Question 1

Is anti-harassment training legally required?

Accepted Answer

Yes in many US states and as a practical matter for the Faragher/Ellerth federal defence. California AB 1825 / SB 1343, New York NYSHA, Illinois IHRA, Connecticut, Washington, Maine, and Delaware each legally require it, with specific minute counts and supervisor splits. EU member states implementing Directive 2006/54/EC require preventive measures including training. Federal Title VII case law treats documented training as a key element of the affirmative defence.

Question 2

How does the California requirement work?

Accepted Answer

California AB 1825 (supervisors) and SB 1343 (non-supervisors) require employers with 5+ employees to provide 2 hours of training to supervisors and 1 hour to non-supervisors every 2 years. New hires must be trained within 6 months. Content must include sexual harassment, abusive conduct, gender identity / sexual orientation harassment, and bystander intervention. Our CA module hits all required elements and the right minute count automatically.

Question 3

How does the New York requirement work?

Accepted Answer

NYSHA requires employers (any size) to provide annual interactive sexual harassment prevention training to all employees, including specific elements: explanation of sexual harassment, examples, federal/state/local remedies, employee rights of redress, and supervisor responsibilities. New York City has additional requirements (NYC Human Rights Law). Our NY module is calibrated to both state and NYC requirements.

Question 4

Do you cover CA SB 553 workplace violence prevention?

Accepted Answer

Yes — CA SB 553 (in force July 2024) requires almost every California employer with 10+ employees to maintain a Workplace Violence Prevention Plan and train all employees annually. We have a dedicated SB 553 module that bundles with the AB 1825 / SB 1343 anti-harassment training for California rollouts.

Question 5

How does multi-state rollout work?

Accepted Answer

Our enterprise rollout maps each employee to their state of work and serves the state-specific module automatically. Supervisors get the supervisor track, non-supervisors get the non-supervisor track. The dashboard reports compliance per state. One contract, one CSM, one evidence package — covers all states simultaneously.

Question 6

What is the Faragher/Ellerth defence?

Accepted Answer

A US federal affirmative defence (from Faragher v. Boca Raton and Burlington Industries v. Ellerth) that lets employers avoid Title VII liability for supervisor harassment if they (a) exercised reasonable care to prevent and correct harassment, and (b) the complainant unreasonably failed to use the employer's procedures. Documented anti-harassment training is the most-cited evidence under prong (a). Our evidence package is specifically designed to support this defence.

Question 7

How does pricing work for a team of 500 employees?

Accepted Answer

Enterprise pricing is volume-based with discount tiers at 25, 50, 100, 250, and 500+ seats. A 500-seat rollout typically lands 35–40% below list price. Multi-year terms unlock further discounts and include the annual refresher cycle plus content updates as state requirements evolve.

Question 8

Can we add custom modules — e.g. our reporting procedure?

Accepted Answer

Yes. We routinely add policy attestations and custom modules: harassment policies, reporting procedures, non-retaliation commitments, workplace violence plans, dignity-at-work charters. Your CSM scopes the additions during onboarding.

Question 9

Do you offer single sign-on and SCIM?

Accepted Answer

Yes — SAML 2.0, OIDC, and SCIM provisioning are included on enterprise plans. New employees are auto-enrolled into the right state-specific module based on their work location; leavers are de-provisioned automatically.

Question 10

Can we white-label certificates and learner emails?

Accepted Answer

Yes — your logo is added to certificates and learner-facing emails on every enterprise plan. Single-tenant white-label and custom domain are available on request.

Done-for-you anti-harassment training for your whole workforce

Why anti-harassment training is mandatory — not optional

Role-based
by default.

All Employees

Supervisors & Managers

HR & People Ops

Senior Leadership

Multi-State Workforces

Workplace Violence (CA SB 553)

From kickoff to fully trained in under four weeks.

Scope your risk

Tailor & integrate

Deploy & evidence

What every enterprise rollout includes

Managed rollout in 5 business days

State-compliant audit-ready evidence

Manager dashboard & reporting

Single sign-on (SSO) & SCIM

Annual refresher cycle built-in

Custom modules & policy attestations

Common questions.

Ready to brief us on your team rollout?