Connecticut Sexual Harassment Training Requirements: What Employers Need to Know
Sexual harassment prevention remains a critical compliance responsibility for employers across the United States. In Connecticut, these responsibilities are especially significant under the Time’s Up Act, signed into law on June 18, 2019. This legislation expanded training and posting requirements for organizations, strengthened employee protections, and extended the timeframe for filing complaints.
If your company has employees working in Connecticut, it’s essential to understand the requirements and stay compliant. Below, we break down the key training obligations, recordkeeping expectations, and penalties under the law.
Who Must Provide Training?
- Employers with 3 or more employees must provide two hours of sexual harassment prevention training to all employees, regardless of job title or seniority.
- Training must be provided within six months of hire for new employees.
- For existing employees, the original compliance deadline was May 20, 2021 for those who had not yet received training.
Training Frequency and Retraining Requirements
- Employers must provide supplemental training at least once every 10 years.
- The Connecticut Commission on Human Rights and Opportunities (CHRO) recommends retraining at least every 3 years, aligning with federal Equal Employment Opportunity Commission (EEOC) guidelines.
What Must the Training Cover?
Connecticut law requires training to be at least two hours in length and to include the following:
- An overview of federal and state laws prohibiting sexual harassment.
- The legal definition of sexual harassment under Connecticut law.
- Examples of conduct that constitutes harassment, noting that it may involve people of the same or different sex.
- Remedies available in harassment cases, including reinstatement, back pay, and compensatory damages.
- A reminder that individuals who engage in harassment may face civil and criminal penalties.
- Practical strategies for preventing harassment in the workplace.
Interactive Training Requirement
The CHRO has clarified that online training is acceptable, but it must be interactive. That means employees must have the opportunity to ask questions and receive answers in a reasonable timeframe.
Posting and Notification Obligations
- Posting: Employers with three or more employees must display a poster in a visible location explaining the illegality of sexual harassment and remedies available.
- Email Distribution: Within three months of an employee’s start date, employers must also provide this information by email (subject line: “Sexual Harassment Policy” or similar). If an employer doesn’t provide company email accounts, the information must be shared via personal email, text, or posted on the employer’s website.
Recordkeeping Recommendations
Although there is no formal recordkeeping mandate, the CHRO encourages employers to keep documentation for at least one year. These records should include:
- Training curriculum and content.
- Trainer qualifications and contact information.
- Names, titles, and dates of employees trained.
Enforcement and Penalties
The CHRO has the authority to inspect workplaces to ensure compliance. Employers who fail to meet posting or training requirements may face fines of up to $750. Noncompliance also increases risk exposure in lawsuits, making it more difficult for employers to prove they took adequate steps to prevent harassment.
Expanded Employee Protections
The Time’s Up Act also enhanced anti-retaliation provisions. Employers may not change an employee’s working conditions (such as relocation or schedule changes) as a form of corrective action unless the employee agrees in writing.
Additionally:
- Employees now have 300 days to file a harassment complaint with the CHRO.
- Successful claimants can recover attorney’s fees and costs, and in court, even punitive damages.
Key Takeaway for Employers
The Connecticut Time’s Up Act reflects a broader trend: employers are increasingly held accountable for creating safe, respectful, and legally compliant workplaces. Regular training, transparent communication, and strong recordkeeping are not just legal obligations—they are essential practices for building a culture of respect and protection for all employees.
👉 Need help meeting your compliance obligations?
American Sensitivity Training.com provides engaging, interactive, and legally compliant training programs that help organizations meet state and federal requirements while fostering inclusive workplace cultures.