California Training Requirements
Under California law, employers with 5 or more employees—including temps and contractors - must provide sexual harassment prevention training. That means 1 hour for all staff and 2 hours for supervisors and managers, every 2 years.
Got a new hire or just promoted someone? They need to be trained within 6 months. The training must cover state and federal laws, abusive conduct, how to report harassment, and your company’s anti-harassment policy. It can be done online, in segments, and must happen during paid work hours.
Here’s a scannable view for the busy you.
| Requirement Area |
What You Need to Know |
| Who Must Comply |
Employers with 5+ employees, including temps & contractors |
| Who Must Be Trained |
All employees and supervisors |
| When to Train |
Within 6 months of hire or promotion |
| Temporary Workers |
Must be trained within 30 days or 100 hours worked (whichever comes first) |
| Training Duration |
1 hour for employees, 2 hours for supervisors |
| Training Frequency |
Every 2 years (recommended annually) |
| Training Format |
Interactive and accessible |
| Languages Available |
English, Spanish, Chinese, Korean, Tagalog, Vietnamese |
| Recordkeeping |
Completion records must be kept for at least 2 years |
How often must employees undergo training, and how long does it last?
All covered employees must undergo retraining every two years. Employers can either use a calendar training year cycle, retraining all employees by a specific date, or track training individually, ensuring retraining happens within two years of the last training date. Supervisory employees must complete 2 hours of training, while nonsupervisory employees must complete 1 hour of training.
What are the content requirements for California-compliant training, and is bystander intervention mandatory?
The training must cover:
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Legal definitions of sexual harassment and abusive conduct
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Examples of prohibited behaviors, including scenarios and case studies
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The duty of supervisors to report harassment
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Explanation of the complaint and investigation process, including limits on confidentiality
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Remedies and reporting resources available to victims
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Prevention strategies for harassment based on sex, gender identity, sexual orientation, and other protected characteristics
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The employer’s anti-harassment policy, which must be distributed and acknowledged
Optional but recommended content includes bystander intervention techniques. Bystander intervention training is not mandatory, but it is highly recommended to promote a more proactive and accountable workplace culture.
Do remote, out-of-state employees or independent contractors need to be trained?
Only employees who physically work within California are legally required to complete the training. However, employers are encouraged to train out-of-state employees or contractors who interact with California employees regularly, as a best practice to reduce liability and promote consistent workplace conduct.
Independent contractors, volunteers, and interns are not required by law to undergo training, but they do count toward the five-employee threshold that triggers the requirement.
Do employees need to be paid for the training, and what training records must be maintained?
Yes. Employers must provide the training during paid working hours, and employees cannot be required to complete it on their personal time. Employers are also responsible for any training costs. Employers must keep the following documentation for a minimum of two years:
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Names of employees trained
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Dates of training
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Completion certificates or sign-in sheets
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A description or copy of the training materials used
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The name of the training provider
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Type of training (e.g., e-learning or in-person)
These records help demonstrate compliance and may be needed in the event of an audit or complaint.
What are the penalties for non-compliance with California's sexual harassment training laws?
Non-compliance can result in enforcement actions by the California Civil Rights Department (CRD), fines or legal consequences, and an increased risk of liability in harassment-related claims. Failure to provide training may be considered a failure to take “reasonable steps” to prevent harassment, which can significantly hurt an employer's defense in legal proceedings.
Where do I find a sexual harassment training program that complies with my workplace requirements?
Below are expert-designed, state-compliant courses meant for California employees. Before assigning it to your team, be sure to:
The course is fully editable to help you meet both legal and workplace-specific requirements.
