Kentucky Training Requirements
While sexual harassment training is not required by law for private employers in Kentucky, it is mandatory for state government employees, who must complete training every two years. For all other workplaces, the EEOC recommends regular training to prevent misconduct and protect both employees and employers from potential liability.
Training should align with the Kentucky Civil Rights Act (KCRA), which prohibits discrimination in employment based on sex, and by extension, protects employees from workplace harassment. Employers are encouraged to provide training at onboarding and conduct refresher sessions every two years, especially in workplaces with high turnover or leadership changes.
Here’s a scannable view for the busy you:
| Requirement Area |
What You Need to Know |
| Who Must Comply |
All Kentucky employers; required for state government staff |
| Who Must Be Trained |
State employees (required); all others (recommended) |
| When to Train |
At onboarding (recommended) |
| Training Duration |
1 hour minimum (recommended) |
| Training Frequency |
Every 2 years (recommended or required for state) |
| Training Format |
Online or in person; interactive elements preferred |
| Recordkeeping |
Maintain attendance and completion records (especially in state agencies) |
Who must be trained in Kentucky, and when should the training happen?
In Kentucky, state employees are required to receive sexual harassment training every two years. While private sector employers are not legally required, it’s considered best practice to train all employees and supervisors at the time of hire to create a proactive, respectful workplace environment.
How often must training be conducted, and how long should it be?
Training for state government employees must be completed every two years. For other employers, the recommended frequency is:
Consistent training builds trust and reduces the risk of harassment-related complaints.
What topics must be included in Kentucky sexual harassment training?
Training should cover the following:
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The definition of sexual harassment under Kentucky law and federal guidance
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How to recognize and report unwelcome conduct
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Examples of verbal, physical, and visual harassment
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Anti-retaliation policies and employee protections
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The roles of supervisors and HR in resolving complaints properly
Employers may also include industry-specific case studies to increase relevance and engagement.
Are there any training requirements for new hires or supervisors?
While not mandated, it’s highly recommended that:
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New employees complete training during their onboarding period
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Supervisors receive role-specific instruction on how to handle complaints, support reporting parties, and maintain confidentiality
This approach reduces liability and ensures consistent enforcement of workplace policies.
What are the recordkeeping requirements for Kentucky employers?
There are no formal recordkeeping requirements for private employers. However, state agencies must retain documentation of compliance. All employers should consider keeping:
These records demonstrate a good-faith effort to educate staff and respond responsibly to harassment issues.
What law governs sexual harassment training in Kentucky?
The Kentucky Civil Rights Act (KCRA) is the foundational law that protects employees from discrimination, including sexual harassment, in the workplace. It mirrors federal protections under Title VII of the Civil Rights Act of 1964.
While the KCRA does not mandate private-sector training, employers who fail to take preventive steps may still be held liable for harassment claims.
How can employees file a harassment complaint in Kentucky?
Employees who believe they’ve experienced harassment can:
Complaints should be filed within 180 to 300 days, depending on the governing agency. Supporting evidence (emails, dates, witness names) strengthens the case.
What’s the best way for Kentucky employers to roll out a compliant training program?
Kentucky employers can adopt flexible, easy-to-deploy training programs that promote legal awareness and professional behavior. To get the most out of your program:
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Include your company’s logo and reporting process
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Update your anti-harassment policy alongside training rollouts
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Choose content that speaks to your team’s real-world environment
Each training course is fully customizable to help you meet both legal recommendations and your team’s unique needs.
