Sexual Harassment Training for New York Employers
empathiHR provides sexual harassment prevention training for New York employers as part of our annual program. We help your team coordinate recurring training and individual completion records, with management guidance and complaint support beyond the course.
Keep annual training connected to new hires
An annual training cycle can miss people who join between renewals. We discuss where your employees work, how new hires enter the roster, and whether New York City adds local content and records requirements.
Hosted training for your team
Training is delivered through our hosted platform. Employee and manager content addresses their different responsibilities, with assignments informed by workforce locations and roles.
Completion records and follow-through
We coordinate rollout and completion tracking against your roster. Individual completion records help HR see participation and keep evidence of the training delivered. That gives your team a coordinated process instead of another training project to manage on its own.
An annual program, with support beyond training
Training is included only in the annual empathiHR program. The relationship also brings management guidance, phone/email and in-app reporting, thorough investigations, and proactive quarterly engagement. Owners, managers, and HR have an experienced resource for employee concerns, with more capacity to focus on running the business.
Start with your workforce and current training
Tell us your locations, employee and manager counts, and recent training dates. We review applicable requirements and explain the annual program, delivery, records, and pricing before you decide. Once you join, onboarding establishes the relationship and we coordinate rollout and ongoing support.
Coverage scope
Every employee who works, or will work, in New York, including part-time, seasonal, and temporary workers, and anyone based elsewhere who works part of their time in the state. Independent contractors are protected by the law, but employers are not required to train them, though the state encourages extending it to them.
Duration & frequency
- Duration
- No prescribed minimum number of hours. Training must be interactive and cover the required content.
- Frequency
- Annually, every twelve (12) months.
- New hires
- No statutory deadline for the training itself; the state encourages it as soon as possible, since an employer may be liable for an employee's conduct immediately upon hire. Separately, the written policy must be provided at the time of hiring, and that one is a statutory requirement under Labor Law 201-g(2-a)(a).
Every compliant program must include
Use these topics to review your program against the New York requirements, alongside the agency sources and coverage details below.
Explanation of sexual harassment consistent with the NY Department of Labor model
Examples of conduct constituting unlawful sexual harassment
Information on federal and state statutory provisions and remedies
Information on employees' rights of redress and forums for adjudicating complaints
Conduct by supervisors and additional supervisor responsibilities
Interactive component (questions, scenarios, or feedback mechanism)
Recordkeeping
New York State encourages employers to retain training records and signed acknowledgments; it does not prescribe a general training-record retention period in its guidance. New York City has a separate three-year rule.
Penalties & enforcement
The New York State Department of Labor can address failure to provide the required policy and annual training. Employers also remain subject to the Human Rights Law; course completion does not resolve a harassment claim.
New York State Division of Human Rights and the New York Department of Labor.
Fourteen or fewer employees?
Small teams still need a practical way to handle training, reporting, and employee concerns. Check the coverage details above for your obligations in New York. Our program gives owners and managers experienced support without having to manage every step alone.
Keep training connected across your locations.
New York is one of 11 jurisdictions in this reference. We help your team organize training and records around its workforce, with management guidance and investigation support when concerns arise.
New York training: buyer questions
Can empathiHR support staff in New York and other states?
Does New York require a particular course length?
Can I use a single annual cycle for New York and NYC?
This page summarizes publicly available statutes and regulatory guidance, last reviewed October 2026. State and local mandates change frequently; verify current requirements with the enforcing agency or employment counsel before relying on this content for compliance decisions. empathiHR clients receive a written compliance matrix updated against their roster and locations.
Discuss training for your New York team.
Training is included in our annual program. Tell us about your workforce, locations, and current training so we can explain the program and discuss the fit for your team.