Massachusetts Training Requirement
While Massachusetts does not legally require sexual harassment training, it is strongly encouraged under the Massachusetts Fair Employment Practices Act, which promotes prevention of workplace discrimination and harassment. Employers are advised to provide regular harassment prevention training to reduce legal risk and ensure compliance with anti-discrimination laws.
The Massachusetts Commission Against Discrimination (MCAD) recommends that all employees, especially new hires and supervisors, receive training within the first year of employment and that organizations refresh this training annually.
Here’s a scannable view for the busy you:
| Requirement Area |
What You Need to Know |
| Who Must Comply |
All Massachusetts employers |
| Who Must Be Trained |
All employees (recommended); supervisors should receive additional training |
| When to Train |
Within 1 year of hire (recommended) |
| Training Duration |
1 hour minimum (recommended) |
| Training Frequency |
Annual refresher recommended |
| Training Format |
Online or in person; interactive encouraged |
| Recordkeeping |
Not required by law, but documentation is advisable to demonstrate good-faith compliance |
Who must be trained in Massachusetts, and when should the training happen?
All Massachusetts employers are encouraged to train both new and current employees, even though the law does not mandate it. Ideally, training should be provided within the first year of employment, and supervisors should receive additional training tailored to their role in responding to complaints.
How often must training be conducted, and how long should it be?
Though not legally required, the recommended frequency is:
This helps foster a safe, compliant, and informed workplace environment.
What topics must be included in Massachusetts sexual harassment training?
Effective training in Massachusetts should include:
-
Definitions of sexual harassment and protected characteristics
-
Examples of inappropriate conduct and hostile work environments
-
Steps for filing internal and external complaints
-
Legal protections against retaliation
-
Available remedies through the MCAD or court
Employers may also incorporate company-specific reporting processes and HR resources.
Are there any training requirements for new hires or supervisors?
Although not required, best practices suggest:
This approach protects both employees and the organization from legal and reputational risk.
What are the recordkeeping requirements for Massachusetts employers?
Massachusetts law does not mandate keeping training records. However, employers should maintain:
This demonstrates due diligence and supports compliance during MCAD investigations.
What law governs sexual harassment training in Massachusetts?
Sexual harassment training is encouraged under the Massachusetts Fair Employment Practices Act. This law:
-
Prohibits discrimination and harassment in employment
-
Encourages preventive action through training and policy development
-
Provides legal protections and remedies for employees who experience or report misconduct
The Massachusetts Commission Against Discrimination (MCAD) is the enforcing body for related claims.
How can employees file a harassment complaint in Massachusetts?
Employees can report harassment by:
A strong case includes documentation, witness support, and evidence that the behavior was unwelcome and discriminatory.
Where do I find a sexual harassment training program that complies with my workplace requirements?
Below are expert-designed, state-compliant courses built for employers and employees. Before assigning them to your team, be sure to:
The course is fully editable to help you meet both legal best practices and your unique workplace culture.
