Delaware Training Requirements
Delaware law requires sexual harassment prevention training under House Bill 360 (HB 360). This mandate applies to all employers with 50 or more employees, including full-time, part-time, and temporary staff.
All employees must complete training within 1 year of their hire date. Supervisors must receive additional role-specific training within 6 months of becoming a supervisor. The law also requires that training be repeated every 2 years to maintain ongoing awareness.
The training must be interactive and cover specific legal content. Additionally, employers are required to distribute the official sexual harassment notice provided by the Delaware Department of Labor (DDOL). Failure to comply may lead to penalties, legal liability, or enforcement action by the DDOL.
Here’s a more scannable view of the information:
| Requirement Area |
What You Need to Know |
| Who Must Comply |
Employers with 50+ employees in Delaware |
| Who Must Be Trained |
All employees; supervisors must receive additional training |
| When to Train |
Within 1 year of hire or promotion (6 months for new supervisors) |
| Training Duration |
1 hour (employees), 2 hours (supervisors) |
| Training Frequency |
Every 2 years |
| Training Format |
Interactive; online or in-person |
| Recordkeeping |
Employers must provide DDOL notice and document training for compliance |
Who must be trained in Delaware, and when should the training happen?
Delaware law requires all employees of companies with 50 or more workers to receive interactive sexual harassment training within 1 year of their start date. Supervisors must receive additional training specific to their responsibilities within 6 months of assuming a supervisory position.
The requirement applies to all types of workers—full-time, part-time, and temporary staff—ensuring comprehensive coverage across the organization.
How often must training be conducted, and how long should it be?
Sexual harassment training must be repeated every 2 years to remain compliant with Delaware’s HB 360. The minimum duration is:
Employers must ensure that training is not only timely but also thorough and interactive, fostering real understanding and application in the workplace.
What topics must be included in Delaware sexual harassment training?
Under HB 360, all training must be interactive and include:
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The legal definition of sexual harassment under Delaware law
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Examples of prohibited behavior, including verbal, visual, and physical conduct
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Employer and employee responsibilities in preventing harassment
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Supervisor obligations and how to respond to complaints
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Steps for reporting harassment internally and externally
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Anti-retaliation protections for employees who report misconduct
Training should be updated periodically to reflect legal changes or internal policy updates.
Are there any training requirements for new hires or supervisors?
Yes. New employees must receive sexual harassment training within 1 year of hire. New supervisors must complete additional training focused on complaint handling and their responsibilities within 6 months of their promotion or hiring.
This two-tiered system ensures that supervisors are properly equipped to manage harassment reports and protect employee rights.
What are the recordkeeping requirements for Delaware employers?
Employers must distribute the official sexual harassment notice created by the Delaware Department of Labor (DDOL) to all employees. While HB 360 does not require detailed recordkeeping provisions like other states, maintaining records of:
...is strongly recommended to demonstrate good-faith compliance and reduce legal risk.
What law governs sexual harassment training in Delaware?
The legal mandate comes from House Bill 360 (HB 360), which took effect on January 1, 2019. HB 360:
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Classifies sexual harassment as an unlawful employment practice
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Requires mandatory training for employees and supervisors
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Mandates distribution of official DDOL notices
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Establishes complaint mechanisms and outlines enforcement authority
This law reflects Delaware’s commitment to maintaining respectful and equitable work environments.
How can employees file a harassment complaint in Delaware?
Employees who experience or witness harassment should first follow their employer’s internal reporting procedures (typically via HR or a designated authority). If the issue is not resolved or if the employee feels unsafe reporting internally, they may file a complaint with:
Employees may also consider legal action if their complaint remains unresolved. It’s critical to act within statutory deadlines, typically 300 days from the date of the alleged incident.
Where do I find a sexual harassment training program that complies with my workplace requirements?
Below are expert-designed, state-compliant training courses tailored to meet HB 360 requirements. Before assigning it to your team, be sure to:
The course is fully editable to help you meet both legal and workplace-specific requirements.
