexual Harassment Prevention Course is an engaging and interactive session designed to help you recognize, prevent, and address sexual harassment in the workplace. Through real-life scenarios, we’ll explore how to create a respectful and inclusive environment where everyone feels safe. You’ll learn about your rights, responsibilities, and the steps you can take to contribute to a positive workplace culture. This course isn’t just about compliance—it’s about making our workplace a better place for everyone.
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Frequently asked questions

 Which employers are required to train their employees?

Employers who had 15 or more employees, or one or more domestic worker, at any given point in the previous calendar year must provide a sexual harassment training to their staff.

What is the deadline to train my employees?

As of April 1, 2019, employers are required to train every employee each calendar year.

Are employers required to train short-term employees, part-time employees, or interns?

Yes, if a short-term employee, part-time employee, or intern worked:
  • more than 80 hours in a calendar year AND for at least 90 days, 
then the individual must be trained.
  • If a person worked less than 90 days or less than 80 hours in a calendar year, they do not need to be trained.

Are employers required to have their independent contractors complete annual sexual harassment prevention training?

Yes. Similar to employees and interns, if an independent contractor works for an employer of 15 or more people and works (a) more than 80 hours in a calendar year AND (b) for at least 90 days (does not need to be consecutive), or works for an employer as a full-time or part-time domestic worker, then the independent contractor must be trained. If an independent contractor worked less than 90 days, or less than 80 hours in a calendar year, they do not need to be trained.
Individuals who must be trained do not need to take the training at each workplace where they work over the course of a year. Independent contractors and freelancers may provide proof of completion of one sexual harassment prevention training to multiple workplaces and need not repeat the training at multiple workplaces.

Do independent contractors count as “employees” for the purposes of calculating the 15-employee minimum?

Yes. Independent contractors – regardless of the number of days or hours they work – are considered employees for the purposes of determining whether an employer is obligated to provide the annual sexual harassment training.

 How are employees counted towards the 15-employee minimum?

If an employer has 15 or more employees at any time during the current or prior calendar year, they must train their staff. The number of employees is counted concurrently, not consecutively. Employees not based in New York City also count towards the 15 employee threshold. For example, an employer with 6 employees based in New York City and 9 employees based elsewhere meets the 15 employee minimum.

 If my employee has been trained elsewhere, do I need to provide additional training?

If an employee was trained at a different employer during the calendar year, they do not need to be retrained.
However, employers must independently retain their own records to show that all employees met the training requirement. Employers may ask employees to provide documentation that they completed the training elsewhere. If the employee is unable to provide documentation, employers should have the employee retrained.
It is the employer that is responsible for demonstrating all employees completed the training annually.

How does the training requirement apply to employees and employers based outside of New York City?

Any employees who work or will work in New York City for more than 80 hours in a calendar year AND for at least 90 days must be trained, regardless of whether the employer is based in New York City.
If an employee is based elsewhere but regularly interacts with other employees in New York City, even if they are not physically present in the city, they should be trained.