Kansas Training Requirements
In Kansas, sexual harassment training is not mandatory for private sector employers, but it is strongly encouraged by the Kansas Human Rights Commission (KHRC). Supervisory staff are especially urged to complete annual harassment training, and such training is required for employees in executive branch agencies, interns, and contractors.
Training should align with Title VII of the Civil Rights Act and the Kansas Act Against Discrimination (KAAD). It serves as a preventive measure to protect employees, reduce employer liability, and ensure compliance with state expectations for a respectful workplace.
Employers are advised to implement training within one year of employment and repeat it annually to ensure ongoing awareness and cultural reinforcement.
Here’s a scannable view of the above information:
| Requirement Area |
What You Need to Know |
| Who Must Comply |
All public and private Kansas employers |
| Who Must Be Trained |
Executive branch employees, supervisors (recommended for all employees) |
| When to Train |
Within 1 year of hire or assignment |
| Training Duration |
1 hour minimum (recommended) |
| Training Frequency |
Every year (recommended refresher) |
| Training Format |
Online or in person; interactive training preferred |
| Recordkeeping |
Maintain signed attendance and acknowledgment documents |
Who must be trained in Kansas, and when should the training happen?
Although there’s no legal mandate for private sector employers, Kansas requires annual harassment training for state employees, interns, and contractors. It’s also recommended that all supervisors and employees in the private sector receive training within their first year to ensure consistent expectations across the workplace.
How often must training be conducted, and how long should it be?
For employers implementing training voluntarily or to meet internal policies, the recommended structure is:
Annual repetition helps reinforce respectful behavior and legal responsibilities among both staff and leadership.
What topics must be included in Kansas sexual harassment training?
Effective training should address:
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The definition of hostile work environment and quid pro quo harassment
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Employee rights under KAAD and Title VII
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Reporting procedures and how to respond to harassment
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Anti-retaliation policies and manager responsibilities
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How training applies to your company’s values and culture
Employers may tailor scenarios and policies to their specific workplace to ensure relevance.
Are there any training requirements for new hires or supervisors?
Yes, especially in executive branch agencies, where training is required. For other workplaces, best practices suggest:
Providing early and role-specific training ensures everyone knows what’s expected and how to act when misconduct occurs.
What are the recordkeeping requirements for Kansas employers?
Kansas employers should:
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Retain attendance records for training sessions
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Collect signed documentation confirming that employees received and understood the policy
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Save training materials to demonstrate the scope and content
Though not legally enforced for private employers, this practice supports internal compliance and serves as a defense in case of disputes.
What law governs sexual harassment training in Kansas?
Training guidance stems from:
The Kansas Human Rights Commission also supports employer training efforts through official guidance and educational resources.
How can employees file a harassment complaint in Kansas?
If an employee feels harassed, they should report the incident:
The complaint should detail names, dates, behaviors involved, and any supporting evidence.
How can employers in Kansas provide training that fits their business needs?
Employers across Kansas can easily roll out an effective, legally aligned program using the training options below. To make it your own:
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Customize the content to reflect your company’s values
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Add your logo and local policies
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Use industry-specific scenarios for better relevance
These programs are built to be flexible and fully editable, making them ideal for both small teams and large organizations.
