California Harassment Training Requirements: The Complete Employer Guide for 2026

Quick Summary: California Harassment Training at a Glance

Requirement	Details
Who must comply	All employers with 5 or more employees (including temps, contractors)
Supervisors	2 hours of training every 2 years
Non-supervisory employees	1 hour of training every 2 years
New hires	Must be trained within 6 months of hire or promotion
Seasonal/temp workers	Within 30 days of hire or 100 hours worked (whichever comes first)
Training format	Classroom, e-learning, webinar, or other "effective interactive training"
Enforcement	Civil Rights Department (CRD, formerly DFEH)

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Reading time: 16 min read

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Executive Summary

California has the most comprehensive workplace harassment training requirements in the United States. Since January 1, 2020, every employer with 5 or more employees must provide sexual harassment prevention training to all workers—not just supervisors.

The requirements aren't optional, and the stakes are high:

Failure to provide mandated training doesn't just invite regulatory scrutiny—it can be used against you in harassment lawsuits as evidence that you failed to take reasonable steps to prevent harassment.

This guide explains California's harassment training requirements in practical terms: who needs training, what the training must cover, when it must be completed, and how to build a programme that actually prevents harassment—not just checks a compliance box.

"California's harassment prevention training requirements set the gold standard for workplace safety. By mandating regular, interactive training for all employees, the state has created a framework that other jurisdictions are beginning to follow."
— Kevin Kish, former Director, California Civil Rights Department (CRD), calcivilrights.ca.gov

The Business Case Beyond Compliance

Training isn't just about avoiding penalties. Organisations with strong harassment prevention programmes experience:

• Lower turnover — Employees stay where they feel safe
• Reduced litigation costs — Prevention is cheaper than defence
• Better workplace culture — Clear expectations improve behaviour
• Stronger recruiting — Top talent seeks respectful workplaces
• Protected reputation — One incident can define your brand

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Need compliant harassment training? Our Anti-Harassment Compliance course meets California's content requirements and provides documentation for your records.

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The Legal Framework: SB 1343 and AB 1825

California's harassment training requirements come from two key pieces of legislation:

AB 1825 (2004): Supervisory Training

Aspect	Requirement
Effective date	January 1, 2005
Covered employers	50+ employees
Who must be trained	Supervisors only
Training duration	2 hours minimum
Frequency	Every 2 years

SB 1343 (2018): Expanded to All Employees

Aspect	Requirement
Effective date	January 1, 2020
Covered employers	5+ employees (expanded from 50+)
Who must be trained	All employees (expanded from supervisors only)
Training duration	2 hours for supervisors; 1 hour for non-supervisors
Frequency	Every 2 years

Key Changes Under SB 1343

Before SB 1343	After SB 1343
Only employers with 50+ employees	All employers with 5+ employees
Only supervisors trained	All employees trained
No requirement for non-supervisors	1-hour training for non-supervisors
Limited content requirements	Expanded content including gender identity, expression, and orientation

Governing Regulations

The California Civil Rights Department (CRD)—formerly the Department of Fair Employment and Housing (DFEH)—issues regulations implementing these requirements:

• California Code of Regulations, Title 2, Section 11024 — Training requirements
• Government Code Section 12950.1 — Statutory basis

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Who Must Be Trained?

Employers Covered

All California employers with 5 or more employees, including:

Included	Notes
Full-time employees	Standard employment
Part-time employees	Regardless of hours
Temporary employees	Including seasonal
Independent contractors	If employer has 5+ including contractors
Unpaid interns	Count toward threshold and must be trained
Volunteers	If performing services similar to employees

Counting Employees

Count toward 5-employee threshold	Don't count
All California-based employees	Out-of-state employees (for threshold only)
Part-time workers	—
Seasonal/temporary workers	—
Independent contractors in some cases	—

Important: The 5-employee threshold is based on employees anywhere in California, but training is required for employees working in California regardless of where the employer is headquartered.

Who Needs What Training?

Employee Type	Training Required	Duration
Supervisors	Supervisory harassment training	2 hours
Non-supervisory employees	Non-supervisory harassment training	1 hour
Managers (non-supervisory)	Non-supervisory (unless they supervise others)	1 hour
Executives	Supervisory (if they supervise anyone)	2 hours
Remote workers	Same as their classification	1 or 2 hours
Temporary workers	Non-supervisory (typically)	1 hour

Defining "Supervisor"

A supervisor is anyone who:

Supervisory Authority	Examples
Has authority to hire, fire, or promote	Department heads, managers
Can transfer, suspend, or discipline	HR managers, operations managers
Can assign or direct work	Team leads, shift supervisors
Can reward employees	Managers who approve bonuses
Can respond to grievances	Anyone handling employee complaints
Effectively recommends any of the above	Senior employees whose recommendations are typically followed

When in doubt, train as a supervisor. The extra hour of training provides more protection, and there's no penalty for "over-training."

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Training Content Requirements

California regulations specify minimum content that harassment training must include. Supervisory training must cover everything required for non-supervisory training, plus additional supervisor-specific content.

Required Content: All Employees (1 Hour Minimum)

Topic	What Must Be Covered
Definition of harassment	What constitutes unlawful harassment under FEHA
FEHA protected categories	Sex, race, religion, national origin, disability, age, sexual orientation, gender identity, gender expression, and other protected classes
Types of harassment	Quid pro quo, hostile work environment
Sexual harassment examples	Verbal, physical, visual, and written conduct
Abusive conduct / bullying	Definition and examples (even if not discriminatory)
Remedies available	What victims can recover
Complaint process	How to report harassment internally and to CRD
Retaliation prohibition	Protection for those who report or participate in investigations
Bystander intervention	Strategies for employees who witness harassment
Resources	Contact information for CRD and other resources

Additional Required Content: Supervisors (2 Hours Total)

Topic	What Must Be Covered
Supervisor's role	Obligation to prevent and respond to harassment
Reporting obligations	When and how supervisors must report
Investigation procedures	How complaints should be handled
Documentation requirements	What records must be maintained
Corrective action	Appropriate responses to substantiated complaints
Personal liability	Individual liability for supervisors under FEHA
Practical scenarios	Role-playing or case studies involving supervisor decisions

Content Updates Required

Training content must be updated to reflect:

Update Type	Requirement
Legal changes	New laws, regulations, or court decisions
Expanded protected classes	As FEHA is amended
New guidance	CRD advisories and FAQ updates
Case law developments	Significant California or federal court rulings

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Our training covers all required topics. Anti-Harassment Compliance course meets California content requirements with regular updates.

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Training Timelines and Deadlines

Initial Training

Employee Type	Deadline
New hires	Within 6 months of hire date
Promoted to supervisor	Within 6 months of promotion
Seasonal/temporary workers	Within 30 calendar days of hire OR within 100 hours worked, whichever comes first

Refresher Training

Requirement	Timeline
All employees	Once every 2 years from date of last training
Recommended practice	Annual training to reinforce concepts and address new issues

Training Cycle Example

Event	Training Due
Employee hired January 1, 2026	By July 1, 2026 (6 months)
First training completed March 15, 2026	Next training due by March 15, 2028 (2 years)
Employee promoted to supervisor June 1, 2026	Supervisory training by December 1, 2026 (6 months)

Credit for Prior Training

Scenario	Credit Allowed?
Training from previous California employer	Yes, if within 2-year cycle and properly documented
Training from out-of-state employer	No, must complete California-compliant training
Training that didn't meet all requirements	No, must complete compliant training
Voluntary training before deadline	Yes, starts new 2-year cycle

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What Qualifies as "Effective Interactive Training"?

California requires "effective interactive training"—not just watching a video or reading a policy. The regulations specify what qualifies:

Acceptable Training Formats

Format	Requirements
Classroom training	Live instructor, opportunity for questions
E-learning	Interactive elements, ability to ask questions (within 2 business days)
Webinar	Live with Q&A capability
Audio/video + discussion	Must include interactive component
Blended learning	Combination of above methods

Required "Interactive" Elements

Element	Purpose
Questions and answers	Allow employees to ask questions and receive answers
Hypothetical scenarios	Apply concepts to realistic situations
Quizzes or assessments	Test comprehension
Discussion opportunities	For classroom/webinar formats
Skill-building exercises	Practice appropriate responses

What Doesn't Qualify

Not Compliant	Why
Reading a policy and signing acknowledgment	No interactive component
Watching a video with no interaction	Passive learning only
PowerPoint without Q&A or exercises	No engagement
Training less than required duration	Doesn't meet time requirement
Generic training not covering FEHA	Missing required content

Trainer Qualifications

Trainer Type	Requirements
Attorneys	Licensed to practice in California, specialised in employment law
HR professionals	Minimum 2 years' practical experience in harassment prevention
Professors/instructors	Post-secondary employment law instructors
Qualified trainers	Demonstrated knowledge of harassment prevention
E-learning providers	Must design training with qualified expert input

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Documentation and Recordkeeping

What Records Must Be Maintained

Document	Retention Period
Training completion records	3 years minimum (recommended: 4+ years for litigation protection)
Training content/materials	2 years (to demonstrate compliance with content requirements)
Training provider credentials	2 years
Sign-in sheets (classroom)	3 years
Electronic completion certificates	3 years

Required Information in Training Records

Data Point	Purpose
Employee name	Identify who was trained
Training date	Establish timeline compliance
Training duration	Confirm minimum time met
Trainer name/credentials	Demonstrate qualified trainer
Training format	Show interactive method used
Topics covered	Confirm content requirements met
Employee acknowledgment	Evidence of completion

Sample Recordkeeping System

Training Record Template

Employee: [Name]
Employee ID: [ID]
Position: [Title]
Classification: [ ] Supervisor [ ] Non-Supervisor
Training Type: [ ] Initial [ ] Refresher
Training Date: [Date]
Training Duration: [ ] 1 hour [ ] 2 hours
Training Format: [ ] Classroom [ ] E-learning [ ] Webinar
Training Provider: [Provider name]
Trainer: [Name and credentials]
Topics Covered: [Checklist of required topics]
Assessment Score: [If applicable]
Certificate Number: [If applicable]
Next Training Due: [Date + 2 years]

Employee Signature: _________________ Date: _______
HR Signature: _________________ Date: _______

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Penalties for Non-Compliance

Direct Regulatory Consequences

Violation	Potential Consequence
Failure to provide training	CRD investigation, corrective order
Inadequate training content	Required to retrain all employees
Missing documentation	Presumption of non-compliance
Pattern of non-compliance	Enhanced penalties, monitoring

Litigation Consequences

The more significant risk is how non-compliance affects harassment lawsuits:

Impact	How It Hurts You
Affirmative defence weakened	Harder to claim you took reasonable steps
Punitive damages more likely	Shows "conscious disregard" for employee safety
Settlement pressure increases	Weak compliance record = weak negotiating position
Jury perception	"They didn't even bother to train employees"

The Faragher-Ellerth Defence

In harassment lawsuits, employers can assert an affirmative defence if they can show:

1. They exercised reasonable care to prevent and correct harassment
2. The employee unreasonably failed to use available complaint procedures

Without compliant training, the first element is nearly impossible to prove.

Real-World Consequences

Scenario	Outcome
No training programme	Employer held liable for supervisor harassment; $2.4M verdict
Outdated training	Couldn't assert affirmative defence; $1.1M settlement
Inadequate documentation	Couldn't prove training occurred; paid $750K to settle
Compliant programme	Successfully asserted defence; case dismissed

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Protect your organisation. Our Anti-Harassment Compliance course provides compliant training with full documentation.

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Building Your Harassment Prevention Programme

Training is just one component of an effective harassment prevention programme. California regulations and best practices call for a comprehensive approach:

Component 1: Written Policy

Element	Content
Prohibition statement	Clear statement that harassment is prohibited
Definitions	What constitutes harassment under FEHA
Protected classes	All categories protected under California law
Reporting procedures	Multiple avenues for complaints
Investigation process	How complaints will be handled
No retaliation	Protection for those who report
Consequences	Disciplinary measures for violations

Component 2: Training Programme

Element	Implementation
Compliant content	All required topics covered
Appropriate duration	2 hours supervisors, 1 hour non-supervisors
Interactive format	Q&A, scenarios, assessments
Qualified trainers	Attorneys, HR professionals, or qualified providers
Timely delivery	Within 6 months for new hires; every 2 years
Documentation	Complete records maintained

Component 3: Complaint Process

Element	Requirements
Multiple reporting channels	Supervisor, HR, hotline, executive
Confidentiality	To extent possible
Prompt investigation	Timely response to all complaints
Fair process	Impartial investigation
Documented outcomes	Records of findings and actions
Follow-up	Check on complainant; monitor for retaliation

Component 4: Enforcement

Element	Action
Consistent discipline	Apply consequences uniformly
Appropriate severity	Match response to violation
Documentation	Record all disciplinary actions
No retaliation	Protect complainants and witnesses
Continuous improvement	Learn from incidents

Programme Checklist

Component	Status
☐ Written anti-harassment policy	Distributed to all employees
☐ Training programme	Compliant content, documented completion
☐ Complaint procedure	Multiple channels, communicated to all
☐ Investigation process	Defined procedures, trained investigators
☐ Recordkeeping system	Training records, complaint files maintained
☐ Regular review	Annual programme assessment

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Top 5 California Harassment Training Mistakes

1. Treating Training as a Checkbox

The mistake: Providing the minimum required training with no follow-up or reinforcement.

The reality: One hour every two years doesn't change culture. Employees forget most content within months.

The fix: Supplement required training with ongoing communication, manager reinforcement, and annual refreshers. Make harassment prevention part of your culture, not just your compliance calendar.

2. Misclassifying Supervisors

The mistake: Giving 1-hour non-supervisory training to employees who have supervisory authority.

The reality: Many roles have supervisory functions even without "supervisor" in the title. Team leads, senior employees who direct work, and anyone who effectively recommends employment decisions may be supervisors.

The fix: Audit your workforce for supervisory authority, not just titles. When in doubt, provide supervisory training.

3. Missing the New Hire Window

The mistake: Waiting until the next scheduled training cycle to train new employees.

The reality: New hires must be trained within 6 months (or 30 days/100 hours for temps). You can't wait for the annual training session.

The fix: Implement onboarding training that includes harassment prevention. Use e-learning for flexibility with new hires.

4. Inadequate Documentation

The mistake: Conducting training but not maintaining proper records.

The reality: If you can't prove training happened, regulators and courts assume it didn't. Documentation is your evidence of compliance.

The fix: Create a systematic recordkeeping process. Maintain training records for at least 3 years (4+ recommended).

5. Failing to Update Content

The mistake: Using the same training content for years without updates.

The reality: California law evolves. Training that was compliant in 2020 may miss content required in 2026.

The fix: Review training content annually. Ensure your provider updates materials when laws change.

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Conclusion: Training as Prevention

California's harassment training requirements exist for a reason: training works. Research consistently shows that organisations with comprehensive harassment prevention programmes experience fewer incidents, faster resolution when incidents occur, and better outcomes in litigation.

But training only works when it's done right:

• Compliant content that covers all required topics
• Interactive delivery that engages employees
• Timely completion that meets California's deadlines
• Thorough documentation that proves your programme
• Ongoing reinforcement that builds lasting culture change

The goal isn't just to check a box—it's to create a workplace where harassment doesn't happen, where employees know how to respond if it does, and where your organisation can demonstrate it took reasonable steps to prevent harm.

Strategic Takeaways for 2026

Priority	Action
Immediate	Audit current training compliance—who needs training and when
Short-term	Implement compliant training for any overdue employees
Medium-term	Build systematic onboarding to capture new hires
Ongoing	Maintain documentation and refresh training every 2 years
Culture	Reinforce training with ongoing communication and leadership example

Ready to implement compliant harassment training?

CompliQuest's Anti-Harassment Compliance course meets all California requirements, provides interactive content, and includes documentation for your records.

Browse All Courses · Contact Us

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Frequently Asked Questions

Is harassment prevention training required in California?

Yes, harassment prevention training is required by California law for all employers with five or more employees. This requirement was expanded by SB 1343 (effective January 1, 2020), which extended the earlier AB 1825 mandate from employers with 50+ employees down to those with just 5 or more. The law requires supervisors to receive 2 hours of training and non-supervisory employees to receive 1 hour of training every two years. This is not optional—it is a legal mandate under California Government Code Section 12950.1. The training must be "effective interactive training" that meets specific content requirements set by the California Civil Rights Department (CRD). The CRD's FAQ on harassment training provides authoritative guidance on the requirements.

Who needs harassment prevention training in California?

Every employee working in California for an employer with 5 or more workers must receive harassment prevention training. This includes full-time employees, part-time employees, temporary and seasonal workers, unpaid interns, and volunteers performing employee-like services. Supervisors must receive 2 hours of training, while non-supervisory employees must receive 1 hour. The definition of "supervisor" is broad under California law—it includes anyone who has authority to hire, fire, transfer, suspend, discipline, assign work, reward employees, or respond to grievances, as well as anyone whose recommendations on these actions are typically followed. When in doubt, employers should provide the 2-hour supervisory training. The California Civil Rights Department provides detailed guidance on who qualifies as a supervisor.

How often must California harassment training be completed?

California law requires harassment prevention training to be completed every two years from the date of the last training. New employees must be trained within 6 months of their hire date or date of promotion to a supervisory role. Seasonal and temporary workers must be trained within 30 calendar days of hire or within 100 hours worked, whichever comes first. While the legal minimum is biennial training, many compliance experts recommend annual refresher training to reinforce concepts, address new legal developments, and maintain a strong prevention culture. Training completed at a previous California employer counts toward the two-year cycle if it was compliant and properly documented. The regulations are detailed in California Code of Regulations, Title 2, Section 11024.

What must California harassment training cover?

California regulations specify mandatory content that all harassment training must include. For all employees, required topics include: the definition of unlawful harassment under FEHA, all protected categories (sex, race, religion, national origin, disability, age, sexual orientation, gender identity, gender expression, and others), types of harassment (quid pro quo and hostile work environment), abusive conduct and bullying, complaint procedures (internal and to CRD), retaliation protections, and bystander intervention strategies. Supervisor training must additionally cover the supervisor's obligation to prevent and respond to harassment, reporting requirements, investigation procedures, documentation, corrective action, and personal liability. Training content must be updated to reflect legal changes. The CRD's training toolkit includes a free online training option that meets minimum requirements.

What are the penalties for not providing harassment training in California?

The direct regulatory penalties for failing to provide training include CRD investigation, corrective orders requiring the employer to retrain all employees, and enhanced monitoring for patterns of non-compliance. However, the more significant risk is in litigation. When a harassment lawsuit is filed, failure to provide mandated training severely undermines the employer's ability to assert the Faragher-Ellerth affirmative defence, which requires showing the employer took "reasonable care to prevent and correct" harassment. Courts view absent or inadequate training as evidence of conscious disregard for employee safety, making punitive damages more likely. Published verdicts show that employers without compliant training programmes have faced judgments ranging from $750,000 to over $2.4 million. The California Department of Industrial Relations provides resources on employer compliance obligations.

Does California harassment training apply to remote workers?

Yes, California's harassment prevention training requirements apply to all employees working in California, including remote workers. If an employee is based in California or performs work in California, they must receive the mandated training regardless of where the employer is headquartered. For employers with remote workforces, e-learning is a common delivery method that meets the "effective interactive training" standard, provided it includes interactive elements such as questions and answers, hypothetical scenarios, quizzes, and the ability to ask a trainer questions within two business days. Remote workers may also participate via live webinars with Q&A capability. The training must still meet all content requirements and duration minimums (1 hour for non-supervisors, 2 hours for supervisors). The CRD's guidance confirms that e-learning meets the interactive training standard.

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