Illinois Training Requirements
Under Illinois law, all employers, regardless of size, must provide sexual harassment prevention training to their employees. That means 1 hour of training for every employee, every year.
Got a new hire? They need to be trained within 1 year of starting. The training must cover key areas like the definition of sexual harassment, examples of unlawful behavior, how to report harassment, and your responsibilities as an employer. It can be done online or in person, must be interactive, and can follow the state's model training or a customized version that meets Illinois standards.
If you’re in the restaurant or bar industry, you’ve got extra responsibilities. Training must address industry-specific challenges like customer-initiated harassment and workplace power dynamics.
Here’s a scannable view for the busy you.
| Requirement Area |
What You Need to Know |
| Who Must Comply |
All Illinois employers with 1+ employees |
| Who Must Be Trained |
All employees, including part-time, temporary, and seasonal workers |
| When to Train |
Within 1 year of employment |
| Training Duration |
1 hour minimum |
| Training Frequency |
Every year |
| Training Format |
Interactive; may be online or in person |
| Restaurants & Bars |
Additional content required; covers power dynamics and customer interaction |
| Recordkeeping |
Maintain sign-in sheets, certificates, training content, provider details |
How often must employees undergo training, and how long does it last?
Every employee in Illinois must complete sexual harassment prevention training once per year. The training must last at least 1 hour and be provided during work hours.
Employers can either deliver the training annually on a fixed calendar or track it individually by employee start date, ensuring it’s completed every year.
What are the content requirements for Illinois-compliant training, and do restaurants and bars have specific rules?
The training must include:
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The legal definition of sexual harassment
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Examples of unlawful and inappropriate workplace behavior
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An employee’s right to report harassment
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The employer’s duty to respond effectively
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Information on retaliation prevention
For restaurants and bars, additional training is required. It must address customer-facing power dynamics, harassment from patrons, and how to handle complaints in a service-driven setting.
Employers can use the Illinois Department of Human Rights’ model training or develop a customized version, as long as it meets or exceeds state standards.
Do employers need to maintain training records, and what should be included?
Yes. Illinois law requires employers to maintain proof of training to demonstrate compliance. Records must be kept for each employee and may include:
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Sign-in sheets
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Certificates of completion
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Date of training
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Name of the training provider
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A copy or description of training materials used
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Training format (e-learning or in-person)
Keeping these records helps avoid penalties and demonstrates good-faith compliance in case of audits or claims.
What is the Illinois law that mandates sexual harassment training?
The Illinois Workplace Transparency Act (WTA), effective January 1, 2020, mandates that all employers provide annual sexual harassment training. The WTA also includes several key provisions:
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Protects employees, contractors, and consultants from retaliation
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Prohibits confidentiality agreements that block reporting of misconduct
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Bars mandatory arbitration clauses in harassment-related claims
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Requires employers to disclose judgments or rulings related to harassment/discrimination
Together with the Illinois Human Rights Act, the WTA ensures that training is more than just a checkbox—it’s a core compliance and culture initiative.
How can employees file a sexual harassment complaint in Illinois?
If an employee experiences or witnesses sexual harassment, they can file a complaint with the Illinois Department of Human Rights (IDHR). The complaint must be submitted within 300 days of the alleged misconduct.
The IDHR will investigate, and in some cases, pursue mediation or legal action. Employees may also choose to file with the Equal Employment Opportunity Commission (EEOC) if federal law applies. If the EEOC finds the claim valid, it may issue a Right to Sue letter, allowing the employee to pursue legal action in court.
Where do I find a sexual harassment training program that complies with my workplace requirements?
Below are expert-designed, state-compliant courses meant for Illinois 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.
