Harassment training for the places your team works.
empathiHR provides sexual harassment prevention training through our annual program, with hosted delivery, employee and manager content, and individual completion records. Choose a location below to see how we can support your team and which requirements need attention. Training is included in the annual program and is not sold separately.
One training plan for a workforce in multiple places
Tell us where employees work, which roles supervise others, and when training was last completed. We help map the applicable requirements and coordinate training and completion tracking. City overlays and industry rules are considered separately, including D.C.’s requirement to use an OHR-certified trainer for tipped-wage training.
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.
Choose a state to explore training and requirements
These state pages explain the training offer and the legal requirements affecting covered employers. Washington’s rule is industry-specific. This is a selected reference for general workplace training, not an exhaustive inventory of every public-sector or occupational requirement.
California
5+ employees. 2 hrs supervisors / 1 hr employees. Every 2 years. SB 1343.
FEHA / Government Code §12950.1 (SB 1343, expanded by SB 778)
New York
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.
New York Labor Law §201-g and Executive Law §296
Illinois
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.
Illinois Human Rights Act §2-109 (SB 75 / Workplace Transparency Act, 2019)
Connecticut
3+ employees: all staff. Smaller: supervisors only. 2 hrs. Time's Up Act.
Connecticut General Statutes §46a-54(15)(C) (Time's Up Act, Public Act 19-16, as amended by P.A. 19-93)
Delaware
50+ employees. Interactive training. Every 2 years. 19 Del. C. §711A.
Delaware Discrimination in Employment Act, 19 Del. C. §711A
Maine
15+ employees. Within 1 yr of hire. Annual notice. Title 26 §807.
Maine Revised Statutes Title 26 §807
Washington
Covered employers with isolated workers. Training, policy, and panic-button duties.
RCW 49.60.515: isolated-worker protections, as amended effective January 1, 2026
City and district overlays
New York City and Chicago add local obligations to state requirements. D.C. has a distinct rule for tipped-wage businesses, including an OHR-certified trainer requirement. Review those distinctions before choosing training for each location.
New York City
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.
View requirementsChicago
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.
View requirementsWashington D.C.
Tipped-wage employers (restaurants, bars). Owners/managers + employees. D.C. Law 22-196.
View requirementsCompare key training requirements
| Jurisdiction | Threshold | Frequency | Citation |
|---|---|---|---|
| California | 5+ employees | Once every two (2) years | FEHA / Government Code §12950.1 |
| New York | All employers, every employee | Annually, every twelve (12) months | New York Labor Law §201-g and Executive Law §296 |
| Illinois | All employers, every employee | Annually, every calendar year | Illinois Human Rights Act §2-109 |
| Connecticut | 3+ employees: all staff | Initial training, with periodic supplemental training at least every ten years | Connecticut General Statutes §46a-54 |
| Delaware | 50+ employees | Every two (2) years for both employees and supervisors | Delaware Discrimination in Employment Act, 19 Del. C. §711A |
| Maine | 15+ employees | Once for each new hire | Maine Revised Statutes Title 26 §807 |
| Washington | Covered employers with isolated workers | Mandatory training is required for covered workers | RCW 49.60.515: isolated-worker protections, as amended effective January 1, 2026 |
| New York City | 15+ workers counted across locations, or domestic-worker employers | Each calendar year | Stop Sexual Harassment in NYC Act / NYC Local Law 96 of 2018 |
| Chicago | 1+ employee in Chicago | Annually, on a training year running July 1 to June 30 | Chicago Municipal Code §6-10-040 |
| Washington D.C. | Tipped-wage employers (restaurants, bars) | Every two years for employees, managers, owners, and operators under current OHR guidance | Tipped Wage Workers Fairness Amendment Act; D.C. Code §2-1411.05a |
| Texas No mandate | Texas Labor Code Chapter 21 |
Texas: practical prevention without a general training mandate
Texas has no general harassment-training mandate for private employers. SB 45 addresses sexual-harassment liability and corrective action, including for small employers. Our annual program connects training with reporting, management guidance, and investigation support so owners and managers have practical help when concerns arise.
Texas (SB 45)
No general private-employer training mandate. Prevention training within the annual program.
Read the SB 45 pageThis 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 across your locations.
We help organize training around your workforce and locations, then connect it to reporting, management guidance, and investigations. Proactive engagement each quarter helps keep emerging concerns in view.