Mississippi Training Requirements
Although Mississippi does not mandate sexual harassment training, it is strongly recommended for all employers. Providing regular training not only reinforces your company’s anti-harassment policies, but also helps you comply with federal EEOC standards and promotes a safe, inclusive workplace.
Training is especially important in light of Executive Order 1392, which sets standards for respectful conduct within government workplaces. While not a law applying to private companies, it highlights the state’s broader stance on harassment prevention.
Employers are encouraged to train employees within six months of hire and to repeat training at least every two years to ensure consistent awareness across teams.
For a quick overview, see below:
| Requirement Area |
What You Need to Know |
| Who Must Comply |
All public and private Mississippi employers |
| Who Must Be Trained |
All employees, including managers (recommended) |
| When to Train |
Within 6 months of hire (recommended) |
| Training Duration |
1 hour minimum (recommended) |
| Training Frequency |
Every 2 years recommended |
| Training Format |
Online or in person; interactive preferred |
| Recordkeeping |
Not required, but advisable to track training dates and participation |
Who must be trained in Mississippi, and when should the training happen?
Training is not legally required in Mississippi, but it is considered best practice for all employees and supervisors to complete sexual harassment training within six months of hire. This early intervention helps set a respectful tone and ensures everyone knows how to identify and respond to inappropriate conduct.
How often must training be conducted, and how long should it be?
There are no legally defined intervals, but the recommended standard is:
This routine helps reinforce behavioral expectations and reduce risk.
What topics must be included in Mississippi sexual harassment training?
Training should be structured around:
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The definition of sexual harassment, including examples
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Prevention strategies and real-world scenarios
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How to report harassment internally
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Anti-retaliation protections for employees who speak up
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The impact of harassment on individual well-being and organizational culture
Content should be interactive and tailored to the company’s policies and reporting structure.
Are there any training requirements for new hires or supervisors?
Though Mississippi law doesn’t require it, best practice is to:
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Include harassment training in onboarding within 6 months
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Provide expanded instruction for supervisors on complaint handling, confidentiality, and legal obligations
Leaders play a crucial role in maintaining respectful environments, so early and thorough training is essential.
What are the recordkeeping requirements for Mississippi employers?
Recordkeeping is not required, but it is highly recommended that employers:
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Maintain attendance logs and completion certificates
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Track training dates and formats used
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Store updated copies of the training content
Documenting these efforts shows a commitment to compliance and helps in case of a legal challenge or investigation.
What law governs sexual harassment training in Mississippi?
There is no statutory requirement, but Executive Order 1392 outlines the state’s expectations for workplace conduct, particularly in the public sector. Employers should also follow:
By aligning with these standards, employers protect both their team and their business.
How can employees file a harassment complaint in Mississippi?
Employees can:
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Report issues internally through HR or their direct supervisor
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File a complaint with the
EEOC
within 300 days of the incident
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Provide detailed documentation, including dates, communications, and witness names, to support their claim
Employers must ensure all employees know how to report and feel safe doing so.
Where do I find a sexual harassment training program that complies with my workplace requirements?
Below are expert-developed, state-aligned training courses built to help you create a respectful, well-informed work environment. Before assigning these courses to your team, be sure to:
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Add your company’s branding
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Tailor the content to match your internal policies and reporting procedures
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Review and update your anti-harassment policy if needed
These courses are fully editable and suitable for organizations of all sizes.
