Michigan Training Requirements
While Michigan does not mandate sexual harassment training by law, employers are strongly encouraged to implement it based on guidance from the Equal Employment Opportunity Commission (EEOC) and court precedents. Training helps employers comply with broader anti-discrimination laws and minimize liability.
Two key legal frameworks support workplace protections: the Michigan Penal Code, Act 328, which prohibits non-consensual contact that causes distress, and the Elliott-Larsen Civil Rights Act, which bans discrimination based on sex, sexual orientation, and gender identity.
Training should be provided within 1 year of hiring and repeated annually to reinforce respectful behavior and reporting procedures.
Here’s a scannable view of the information:
| Requirement Area |
What You Need to Know |
| Who Must Comply |
All employers in Michigan |
| Who Must Be Trained |
All employees and supervisors (recommended) |
| 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 elements encouraged |
| Recordkeeping |
Not legally required but advisable for compliance defense |
Who must be trained in Michigan, and when should the training happen?
Although Michigan law doesn’t require sexual harassment training, employers are advised to provide it to all employees and supervisors. Training should be conducted within the first year of employment to ensure employees understand their rights and the expectations of a safe, harassment-free workplace.
How often must training be conducted, and how long should it be?
Employers should offer at least 1 hour of harassment prevention training annually. This consistent approach supports compliance with EEOC recommendations and shows a good-faith effort to address workplace conduct.
What topics must be included in Michigan sexual harassment training?
Training should cover:
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The definition of sexual harassment under state and federal law
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What constitutes a hostile work environment
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How to report harassment, both internally and externally
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Protection from retaliation for reporting misconduct
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Guidance on maintaining a respectful workplace culture
Employers should ensure the training is interactive and tailored to reflect their policies and workforce structure.
Are there any training requirements for new hires or supervisors?
While not legally required, it’s considered best practice that:
Supervisory training should emphasize leadership responsibilities and prompt action in response to reported incidents.
What are the recordkeeping requirements for Michigan employers?
Michigan does not require employers to document sexual harassment training. However, keeping records of:
...is strongly advised to demonstrate compliance in the event of a legal complaint or EEOC inquiry.
What law governs sexual harassment training in Michigan?
Although no Michigan-specific law mandates training, workplace harassment is addressed under:
Employers that fail to educate their teams risk exposure to liability and reputational damage.
How can employees file a harassment complaint in Michigan?
Employees can report harassment through:
Employees should retain records of incidents, communications, and witnesses, if applicable.
Where do I find a sexual harassment training program that complies with my workplace requirements?
Below are expert-developed, Michigan-ready training courses designed to align with both EEOC recommendations and state legal protections. Before assigning them to your team, be sure to:
These programs are fully editable to help you promote both compliance and a respectful workplace culture.
