New Hampshire Training Requirements
New Hampshire does not legally require sexual harassment training for private or public sector employers. However, the Equal Employment Opportunity Commission (EEOC) and legal precedent recommend employers provide such training to prevent workplace harassment and reduce liability.
Under RSA 354-A—New Hampshire’s anti-discrimination law—employees are protected against harassment and retaliation when reporting misconduct. While not enforced by statute, providing harassment training is considered a best practice across all industries.
Employers are encouraged to train new hires within the first year and conduct refresher sessions annually.
Here’s a quick-glance overview to guide your training strategy:
| Requirement Area |
What You Need to Know |
| Who Must Comply |
All employers operating in New Hampshire |
| Who Must Be Trained |
All employees, including 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 content preferred |
| Recordkeeping |
Not required but advisable for internal accountability and EEOC audits |
Who must be trained in New Hampshire, and when should the training happen?
While not required by law, all New Hampshire employers are encouraged to train their entire workforce, including supervisors, to recognize and prevent harassment. Training should be completed within one year of hire, and ideally incorporated into the company’s onboarding process.
How often must training be conducted, and how long should it be?
Though not dictated by statute, best practices recommend:
Consistent, scheduled training fosters awareness and ensures your policies are top-of-mind.
What topics must be included in New Hampshire sexual harassment training?
Training should address:
-
The definition of harassment under state and federal law
-
Clear examples of prohibited conduct in the workplace
-
The reporting process, both internally and through external agencies
-
An explanation of retaliation protections
-
The role of bystanders and how to intervene appropriately
-
Tips for fostering a respectful work environment
Customization for your organization’s policies will further improve engagement and relevance.
Are there any training requirements for new hires or supervisors?
While not mandatory, it’s advised to:
-
Provide training to new employees within 12 months of hiring
-
Ensure supervisors receive deeper training on how to respond to reports, maintain confidentiality, and follow internal procedures
Supervisors should also be trained to recognize early signs of harassment and how to lead by example.
What are the recordkeeping requirements for New Hampshire employers?
New Hampshire law does not require documentation, but employers should maintain:
-
Training completion records (dates, attendees)
-
Signed acknowledgments of participation and policy review
-
Copies of training materials used
This information supports your good-faith efforts to prevent harassment and can be useful in EEOC investigations.
What law governs sexual harassment training in New Hampshire?
The governing statute is RSA 354-A, which prohibits workplace discrimination and harassment based on protected characteristics. It also:
-
Protects employees from retaliation
-
Requires employers to act promptly when harassment is reported
-
Encourages proactive measures like training and internal reporting systems
Even without a formal mandate, training supports your compliance under both state and federal law.
How can employees file a harassment complaint in New Hampshire?
Employees can:
Employees should include details like dates, witnesses, communications, and other documentation to support their case.
Where do I find a sexual harassment training program that complies with my workplace requirements?
Below are expert-developed, state-ready training courses that align with EEOC best practices and can be customized to suit your team’s needs. Before launching, make sure to:
-
Add your organization’s branding and contact information
-
Update your internal policies to reflect current practices
-
Ensure alignment with RSA 354-A and your company’s code of conduct
Each course is fully editable to promote both legal awareness and workplace respect.
