New Mexico Training Requirements
While New Mexico does not legally require sexual harassment training, the New Mexico Human Rights Act prohibits workplace harassment and discrimination based on a wide range of protected characteristics. These include sex, sexual orientation, gender identity, race, religion, age, disability, national origin, and more.
The Equal Employment Opportunity Commission (EEOC) also encourages employers to offer regular harassment prevention training as a best practice to minimize risk, improve culture, and ensure compliance.
Employers are encouraged to train all employees within the first year of hire and refresh this training annually to reinforce expectations and reporting protocols.
Here’s a quick-reference guide to help you stay on track:
| Requirement Area |
What You Need to Know |
| Who Must Comply |
All employers in New Mexico |
| Who Must Be Trained |
All employees and supervisors (recommended) |
| When to Train |
Within 1 year of hiring (recommended) |
| Training Duration |
1 hour minimum |
| Training Frequency |
Annual refreshers recommended |
| Training Format |
Online or in-person; interactive content is encouraged |
| Recordkeeping |
Not legally required, but advisable for demonstrating good-faith compliance |
Who must be trained in New Mexico, and when should the training happen?
Although not required by law, all New Mexico employers are strongly encouraged to provide training to new hires within their first year. Including both entry-level staff and supervisors ensures a consistent understanding of acceptable conduct and reporting responsibilities.
How often must training be conducted, and how long should it be?
Employers should aim to:
Frequent training helps establish a culture of respect and reduces the chance of legal exposure.
What topics must be included in New Mexico sexual harassment training?
Your training should cover:
-
A breakdown of state and federal anti-harassment laws
-
Definitions and examples of sexual harassment
-
How to report harassment internally or externally
-
Information on retaliation prevention of sexual harassment
-
Optional but encouraged: bystander intervention strategies
These elements promote clarity, accountability, and a stronger reporting culture.
Are there any training requirements for new hires or supervisors?
While not required, it’s recommended that:
-
New employees receive training within one year of hire
-
Supervisors undergo additional training covering response protocols, documentation, and workplace leadership
Supervisor training reduces liability by empowering management to intervene and resolve issues properly.
What are the recordkeeping requirements for New Mexico employers?
There are no formal recordkeeping laws, but best practices include:
-
Logging training completion dates and attendance
-
Retaining training materials and signed acknowledgments
-
Maintaining evidence of updates to your harassment policy
Keeping records demonstrates your commitment to prevention and provides protection if claims arise.
What law governs sexual harassment training in New Mexico?
Sexual harassment is addressed under the New Mexico Human Rights Act, which protects employees from discrimination and harassment based on protected traits. Additionally:
-
HB 21 (2020) bans the use of non-disclosure agreements (NDAs) in sexual harassment settlements
-
The law prioritizes transparency, accountability, and the empowerment of victims to report misconduct
Together, these protections guide employer responsibilities and reinforce the importance of training.
How can employees file a harassment complaint in New Mexico?
Employees may:
Filing should include specific details, including dates, supporting documents, and witness accounts, if possible.
Where do I find a sexual harassment training program that complies with my workplace requirements?
Below are expert-developed, New Mexico-ready training programs designed for employers seeking to promote a respectful and inclusive workplace. Before launching your training, be sure to:
-
Brand the course with your company’s name and leadership message
-
Incorporate internal policies and reporting contacts
-
Align the content with EEOC guidelines and New Mexico law
These courses are fully editable and built for both compliance and impact.
