Small-team support for Connecticut employers.
Connecticut’s training requirements reach small employers, with different duties below and above three employees. We help organize training and records alongside management guidance, phone, email and in-app reporting, thorough investigations, and proactive quarterly engagement. Your team gains a resource for employee matters as well as the training program.
Two tiers, and neither one is an exemption.
Connecticut is the only state on this list where the rule was deliberately written to keep reaching downward.
Under fifteen people is not the same as exempt.
At three or more employees, every employee gets two hours of training within six months of hire. Below three employees, the obligation does not disappear. It narrows to supervisory employees, who still get the same two hours, within six months of taking on the supervisory role. The Time's Up Act struck the old fifty-employee limit and inserted the under-three clause on purpose, and the state's own commission enforces it that way.
A supervisory employee is anyone with authority to hire, transfer, discharge, assign, reward, discipline, or direct another employee. So a genuine sole trader with no staff has nothing to do here, but a two-person shop where one person directs the other does.
The counting rule catches out-of-state employers too. Headcount counts your employees at any location, while only your Connecticut-based employees need the training. A ten-person firm in another state with one employee in Connecticut is at the three-or-more tier and owes that person two hours.
What Connecticut requires the training to cover
- The federal and state statutory provisions concerning sexual harassment
- The statutory definition of sexual harassment and the types of conduct that may constitute it
- Remedies available to victims, including cease-and-desist orders, reinstatement, back pay, and compensatory damages
- That individuals who harass may be subject to both civil and criminal penalties
- Strategies for preventing harassment in the workplace
- A format allowing participants to ask questions and receive answers, rather than passive viewing
The full structure, scaled to your size
Ongoing support for your small team, with training informed by Connecticut requirements. One-time onboarding establishes the relationship; consulting, thorough complaint investigations, and proactive quarterly engagement keep it working.
Training That Meets the State's Own Spec
Role-specific training is organized around applicable requirements and documented by employee. We help keep the training record connected to your reporting, management guidance, and response process.
Employee Reporting Hotline
Employees can raise concerns by phone, email, or in the app, including when the concern involves the owner or manager. Reports are documented and handled with care, with information shared as needed to investigate and respond.
Management Guidance
Use us for write-ups, termination reviews, and difficult employee conversations. We help managers consider the facts and supporting documentation before action, reducing the need to reconstruct decisions later.
Proactive Quarterly Engagement
We engage proactively each quarter to discuss emerging concerns and business changes. The relationship stays active between complaints, giving owners and managers an experienced resource they can use.
Policy, Notice, and Documentation
Policies, notices, training records, and complaint documentation support a consistent response. Organized records also make it easier to prepare an EEOC charge response or position statement when needed.
Thorough Investigations
When complaints come to us, we investigate thoroughly and impartially, gathering relevant accounts and records. Your leadership receives documented findings to support decisions, while your team gains capacity for other work.
Connecticut classifies the failure as a discriminatory practice.
In most states, skipping training is an evidentiary weakness that only surfaces once someone complains. Connecticut went further and wrote the training requirement into its definition of a discriminatory practice, which means the failure can be the subject of a commission complaint on its own, carrying the full range of remedies. The commission can also enter your workplace during business hours to examine your training materials and records. Notably the posting and distribution duties were not written into that definition. The training one was.
Posting and policy distribution start at three. Training does not.
The obligations to post the notice and to send every employee the policy within three months of their start date apply only at three or more employees. That is a genuine break for the very smallest businesses and worth knowing. The training duty is the one that has no floor, so a two-person employer's compliance picture is simple: two hours for the supervisor, documented, refreshed at least every decade.
Read what Connecticut requires before you buy anything about it.
The Connecticut compliance page covers the threshold, duration, cadence, content, recordkeeping, and penalties, with the statute cited so you can check it yourself.
Common questions
We have two employees. Are we really covered?
Is this a one-time requirement?
Someone we hired was already trained. Do we redo it?
Do we have to post a notice and send out a policy too?
What is the penalty, and why do we see two different numbers?
Give your small team experienced support.
Tell us about your Connecticut workforce and the employee matters taking your time. We will explain the training, reporting, management guidance, and investigation support available through an ongoing relationship.