Georgia Training Requirements
In Georgia, sexual harassment training is mandatory for all employees working in Executive Branch agencies, as outlined by Executive Order 2019-01-14. This includes workers in boards, commissions, and authorities. Employees must complete training annually, and supervisors and managers must also undergo additional role-specific training.
Though private-sector employers are not legally required to offer sexual harassment training, it is strongly recommended across all industries. Providing training supports compliance with federal law (Title VII of the Civil Rights Act) and upholds Georgia’s statewide commitment to maintaining a workplace free of harassment and retaliation.
New hires in executive agencies must complete training within 30 calendar days of employment.
Here’s a scannable view for the busy you:
| Requirement Area |
What You Need to Know |
| Who Must Comply |
Executive branch agencies, boards, commissions (recommended for all employers) |
| Who Must Be Trained |
All employees, including part-time, seasonal, temporary staff; supervisors need role-based training |
| When to Train |
Within 30 days of hire (mandatory for public agencies) |
| Training Duration |
1 hour recommended minimum |
| Training Frequency |
Annual refresher required for executive branch agencies |
| Training Format |
Online or in person; interactive preferred |
| Recordkeeping |
Not specified by law, but maintaining completion logs and training content is best practice |
Who must be trained in Georgia, and when should the training happen?
Sexual harassment training is required for all employees of Georgia's executive branch agencies, boards, and commissions. This includes full-time, part-time, temporary, and seasonal staff. New employees in these roles must complete their training within 30 calendar days of hire.
While not mandatory for private employers, it is strongly recommended that they also provide training to promote a safe and respectful workplace from day one.
How often must training be conducted, and how long should it be?
All employees in executive branch entities must complete sexual harassment training once a year. Annual training ensures employees remain aware of behavioral expectations and complaint protocols.
While there is no minimum duration set by law, a 1-hour training is widely accepted as the baseline for thorough, interactive instruction. Supervisors may require longer or more detailed modules.
What topics must be included in Georgia sexual harassment training?
Training should cover the key elements outlined in Georgia’s Statewide Sexual Harassment Prevention Policy and Executive Order, including:
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A clear definition of sexual harassment
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Examples of unacceptable workplace behavior
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Complaint procedures, including reporting internally and externally
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Protections against retaliation
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Supervisor responsibilities for recognizing and responding to harassment
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Disciplinary actions and maintaining a harassment-free environment
The training should be interactive and tailored for both general employees and leadership roles.
Are there any training requirements for new hires or supervisors?
Yes. New public-sector employees must receive training within 30 calendar days of starting. Supervisors and managers are also required to complete specialized training that includes their duties in preventing, identifying, and responding to harassment reports.
Private-sector employers are encouraged to adopt similar onboarding practices to reduce legal risk and foster a respectful culture.
What are the recordkeeping requirements for Georgia employers?
While the Executive Order does not specify exact documentation procedures, it is best practice to maintain:
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Completion records with dates and names
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Copies of training content and formats used
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Documentation of complaint procedures and response timelines
These records help demonstrate compliance and may be vital in case of an investigation or legal claim.
What law governs sexual harassment training in Georgia?
Georgia’s training requirements for public-sector workers are governed by Executive Order 2019-01-14. Additionally, sexual harassment is considered a form of sex-based discrimination under Title VII of the Civil Rights Act of 1964, which applies to both public and private employers.
Georgia also enforces its commitment to equal opportunity through the Statewide Sexual Harassment Prevention Policy, which ensures protection from harassment and retaliation across all identity groups.
How can employees file a harassment complaint in Georgia?
Employees should first report harassment to their HR department or internal authority using the employer's official complaint process. If the issue is unresolved or mishandled, they may escalate the complaint to:
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The Equal Employment Opportunity Commission (EEOC) – File within 300 days of the incident
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Their agency’s Office of Human Resources or Legal Affairs (for public-sector roles)
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Legal counsel, for further action if needed
It’s important to document dates, witnesses, evidence, and communications related to the incident.
Where do I find a sexual harassment training program that complies with my workplace requirements?
Below are expert-designed, state-compliant training courses built to support Executive Order standards and EEOC guidance. Before assigning them to your team, be sure to:
The course is fully editable to help you meet both public-sector mandates and private-sector best practices.
