New York Sexual Harassment Training Requirements: What Employers Need to Know

New York has some of the strictest sexual harassment training laws in the country, designed to ensure workplaces are safe, respectful, and free from harassment. Both New York State and New York City have enacted laws requiring employers to provide regular sexual harassment prevention training to employees.

If your organization employs workers in New York, understanding and complying with these requirements is critical. Below is a breakdown of what employers need to know.

Who Must Provide Training?

• All employers in New York State are required to provide annual sexual harassment prevention training to every employee, regardless of business size.
• Training must be provided to all employees, including part-time, seasonal, and temporary workers.
• Independent contractors working in an employer’s workplace should also receive training, even though they are not technically employees.

Training Frequency

• Training must be delivered every year.
• New hires should receive training as soon as possible after starting, ideally within their first 30 days of employment.

Training Content Requirements

New York State and City law require training to be interactive and cover these key topics:

• A clear explanation of sexual harassment and its legal definition under state and federal law.
• Examples of conduct that constitutes harassment.
• Information about the federal, state, and local laws that address sexual harassment.
• Details about employees’ rights of redress and all available remedies.
• An explanation of employers’ responsibilities to prevent and correct harassment.
• A description of the complaint process, both internally and externally (including filing with the New York State Division of Human Rights, the EEOC, or the NYC Commission on Human Rights).
• An explicit reminder that retaliation against employees who complain or participate in an investigation is prohibited by law.

Interactivity Requirement

Like Connecticut, New York requires training to be interactive. This means:

• Employees must be able to ask questions.
• Employers must provide answers in a timely manner.
• Simply showing a video or handing out a policy document does not qualify as compliant training.

Written Policy Requirement

In addition to annual training, New York law requires all employers to adopt and distribute a written sexual harassment prevention policy. This policy must:

• Prohibit sexual harassment.
• Provide examples of prohibited conduct.
• Outline how employees can make complaints internally.
• Identify available external enforcement agencies and remedies.
• State that retaliation is unlawful.

Employers must distribute the policy to all employees in writing or electronically.

Recordkeeping Recommendations

While New York law does not impose specific training recordkeeping requirements, it is strongly recommended that employers:

• Keep records of who attended training, the date, and the training method.
• Retain a copy of the training materials.
• Document acknowledgments that employees received the company’s sexual harassment prevention policy.

Maintaining these records can help protect employers in the event of an investigation or legal claim.

Enforcement and Penalties

• Employers who fail to comply with the training or policy requirements face increased legal exposure.
• Lack of training may be used as evidence in harassment lawsuits, making it harder for employers to prove they took reasonable steps to prevent harassment.
• Employees who prevail on claims may be awarded back pay, damages, attorney’s fees, and other remedies.

Key Takeaway for Employers

New York has set a high standard for workplace sexual harassment prevention. By providing interactive annual training, adopting a strong written policy, and maintaining thorough records, employers can meet their compliance obligations while fostering safer, more respectful workplaces.

👉 American Sensitivity Training offers interactive, state-compliant programs that meet both New York State and New York City requirements. Our training is designed to engage employees, reduce risk, and build a culture of respect.