Missouri Training Requirements
Although Missouri does not mandate sexual harassment training for private employers, the Missouri Human Rights Act (MHRA) prohibits sexual harassment and workplace discrimination based on sex, gender identity, and other protected characteristics. Training is strongly recommended by the EEOC and supported by federal court precedents as a preventive strategy.
Employers are encouraged to provide harassment training within the first year of employment, especially for supervisors and public-facing employees. Annual refreshers help reinforce best practices and maintain a safe, professional environment for everyone.
Here’s a quick look at the essentials:
| Requirement Area |
What You Need to Know |
| Who Must Comply |
All Missouri employers |
| Who Must Be Trained |
All employees and managers (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 preferred |
| Recordkeeping |
Not required by law, but strongly recommended for internal compliance |
Who must be trained in Missouri, and when should the training happen?
Training is not legally required in Missouri, but it is highly advisable for employers to train all employees and supervisors. Training should be offered within the first year of employment to establish a respectful and compliant workplace from the outset.
How often must training be conducted, and how long should it be?
The recommended training structure includes:
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A 1-hour session for all employees
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Annual refreshers to ensure everyone is up to date with expectations, laws, and internal reporting procedures
Regular training reduces risk and promotes accountability across teams.
What topics must be included in Missouri sexual harassment training?
Training programs should include:
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The definition of sexual harassment under state and federal law
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Examples of unwelcome behavior and hostile work environments
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Your company’s complaint procedures
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Legal consequences of harassment and how to avoid liability
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Anti-retaliation protections for reporting parties
Customizing the training to reflect your workplace culture and policies is highly effective.
Are there any training requirements for new hires or supervisors?
While not required by law, it’s recommended that:
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New hires complete training within 12 months of joining
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Supervisors receive expanded content on managing complaints, maintaining confidentiality, and preventing retaliation
Supervisory-level training is especially important, as these roles are often legally responsible for responding to reported misconduct.
What are the recordkeeping requirements for Missouri employers?
There are no legal requirements, but employers should still:
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Document who attended training and when
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Store training materials and sign-off sheets
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Track updates to policies and refresher sessions
These records can serve as evidence of your efforts to comply with EEOC standards in the event of a claim.
What law governs sexual harassment training in Missouri?
Sexual harassment prevention in Missouri falls under the Missouri Human Rights Act (MHRA). While the MHRA does not require training, it:
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Prohibits harassment based on sex, gender identity, and sexual orientation
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Protects employees from retaliation
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Requires employers to maintain a workplace free from discrimination
Training is a proactive step toward meeting these expectations and avoiding liability.
How can employees file a harassment complaint in Missouri?
Employees can report harassment to:
Supporting documentation such as written communications or witness accounts will help strengthen the case.
Where do I find a sexual harassment training program that complies with my workplace requirements?
Below are expert-developed, Missouri-compliant training courses built to meet legal best practices and organizational needs. Before assigning a course to your team, be sure to:
Each training module is fully editable to help you promote both legal compliance and a respectful work culture.
