Nebraska Training Requirements
While Nebraska law does not require sexual harassment training, both state and federal agencies—including the Nebraska Equal Opportunity Commission (NEOC)—strongly recommend it. Employers are encouraged to offer harassment prevention training that reflects internal policies and federal legal standards such as Title VII of the Civil Rights Act and the Nebraska Fair Employment Practice Act (FEPA).
It’s advisable to train new employees within their first year and offer annual refreshers for all staff.
For a quick reference, here’s how it breaks down:
| Requirement Area |
What You Need to Know |
| Who Must Comply |
All public and private Nebraska employers |
| Who Must Be Trained |
All employees and supervisors (recommended) |
| When to Train |
Within 1 year of employment (recommended) |
| Training Duration |
1 hour minimum (recommended) |
| Training Frequency |
Annual refreshers recommended |
| Training Format |
In-person or online; should include interactive elements |
| Recordkeeping |
Not required by law but recommended to show good-faith compliance |
Who must be trained in Nebraska, and when should the training happen?
Although not mandated, it is strongly encouraged that Nebraska employers train all employees and supervisors, especially during onboarding or within the first year of employment. This helps establish expectations early and supports a respectful workplace from the start.
How often must training be conducted, and how long should it be?
While no specific law exists, the recommended best practice is to:
Frequent education shows employees that harassment prevention is a company priority.
What topics must be included in Nebraska sexual harassment training?
Training should address:
-
The definition of sexual harassment under FEPA and Title VII
-
Examples of inappropriate conduct and what qualifies as a hostile work environment
-
Your company’s internal reporting procedures
-
Employee rights and anti-retaliation protections
-
Customization to include real-world scenarios and company-specific policies
This tailored approach makes training more relevant and actionable.
Are there any training requirements for new hires or supervisors?
Even though not required, it is recommended that:
-
New hires receive harassment prevention training within their first year
-
Supervisors and managers receive enhanced training on handling complaints, managing confidentiality, and ensuring fairness
Leadership training helps prevent issues from escalating and fosters early intervention.
What are the recordkeeping requirements for Nebraska employers?
There is no law requiring documentation, but you should maintain:
-
Training attendance logs or digital completion certificates
-
Dates of training and employee role (e.g., manager vs. staff)
-
A record of the training curriculum used
These records support internal accountability and are useful in case of audits or legal claims.
What law governs sexual harassment training in Nebraska?
Sexual harassment is addressed under:
While neither requires training explicitly, both prohibit harassment and mandate that employers take reasonable steps to prevent and address it.
Providing training shows a good-faith effort to comply and helps reduce legal exposure.
How can employees file a harassment complaint in Nebraska?
Employees can:
Employees should keep documentation like messages, notes, or witness names to support their claim.
Where do I find a sexual harassment training program that complies with my workplace requirements?
Below are expert-designed, state-aligned training courses that can be customized to fit your organization. Before rolling them out to your team, be sure to:
Each course is fully editable to help you foster a respectful and legally conscious work environment.
