A Guide to Harassment Prevention Training in California

Why Harassment Prevention Training Matters

California law (FEHA) mandates employers with five or more employees to take steps to prevent workplace harassment, including sexual harassment, discrimination based on protected characteristics, and abusive conduct which aims to promote safer and more inclusive environments in the workplace. In addition to meeting legal requirements, employers see reduced legal risk, enhanced workplace morale, and better retention.

Who Needs Training & When

• Applicable to all California employers with five or more employees, including contractors, temp, and seasonal staff.

• Non-supervisory employees require 1 hour of interactive training within six months of hire or promotion and every two years thereafter.

• Supervisors/managers require 2 hours of training on the same schedule.

• Seasonal or temporary employees (working less than six months) must be trained within 30 days of hire or within their first 100 hours worked, whichever comes first.

• Training must also address prevention of abusive conduct (as defined by CA law) and discrimination across all protected categories (gender identity, age, race, disability, etc.).

  
  

Required Content

• Under Government Code § 12950.1, mandated training must include:

  • Legal definitions (FEHA, Title VII)

  • Types of harassment and abusive conduct

  • Responsibilities of supervisors in prevention, reporting, and investigation

  • Practical examples, role-plays, group exercises, discussion questions

  • Remedies, policies, confidentiality issues, and resources for victims

• Employers must maintain written anti-harassment policies and distribute them as well as post required notices.

  
  

Effective Training Tips

• Start with clear policies: Distribute and post anti-harassment policies and notices, include sexual harassment info at hiring time.

• Schedule first training promptly (within 6 months), then follow on biennial refreshers.

• Document everything: Training date, participants, delivery method, completion certificates, quizzes.

• Monitor compliance, especially for seasonal/temp staff under tight deadlines (30 days/100 hours).

• Enforce accountability: Make training completion a condition of employment, and ensure it's done during paid work time.

California's harassment prevention training laws are robust and purposeful. Employers with five or more employees must ensure interactive, well-documented training for all staff. Integrating these efforts into your day-to-day culture helps ensure safer, more inclusive workplaces.

Please reach out to us if you would like to audit your current training status and future needs or if you would like to make arrangements for in-person or virtual training for your organization.