Oregon Training Requirements
Although Oregon does not legally require sexual harassment training, the Bureau of Labor and Industries (BOLI) strongly encourages it. Providing such training helps employers comply with the Oregon Workplace Fairness Act (OWFA) and other anti-discrimination protections under Oregon law.
Employers are encouraged to train all employees within 1 year of hire and repeat training annually to reinforce a safe, respectful, and legally compliant workplace.
Here’s a brief overview of the training expectations:
| Requirement Area |
What You Need to Know |
| Who Must Comply |
All public and private employers in Oregon |
| Who Must Be Trained |
All employees and supervisors (recommended) |
| When to Train |
Within 1 year of hire (recommended) |
| Training Duration |
1 hour minimum (recommended) |
| Training Frequency |
Annual refresher training recommended |
| Training Format |
Online or in-person; must be accessible and interactive |
| Recordkeeping |
Not legally required but highly recommended |
Who must be trained in Oregon, and when should the training happen?
Even though training is not mandated, all Oregon employees and supervisors should be trained within their first year of employment. Early education helps establish expectations and ensures compliance with anti-harassment laws.
How often must training be conducted, and how long should it be?
Recommended best practices suggest:
This consistent approach supports a respectful and inclusive work culture.
What topics must be included in Oregon sexual harassment training?
Training should include:
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Definition of harassment and hostile work environments
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Examples of prohibited behaviors
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Reporting mechanisms for filing complaints internally or externally
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Anti-retaliation protections
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Overview of Oregon Workplace Fairness Act (OWFA) provisions, such as NDA restrictions and extended complaint timelines
Customizing content to reflect your organization’s policies and values is also encouraged.
Are there any training requirements for new hires or supervisors?
While there is no formal mandate:
Empowering leadership ensures prompt, respectful resolution of any workplace concerns.
What are the recordkeeping requirements for Oregon employers?
There’s no legal obligation to maintain training records, but it’s smart practice to:
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Keep attendance logs and training completion certificates
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Save copies of training materials used
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Retain records for future legal defense or audits
Documentation strengthens your organization’s commitment to compliance and respect.
What law governs sexual harassment training in Oregon?
Key regulations include:
Although training isn't mandatory, noncompliance with anti-harassment standards can lead to costly legal consequences.
How can employees file a harassment complaint in Oregon?
Employees can:
Under OWFA, employees now have up to 5 years to file a discrimination or harassment claim, offering significant protections compared to prior laws.
Where do I find a sexual harassment training program that complies with my workplace requirements?
Below are expert-developed, state-aligned harassment training courses crafted to meet EEOC recommendations and OWFA best practices. Before implementing them, be sure to:
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Customize training materials to reflect your company's reporting procedures
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Incorporate key elements from OWFA into your policy overview
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Brand your course with your organization’s name and leadership message
