Beyond California, New York, and Connecticut: Other States with Strong Sexual Harassment Training Laws

Sexual harassment prevention is no longer optional — it’s a compliance requirement in many states across the country. While California, New York, and Connecticut have some of the most comprehensive mandates, other states have also passed robust legislation to protect employees and guide employers.

If your business operates in multiple states, it’s critical to understand where training is required, what must be covered, and how often employees must be retrained. Below is an overview of additional states with strong harassment prevention laws.

Delaware

• Law: Delaware Discrimination in Employment Act (DDEA).
• Who must comply: Employers with 50+ employees.
• Requirements:
  • All employees must receive training within 1 year of hire and every 2 years thereafter.
  • Supervisors must receive additional training, also within 1 year and every 2 years.

Delaware is notable because it specifically requires manager-focused training, emphasizing supervisory responsibilities.

Maine

• Law: Maine Human Rights Act.
• Who must comply: Employers with 15+ employees.
• Requirements:
  • All new employees must be trained within 1 year of hire.
  • Supervisors/managers must receive extra training that explains their unique duties in preventing and addressing harassment.

Maine was one of the first states in the country to enact mandatory harassment training requirements.

Illinois

• Law: Illinois Human Rights Act (IHRA), expanded under SB 75 (effective 2020).
• Who must comply: All employers, regardless of size.
• Requirements:
  • Annual sexual harassment prevention training for all employees.
  • Training must meet minimum standards set by the Illinois Department of Human Rights (IDHR).
  • Restaurants and bars must provide supplemental industry-specific training.

Washington State

• Law: Washington Law Against Discrimination (WLAD) and sector-specific statutes.
• Who must comply: Varies by industry.
• Requirements:
  • Mandatory training for certain sectors, including hospitality, retail, security, and property services.
  • Special protections for isolated workers such as housekeepers, janitors, and security officers.
  • Training focuses on both harassment prevention and assault protection.

Oregon

• Law: Oregon Workplace Fairness Act (2019).
• Who must comply: All employers (policy requirement).
• Requirements:
  • Employers must adopt and distribute a written anti-harassment policy to all employees.
  • Policies must explain reporting procedures and employee rights.
  • While training is not strictly mandatory for every employer, the state strongly encourages it — and many organizations adopt regular training as a best practice.

Don’t Forget About Cities

In addition to state laws, several cities have their own rules:

• New York City: Requires annual interactive training for all employers, even with just one employee.
• Chicago: Adds requirements on top of Illinois law, including bystander intervention training.
• Seattle: Has special protections and training mandates for workers in hospitality and janitorial services.

Key Takeaway for Employers

Sexual harassment prevention training is now a compliance obligation in many states. For multi-state employers, the challenge is keeping up with different timelines, retraining cycles, and content requirements. The good news is that implementing a comprehensive, interactive training program not only ensures compliance — it helps build safer, more respectful workplaces.

👉 Take the Next Step

Don’t leave compliance to chance. American Sensitivity Training offers interactive, state-specific harassment prevention training programs that meet federal, state, and city requirements. Whether you’re based in one state or operate nationwide, we’ll help you stay compliant and protect your employees.

📞 Contact us today to learn more and schedule a training for your team.