| 775 ILCS 5/2-109(B)–(C); 775 ILCS 5/2-110 for restaurants and bars | All employees working in Illinois. Restaurants and bars have additional industry-specific requirements. | At least once each calendar year. New employees should be trained as soon as possible after hire and no later than December 31 of the year in which they are hired. | The training must meet or exceed the minimum statutory content. Restaurants and bars must provide supplemental industry-specific training in addition to the generally applicable Illinois training. |
| Chicago Municipal Code § 6-010-040 | Employees working in Chicago. Supervisors and managers have an increased harassment-prevention training requirement. | Annual. | Employees must complete at least one hour of sexual-harassment-prevention training annually. Supervisors and managers must complete at least two hours annually. All employees must also complete one hour of bystander-intervention training annually. |
| Cal. Gov. Code § 12950.1; 2 Cal. Code Regs. § 11024 | Employers with five or more employees must provide two hours of training to supervisory employees and one hour to nonsupervisory employees covered by the California requirement. | Every two years. New nonsupervisory employees must generally be trained within six months of hire, and new supervisors within six months of assuming a supervisory position. Special accelerated deadlines apply to certain temporary and seasonal employees. | The training must address sexual harassment, harassment based on gender identity, gender expression and sexual orientation, and abusive conduct. The training must meet California's applicable interactivity and trainer requirements. |
| N.Y. Labor Law § 201-g | All employees who work in New York State. | Annual. | Training must be interactive and meet or exceed the state's minimum standards. The current state model includes examples involving remote work and third-party conduct, but those particular scenarios are not separately enumerated statutory requirements. |
| N.Y.C. Administrative Code § 8-107(30); Local Law 96 of 2018 | Employers that had 15 or more employees, or one or more domestic workers, at the applicable time must provide training. The requirement generally covers employees, interns and certain independent contractors who work more than 80 hours in a calendar year and for at least 90 days. | Annual. Employers should provide training to new personnel as soon as practicable once it is expected that the individual will meet the coverage thresholds. | Training must address bystander intervention, retaliation, available complaint processes, the employer's internal complaint process and the responsibilities of supervisors and managers. New York City and New York State requirements may be covered in a properly designed combined training. Training records must be retained for at least three years. |
| Conn. Gen. Stat. § 46a-54(15)(C) | Employers with three or more employees must train all employees. Employers with fewer than three employees must train their supervisory employees. | Initial training must be two hours and must generally be completed within six months of hire or assumption of a covered supervisory position. Employers must provide supplemental training that updates employees on the content at least every ten years. | Training must cover applicable federal and Connecticut sexual-harassment law and remedies available to victims. |
| 19 Del. C. § 711A(g) | Employers with 50 or more employees in Delaware. Employers are not required to train applicants, independent contractors or employees who have been employed for fewer than six continuous months. | New employees must be trained within one year after employment begins and every two years thereafter. New supervisors must receive the additional supervisor training within one year after becoming a supervisor and every two years thereafter. | Training must be interactive. Supervisors must receive additional training regarding their responsibilities for preventing and correcting sexual harassment and the prohibition against retaliation. |
| 26 M.R.S. § 807 | All new employees in workplaces with 15 or more employees. Supervisors and managers require additional training. | New employees must be trained within one year after employment begins. Supervisory and managerial employees must receive the additional training within one year after employment begins. | The training must address applicable state and federal law, examples, internal and external complaint procedures, contact information and retaliation protections. Employers must retain training records for at least three years. Separate workplace-posting and annual written-notice obligations also apply. |
| RCW 49.60.515, effective January 1, 2026 | Hotels, motels, retail entities, security entities and property-services contractors that employ an isolated employee. Covered managers, supervisors and isolated employees must be trained. | Mandatory training is required, but the statute does not establish a general annual retraining interval. | Training must address sexual assault, sexual harassment, sexual discrimination, reporting protections, panic-button use and management response. Completion of the mandatory training must be documented. Property-services contractors have separate annual reporting obligations. |