As employers look ahead to 2026, it’s common to see headlines or hear conversations that make workplace compliance feel uncertain. This update is meant to explain what hasn’t changed, what employers should continue paying attention to, and how sexual harassment training fits into the bigger compliance picture.
At a Glance
California’s sexual harassment training requirements remain unchanged as 2026 approaches. Employers with five or more employees must continue following the existing AB 1825 and SB 1343 framework. What has evolved is how enforcement agencies look at documentation, consistency, and overall employer accountability—not the training rules themselves.
What You Know
California’s sexual harassment prevention training requirements are staying the same as 2026 approaches.
Under the framework established by AB 1825 and later expanded by SB 1343, covered employers are still required to provide:
- Two hours of sexual harassment prevention training for supervisors
- One hour of training for non-supervisory employees
- Training every two years
- Training within six months of hire or promotion into a supervisory role
These requirements apply to employers with five or more employees and have been in place for several years. There are no new statewide training mandates, no new retraining schedules, and no new required topics taking effect in 2026.
For employers operating in multiple states or managing remote workforces, Compliance Training Group maintains a separate reference page outlining state requirements for sexual harassment training across the U.S.:
https://compliancetraininggroup.com/faq/state-requirements-for-sexual-harassment-training/
These requirements are administered in California by the California Civil Rights Department, which provides official guidance for employers on its sexual harassment prevention training page:
https://calcivilrights.ca.gov/shpt/
Key Facts for Employers
- California sexual harassment training requirements are not changing in 2026
- AB 1825 and SB 1343 remain the governing framework
- Training duration and frequency remain the same
- Enforcement focus has increased, not training mandates
- Training is often reviewed alongside policies and documentation
What You Need to Know
Even though the training rules themselves haven’t changed, the way compliance is evaluated continues to evolve.
For employers, 2026 matters not because of new laws, but because:
- Agencies expect employers to be able to show that training occurred
- Record-keeping and consistency carry more weight when issues arise
- Training is reviewed alongside policies and complaint-handling practices
In real terms, employers are more often asked practical questions like:
- When was training completed?
- Which employees attended?
- Did the training meet California’s requirements?
- How does training fit into the company’s overall prevention efforts?
None of this creates new obligations. It reflects how compliance is reviewed when complaints, audits, or investigations occur.
What’s Happening
Employers are hearing more about workplace accountability because of broader trends in enforcement and oversight, including:
- Closer review of how employers respond to complaints
- Greater emphasis on prevention, not just corrective action
- Increased attention to whether policies, training, and practices align
- More focus on documentation and internal processes
At the federal level, the U.S. Equal Employment Opportunity Commission (EEOC) continues to emphasize employer responsibility for maintaining harassment-free workplaces through prevention, reporting, and corrective action, as outlined in its harassment guidance for employers:
https://www.eeoc.gov/harassment
These developments are not creating new sexual harassment training requirements. Instead, they reflect a wider shift toward evaluating whether employers are taking reasonable, consistent steps to maintain a respectful workplace.
In that context, training is one part of a larger compliance picture—not a standalone requirement.
Common Questions Employers Are Asking About 2026
Is California sexual harassment training changing in 2026?
No. California’s sexual harassment training requirements remain the same. There are no new statewide mandates, retraining timelines, or required course topics taking effect in 2026.
Do employers need to retrain employees sooner because it’s 2026?
No. Employers should continue following the existing two-year training cycle and new-hire or promotion timelines already required under California law.
Why are employers hearing more about enforcement if the rules haven’t changed?
Enforcement agencies are placing greater emphasis on documentation, consistency, and follow-through when reviewing workplace complaints. This reflects enforcement focus, not new training laws.
What This Means for Employers
For most employers, the takeaways are straightforward:
- Nothing needs to change simply because the year is changing
- Training should continue on the existing two-year cycle
- Training records should be accurate and easy to access
- Written policies and day-to-day practices should align
Employers who already approach training in an organized, repeatable way are generally well positioned. The focus is less on adding new steps and more on maintaining consistency.
Where Sexual Harassment Training Fits In
Sexual harassment prevention training works best when it’s treated as part of an overall compliance approach—not as a reaction to headlines or enforcement activity.
Training helps show that an employer:
- Took reasonable steps to prevent harassment
- Provided employees with clear expectations
- Reinforced reporting options and supervisory responsibilities
When issues arise, training is typically reviewed alongside policies, response procedures, and documentation. When those pieces align, training supports a clear and defensible compliance story.
Looking Ahead to 2026 and Beyond
As 2026 approaches, the message for California employers remains steady.
Training requirements are unchanged. What continues to evolve is the expectation that employers can clearly show how they meet those requirements and how training fits into their broader workplace practices.
Staying informed, keeping records current, and following existing rules remain the most effective way to stay compliant—without overreacting or assuming new obligations where none exist.
This information is provided for general educational purposes and reflects current California workplace compliance practices. It is not legal advice.
