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New York Sexual Harassment Training
New York State mandates annual sexual harassment prevention training for employers with one or more employees. Additionally, New York City imposes its own training obligations on employers. To understand the specifics of NYC requirements, please consult our Frequently Asked Questions section. We have created an online training program that fulfills both the New York State and New York City sexual harassment prevention training mandates.
FAQ
New York State
Employers in New York State are required to conduct annual sexual harassment prevention training for all employees, encompassing exempt and non-exempt staff, part-time employees, seasonal workers, and temporary personnel.
New York City
Employers in New York City who have a workforce of 15 or more employees are obligated to deliver annual, legally compliant sexual harassment prevention training to both full-time and part-time employees, as well as interns. New employees must receive this training within 90 days of their hire date.
Yes, short-term employees, part-time employees, or interns who have worked more than 80 hours in a calendar year and for at least 90 days must receive training. Employees who worked less than 90 days or fewer than 80 hours in a calendar year are exempt.
Yes, independent contractors must undergo training if they work (a) more than 80 hours in a calendar year AND (b) for at least 90 days (non-consecutive) for an employer with 15 or more employees or as a full-time or part-time domestic worker. Independent contractors working less than 90 days or fewer than 80 hours in a calendar year are not required to be trained. Independent contractors and freelancers can provide proof of completing one training to multiple workplaces, eliminating the need for repetition.
Yes, regardless of the duration or hours worked, independent contractors are considered employees when determining whether an employer must provide annual sexual harassment training.
Employers with 15 or more employees at any point during the current or prior calendar year are obligated to train their staff. The number of employees is counted concurrently, not consecutively. Employees not based in New York City also contribute to the 15-employee threshold. For example, an employer with 6 employees based in New York City and 9 employees elsewhere meets the 15-employee requirement.
Employees previously trained at another employer during the calendar year do not require retraining. However, employers must maintain records demonstrating compliance with the training requirement. Employees may be asked to provide training documentation; if unavailable, retraining may be necessary. Employers bear the responsibility of ensuring all employees complete the annual training.
Any employee working or expected to work in New York City for more than 80 hours in a calendar year AND for at least 90 days must receive training, irrespective of the employer's location. If an employee based elsewhere frequently interacts with New York City employees, they should also be trained.
