Minnesota Training Requirements
Minnesota does not currently mandate sexual harassment training for private employers by law. However, guidance from the Equal Employment Opportunity Commission (EEOC), along with court rulings, strongly encourages employers to provide periodic sexual harassment prevention training to all employees.
The Minnesota Human Rights Act protects employees from harassment based on sex, gender, and other protected characteristics. Employers are expected to foster a respectful and safe workplace and cannot retaliate against individuals who report misconduct.
Training is best delivered during onboarding and reinforced annually to promote a strong culture of compliance, awareness, and accountability.
For your convenience, here’s a quick-reference table:
| Requirement Area |
What You Need to Know |
| Who Must Comply |
All Minnesota employers |
| Who Must Be Trained |
All employees and supervisors (recommended) |
| When to Train |
At onboarding (recommended) |
| Training Duration |
1 hour minimum (recommended) |
| Training Frequency |
Annual refreshers recommended |
| Training Format |
Online or in person; interactive formats encouraged |
| Recordkeeping |
Not legally required, but helpful for demonstrating compliance |
Who must be trained in Minnesota, and when should the training happen?
Although not required by Minnesota law, it is highly recommended that employers train all employees and supervisors on sexual harassment prevention. The most effective approach is to offer training during onboarding and to continue reinforcing key policies and procedures over time.
How often must training be conducted, and how long should it be?
The recommended standard is:
Regular education ensures ongoing awareness of employee rights and proper reporting procedures.
What topics must be included in Minnesota sexual harassment training?
Your training program should cover:
-
The definition of sexual harassment and how it applies in the workplace
-
Real-world examples of inappropriate behavior
-
How to report an incident, both internally and externally
-
Protections against retaliation
-
Your company’s specific harassment prevention policies
Make the training interactive to encourage participation and practical understanding.
Are there any training requirements for new hires or supervisors?
While not mandated, best practices suggest that:
This prepares leadership to take swift, lawful action in response to workplace misconduct.
What are the recordkeeping requirements for Minnesota employers?
There is no legal requirement in Minnesota to maintain training records, but it is highly advisable to:
-
Track participation and completion dates
-
Retain copies of training content and sign-off forms
-
Maintain records of policy acknowledgment
This documentation is useful for internal audits and in responding to any formal investigations or claims.
What law governs sexual harassment training in Minnesota?
Harassment protections in the workplace fall under the Minnesota Human Rights Act and Title VII of the Civil Rights Act of 1964. These laws prohibit workplace harassment and discrimination, requiring employers to:
-
Maintain a harassment-free work environment
-
Investigate all reports of harassment thoroughly
-
Prohibit retaliation against those who report or assist in investigations
Providing training is a proactive way to fulfill these responsibilities and reduce liability.
How can employees file a harassment complaint in Minnesota?
Employees may:
Supporting documentation, such as emails, messages, or written notes, helps strengthen the complaint.
Where do I find a sexual harassment training program that complies with my workplace requirements?
Below are expert-developed, state-aligned training courses that follow EEOC guidance and reflect best practices in state-level compliance. Before assigning a course, be sure to:
Each course is fully editable and designed to help your team build a respectful, well-informed workplace.
