New York Sexual Harassment Training Program (eLearning Module)

New York law requires all employers to have a written sexual harassment prevention policy and to provide annual interactive training to all employees. Training must define sexual harassment, include examples of unlawful behavior, describe federal and state laws and remedies, explain employees’ rights to report and seek help, and outline supervisor responsibilities.

Every employee working in New York State must complete annual training, regardless of position, employment status, or number of hours worked. In New York City, independent contractors and short-term workers must also complete training if they work more than 80 hours and at least 90 days during the year.

Training must be provided once every year. New employees should complete the training within 30 calendar days of hire, and all employees must repeat it annually to remain in compliance.

A compliant training program must define sexual harassment, provide examples of inappropriate conduct, describe how to report complaints internally and externally, explain the laws and available remedies, emphasize the prohibition on retaliation, and clarify supervisor responsibilities. WorkWise’s module also includes acknowledgment and complaint forms for documentation.

Yes. NYC’s Human Rights Law applies to employers with 15 or more employees. These employers must provide annual interactive training to all staff and to independent contractors who work at least 80 hours and for 90 or more days in a calendar year. Contractors count toward the 15-employee threshold, and employers should also train employees who interact with NYC-based workers.

State guidance recommends that new hires complete training as soon as possible, ideally within 30 days of starting employment. In New York City, workers who meet the 80-hour and 90-day threshold must be trained within their first calendar year of employment.

Training must be interactive, meaning employees must be able to participate, ask questions, and receive feedback. It may be conducted online or in person, using methods such as web-based modules with quizzes or classroom sessions with discussions. Watching a video alone without interaction does not meet the legal requirement.

Yes. All employers must adopt and distribute a written policy that prohibits sexual harassment. The policy must include complaint procedures, contact information for reporting, details about state and federal laws, external remedies, and employees’ rights of redress. In New York City, employers must also post required notices and provide an information sheet to new hires.

A compliant policy must:

• Clearly state that harassment is unlawful.
• Explain how employees can file internal complaints.
• Identify the supervisor or designated contact person for reports.
• Describe the investigation process.
• Prohibit retaliation against employees who report harassment.
• Provide external reporting options, including the New York State Division of Human Rights and the Equal Employment Opportunity Commission.

Employers that fail to provide required training or maintain a written policy may face investigations, financial penalties, and civil lawsuits. The New York City Commission on Human Rights can impose civil fines and requires employers to keep detailed training records for inspection.

Employers must collect and keep signed acknowledgment forms, certificates of completion, or digital training records for at least three years. WorkWise’s eLearning module provides built-in acknowledgment and complaint forms to help employers track completion and document compliance.