Iowa Training Requirements
Sexual harassment training is not mandated under Iowa state law, but it is strongly recommended by both the Iowa Civil Rights Commission and the U.S. Equal Employment Opportunity Commission (EEOC). Employers are encouraged to take proactive steps to prevent harassment—before it happens—through regular education and clear internal procedures.
Under the Iowa Civil Rights Act, employers are legally obligated to maintain a workplace free from discrimination, including sexual harassment. Employers should train staff at onboarding and provide annual refreshers to reinforce expectations, procedures, and protections.
Here’s a scannable view for the busy you:
| Requirement Area |
What You Need to Know |
| Who Must Comply |
All employers in Iowa |
| Who Must Be Trained |
All employees and supervisors (recommended) |
| When to Train |
At onboarding (recommended best practice) |
| Training Duration |
1 hour minimum (recommended) |
| Training Frequency |
Annually recommended |
| Training Format |
Online or in person; interactive encouraged |
| Recordkeeping |
Not required but advisable to retain attendance and content records |
Who must be trained in Iowa, and when should the training happen?
In Iowa, there is no legal requirement to conduct sexual harassment training. However, it is highly recommended that all employees and supervisors receive training as part of their onboarding process to build a culture of respect from day one.
Both the EEOC and the Iowa Civil Rights Commission advise employers to educate staff early to reduce risk and reinforce reporting expectations.
How often must training be conducted, and how long should it be?
Employers are encouraged to offer 1 hour of interactive training annually. Regular refreshers ensure:
-
Continued awareness of harassment policies
-
Reinforcement of employee rights
-
Clear understanding of how to report and respond to incidents
Providing this training annually demonstrates your organization’s ongoing commitment to compliance and culture-building.
What topics must be included in Iowa sexual harassment training?
While Iowa does not mandate specific content, best-practice training should cover:
-
Definitions of quid pro quo and hostile work environment harassment
-
Examples of unwelcome behavior that violates policy
-
How to report complaints internally or externally
-
Anti-retaliation protections
-
Procedures for investigating and resolving issues
Training should align with EEOC standards and reflect your company’s anti-harassment policy.
Are there any training requirements for new hires or supervisors?
Although not required by law, it’s advisable that:
-
New hires receive training at onboarding
-
Supervisors and managers receive enhanced content focused on handling reports, preventing retaliation, and leading by example
Training for leadership should emphasize accountability and early intervention strategies.
What are the recordkeeping requirements for Iowa employers?
Iowa does not have a training recordkeeping requirement, but employers should maintain:
-
Attendance logs or completion records
-
Dates and formats of the training delivered
-
Materials used in training sessions
These documents help show that the employer took proactive steps to prevent harassment and fulfilled their ethical obligations.
What law governs sexual harassment in Iowa?
Sexual harassment is covered under the Iowa Civil Rights Act, which prohibits workplace discrimination and harassment based on sex and other protected characteristics.
Although the law doesn’t explicitly mandate training, it holds employers accountable for maintaining a safe workplace. Offering training is one of the most effective ways to demonstrate compliance and foster a positive work culture.
How can employees file a harassment complaint in Iowa?
If employees experience or witness harassment, they can:
Employees may also contact the Iowa Department of Administrative Services or the Governor’s Office, depending on the employer and agency involved.
Complaints should include specific details such as dates, locations, involved parties, and supporting documentation.
What’s a reliable way to implement harassment training in an Iowa workplace?
Employers in your state can easily implement an effective training program by selecting courses that meet federal best-practice standards and align with Iowa’s anti-discrimination expectations. To make the most of it:
-
Personalize the course with your company branding
-
Include your internal reporting steps
-
Review your anti-harassment policy before launching the training
These courses are fully customizable and built to promote safe, legally sound workplaces across any industry.
