What is California Sexual Harassment Prevention Training: Key Compliance Guide

Did you know that in 2023, over 11,000 sexual harassment claims were filed with the U.S. Equal Employment Opportunity Commission (EEOC)? That is why California law mandates sexual harassment prevention training for organizations with five or more employees, emphasizing the need to create respectful and secure workplaces. Under SB 1343, employers are required to provide:

• Two hours of training for supervisory employees
• One hour of training for nonsupervisory employees

This training is not just about compliance; it’s part of a broader effort to reduce human risks in organizations—similar to security awareness training. Ignoring these mandates can result in penalties, lawsuits, and reputational damage, making compliance critical for businesses operating in California.

This blog explores:

• The specific training requirements for supervisory and nonsupervisory employees.
• How harassment prevention aligns with broader risk management strategies.
• Best practices for implementing effective and engaging training.
• How Keepnet can help your organization meet and exceed these requirements.

Definition of California Sexual Harassment Prevention Training

California Sexual Harassment Prevention Training is a mandatory program required by state law for employers with five or more employees. It educates both supervisors and employees on recognizing, preventing, and addressing sexual harassment in the workplace, aiming to create a safe, respectful, and legally compliant environment.

Why California Sexual Harassment Prevention Training is Needed?

California Sexual Harassment Prevention Training is essential to ensure workplaces are safe, respectful, and inclusive. It’s not just about meeting legal requirements—it helps employees understand what constitutes harassment, how to prevent it, and how to respond effectively. For employers, it reduces the risk of costly lawsuits, fines, and reputational damage while promoting a positive work culture that fosters trust and productivity.

The Importance of Sexual Harassment Prevention Training

Workplace harassment damages organizations on multiple fronts, from financial losses to employee morale. Recent statistics emphasize the stakes:

• The EEOC received 14,900 sexual harassment charges in 2023 across the U.S.
• Businesses paid $68.2 million in settlements last year alone.

Proactive training reduces these risks by:

1. Ensuring compliance with California’s laws to avoid fines and penalties.
2. Strengthening workplace culture to attract and retain talent.
3. Reducing organizational risk by empowering employees to report and prevent harassment effectively.

What are California’s Sexual Harassment Prevention Training Requirements

California’s sexual harassment prevention training laws are designed to create safe, respectful workplaces. Employers with five or more employees must provide regular training to help workers recognize, prevent, and address harassment, ensuring compliance with state laws and fostering a positive work environment.

For Nonsupervisory Employees

• Duration: 1 hour every two years
• Content:

1. Recognizing inappropriate behavior and harassment
2. Reporting processes and bystander responsibilities
3. Organizational policies

For Supervisory Employees

• Duration: 2 hours every two years
• Content:

1. Legal obligations for addressing complaints
2. Retaliation prevention strategies
3. How to create a harassment-free workplace

Key Components of California-Compliant Training

To comply with California’s sexual harassment prevention training requirements, your program must include several critical elements. Interactive learning is a cornerstone, as it helps engage participants and ensures they retain important concepts. Quizzes, case studies, and group discussions can make the training more dynamic and impactful, fostering a deeper understanding of the material.

It’s also essential to tailor the training to your workplace. Including real-life examples relevant to your industry or organizational environment helps employees relate to the scenarios and better understand how to apply what they’ve learned in their daily interactions.

Comprehensive coverage of key topics is another requirement. Your training should define sexual harassment clearly, provide examples of unlawful behaviors, explain employers’ obligations to investigate and resolve complaints, and emphasize the importance of preventing retaliation against individuals who report incidents.

Lastly, California law requires that training be accessible to all employees. For workplaces with a diverse staff, this means offering the program in multiple languages to ensure everyone can fully understand the material.

Sexual Harassment Prevention Training must be completed within six months of hire or promotion and refreshed biennially. Programs must include interactive content, such as quizzes, case studies, or group discussions, similar to the approach used in security awareness training modules.

Best Practices for Implementing Effective Sexual Harassment Training

• Leverage Interactive Training Platforms: Use training systems that are engaging and accessible. Programs that incorporate real-life scenarios and multimedia elements can boost comprehension and retention. Explore Keepnet’s security awareness training for customizable and interactive training solutions.
• Integrate Training with Compliance Tools: Organizations can simplify compliance tracking by using platforms like the Human Risk Management Platform. These systems ensure training deadlines are met and maintain audit-ready records. Read this article and learn 5 key strategies for effective human risk management in the workplace.
• Ensure Accessibility and Inclusivity: Provide training in multiple languages and formats (online, in-person, or hybrid) to accommodate all employees.
• Monitor and Measure Effectiveness: Track completion rates, conduct employee surveys, and evaluate understanding through post-training assessments. This approach mirrors strategies used in phishing simulations and other risk-based training efforts.
• Align Harassment Training with Security Awareness Initiatives: Incorporate harassment prevention alongside your security awareness training programs to foster a culture of compliance and accountability across the board.

A Broader Approach to Risk Management For Sexual Harassment

Sexual harassment prevention training aligns closely with other risk-reduction efforts, such as cybersecurity awareness training. Both aim to protect the human layer, mitigating insider threats and reducing overall vulnerabilities in your organization. By addressing harassment and security together, organizations create safer, more resilient environments.

How Keepnet Provides Sexual Harassment Prevention Training

Both sexual harassment prevention and cybersecurity awareness training share a critical goal: safeguarding the human layer of an organization. Addressing these areas together promotes a culture of compliance and fosters a resilient workforce equipped to manage a wide range of risks.

With Keepnet’s Human Risk Management Platform, you gain access to a comprehensive solution for sexual harassment prevention. Keepnet’s training programs are built with real-life short stories, interactive quizzes, and dynamic learning elements that engage employees and drive meaningful behavior change.

By combining storytelling with practical scenarios, Keepnet ensures employees not only recognize risks but also feel empowered to respond effectively. This holistic approach helps organizations reduce vulnerabilities, strengthen accountability, and create safer workplaces while seamlessly integrating harassment prevention into a broader risk management strategy.

See the example of Keepnet’s real story on a supply chain attack below.

Further reading:

• The Role of Human Error in Cybersecurity Breaches
• Top 11 Essential Security Awareness Training Topics of 2024
• How to Increase Employee Interest in Security Awareness Training
• Most Common Phishing Examples

Editor's note: This article was updated on December 4, 2024.