California Sexual Harassment Prevention Training (AB 1825 & SB 1343 Compliant)
California AB 1825 & SB 1343 for Supervisors and Employees
This course is intended for employers who need harassment training in California (Gov. Code 12950.1)
Last reviewed: September 2026
Sexual harassment prevention training remains a recurring compliance requirement for many California employers. Under California Government Code section 12950.1, employers with five or more employees must provide harassment prevention training to both supervisory and nonsupervisory employees on a recurring two-year schedule.
This requirement is commonly associated with California’s AB 1825 and SB 1343 harassment training laws.
For current compliance purposes, the employer obligation is best understood through Government Code section 12950.1 and the related California regulations.
Compliance Training Group offers California sexual harassment prevention training options for supervisors and employees, including individual online enrollment, live webinar training, onsite group training, and organization-level delivery options. These options are designed to help employers provide required training in a practical format while maintaining completion documentation for compliance records.
CA Sexual Harassment Awareness for Supervisors
- Content: Sexual Harassment Awareness (CA compliant)
- Version: Supervisor
- Course Length: 2 Hours
- Languages Available: English & Spanish
- Price: $19.99 (single user e-learning enrollment)
What makes our sexual harassment online training California-compliant?
Our two-hour California supervisor course is designed for individual online enrollment and helps supervisors understand harassment prevention, reporting responsibilities, retaliation issues, abusive conduct, and practical workplace scenarios. Course features include:
- Real workplace scenarios
- Harassment prevention training that addresses current issues in the workplace
- Increased flexibility allowing the users to move through the course at their own pace, while ensuring users still fulfill the two-hour training requirement
- Quizzes & final test
- Our Two-hour California Compliant Supervisor Training is available in English and Spanish.
- Training completion documentation designed to support employer record-keeping and compliance reviews
Learning Objectives - CA Supervisor
- Explain Federal and California sexual harassment laws
- Define sexual harassment
- Explain the types and forms of sexual harassment
- Identify who the law protects from sexual harassment
- Describe employer’s duties under Federal law
- Identify who is liable for sexual harassment
- Explain how to exercise legal rights
- Describe the remedies for a sexual harassment complaint
- Describe the elements of an anti-harassment policy
- Explain best practices for avoiding sexual harassment situations
Other Objectives
- The definition of unlawful sexual harassment under the FEHA and Title VII of the Civil Rights Act of 1964
- FEHA and Title VII provisions regarding the prohibition and prevention of unlawful sexual harassment.
- Types of conduct that constitute harassment.
CA Sexual Harassment Awareness for Employees
- Content: Sexual Harassment Awareness (CA compliant)
- Version: Employee
- Course Length: 1 Hour
- Languages Available: English & Spanish
- Price: $19.99 (single user e-learning enrollment)
California Senate Bill 1343 expanded California’s harassment prevention training requirement to include nonsupervisory employees at covered employers. Covered employers must provide at least one hour of training to nonsupervisory employees every two years. Compliance Training Group’s employee course is designed to help California employers provide required training in a practical online format while supporting completion documentation for employer records.
Our Internet-based, one-hour course for non-supervisors guides employees through key federal discrimination and sexual-harassment laws, relates these laws to everyday workplace behavior, and provides the legal definitions of discrimination and harassment.
Employees will learn about sexual harassment, discriminatory behavior, and types of conduct that create a hostile workplace. The California sexual harassment course engages employees and confirms their understanding of the course material via the following interactive features:
- Video scenarios demonstrating forms of harassment
- Quizzes & final test
- Our One-hour California Compliant Employee Training is available in English and Spanish.
Learning Objectives - CA Employee
- Explain Federal and California sexual harassment laws
- Define sexual harassment
- Explain the types and forms of sexual harassment
- Identify the perpetrators of sexual harassment
- Identify who the law protects from sexual harassment
- Identify who is liable for sexual harassment
- Describe the effects of sexual harassment
- Explain how to exercise legal rights
- Describe the remedies for a sexual harassment complaint
- Explain best practices for avoiding sexual harassment situations
Current California Sexual Harassment Training Requirements
California’s core harassment prevention training requirement remains active for covered employers. The California Civil Rights Department (CRD), formerly the Department of Fair Employment and Housing (DFEH), provides employer guidance on harassment prevention training requirements, including training frequency, accepted training formats, and recordkeeping expectations.
Employers with five or more employees must provide at least one hour of training to nonsupervisory employees and at least two hours of training to supervisory employees every two years. Training may be provided in a classroom setting, through interactive e-learning, or through a live webinar, provided the training meets California’s effective interactive training requirements.
Employers should also keep training documentation for at least two years, including employee names, training dates, certificates or completion records, training type, training materials, and the name of the training provider.
Who Needs California Sexual Harassment Training?
California employers with five or more employees must provide sexual harassment prevention training to supervisory and nonsupervisory employees in California.
Supervisors must complete at least two hours of training within six months of hire or promotion into a supervisory role, and then once every two years.
Nonsupervisory employees must complete at least one hour of training within six months of hire, and then once every two years.
Temporary, seasonal, and short-term employees hired to work for less than six months generally must be trained within 30 calendar days after hire or within 100 hours worked, whichever comes first.
For purposes of determining whether an employer meets the five-person threshold, California regulations include full-time, part-time, and temporary workers. The threshold also includes unpaid interns, unpaid volunteers, and persons providing services under a contract. There is no requirement that all five people work at the same location or all live or work in California.
Providing California sexual harassment training online ensures your organization meets state requirements and avoids costly penalties.
Assembly Bill 1825 & Senate Bill 1343
Assembly Bill 1825 (AB 1825) and Senate Bill 1343 (SB 1343) are still important parts of California’s harassment prevention training history. AB 1825 established California’s earlier supervisor training requirement, while SB 1343 later expanded the requirement to covered employers with five or more employees and added required training for nonsupervisory employees.
Today, California’s core harassment prevention training requirement is best understood through Government Code section 12950.1 and the related California regulations. Covered employers must provide sexual harassment prevention training on a recurring two-year schedule.
Under current California requirements, covered employers must provide at least one hour of training to nonsupervisory employees and at least two hours of training to supervisory employees. The training must include practical guidance on harassment prevention, discrimination, retaliation, abusive conduct, reporting, employer response obligations, and protected categories such as gender identity, gender expression, and sexual orientation.
Compliance Training Group offers California harassment training online and in other delivery options, including live webinar, onsite group training, and organization-level formats.
What California Harassment Prevention Training Should Cover
California harassment prevention training should include more than a basic definition of sexual harassment. Training should address practical examples of unlawful harassment, discrimination, and retaliation; the complaint process; limited confidentiality; remedies available to victims; supervisor reporting responsibilities; and the employer’s responsibility to take appropriate corrective action.
Training should also address abusive conduct and harassment based on gender identity, gender expression, and sexual orientation. For live classroom or webinar training, the training should be provided by a qualified trainer with appropriate experience in harassment prevention, discrimination, retaliation, investigations, or employment law.
Compliance Training Group’s California harassment prevention training is designed to cover these required topics in a practical format for supervisors and employees.
Assembly Bill 2053 and Abusive Conduct Training
Assembly Bill 2053 added abusive conduct prevention to California’s harassment prevention training framework. Under California’s current training rules, abusive conduct must be covered in a meaningful way as part of required harassment prevention training.
Abusive conduct generally means workplace conduct that a reasonable person would find hostile, offensive, and unrelated to an employer’s legitimate business interests.
For employers, the practical point is that California harassment prevention training should not be limited to sexual harassment definitions alone. Training should also include examples that help employees and supervisors understand how abusive conduct can affect the workplace.
Compliance Training Group incorporates abusive conduct prevention into its California harassment prevention training.
Related California public-sector requirement: Separate requirements may apply to covered local agency officials under AB 1661. For more detail, see our page on AB 1661 sexual harassment training requirements for California local agency officials.
Senate Bill 292 and Sexual Harassment Under California Law
Senate Bill 292 clarified that sexually harassing conduct does not need to be motivated by sexual desire. In practical terms, harassment can still violate California law even when the conduct is not based on attraction or sexual interest.
This matters because workplace harassment can involve comments, conduct, or behavior tied to sex, gender, gender identity, gender expression, sexual orientation, pregnancy, childbirth, or related medical conditions.
For employers, the training takeaway is that employees and supervisors should understand sexual harassment broadly, not just as unwanted sexual advances. Training should include practical examples so employees can recognize inappropriate conduct, understand reporting options, and know how supervisors should respond.
Compliance Training Group’s California harassment prevention training includes practical examples designed to help supervisors and employees recognize and prevent unlawful harassment, discrimination, and retaliation.
CRD, DFEH, and SB 396 Training Requirements
The California Civil Rights Department (CRD), formerly the Department of Fair Employment and Housing (DFEH), provides guidance on California harassment prevention training requirements. Older references to DFEH are still commonly used, but the agency is now known as CRD.
California training requirements also include harassment based on gender identity, gender expression, and sexual orientation. These topics are commonly associated with Senate Bill 396, which added these requirements to California’s harassment prevention training framework.
For employers, the practical takeaway is that California harassment prevention training should include clear examples of harassment, discrimination, and retaliation, including examples involving gender identity, gender expression, and sexual orientation.
Supervisors should also understand their responsibility to report and respond to harassment, discrimination, or retaliation concerns when they become aware of them. Compliance Training Group’s California harassment prevention training is designed to address these topics for supervisors and employees.
Senate Bill 1087 and Farm Labor Contractor Training
Senate Bill 1087 added sexual harassment prevention training requirements for California farm labor contractors and agricultural employees. This includes training for supervisory employees, such as supervisors, crew leaders, mayordomos, forepersons, and others who direct or control agricultural employees.
California’s farm labor contractor rules include additional training and documentation requirements beyond the general employer harassment prevention training rules.
For employers in agriculture or related industries, the practical point is to confirm whether farm labor contractor rules apply in addition to California’s general harassment prevention training requirements.
Compliance Training Group offers California harassment prevention training options for supervisors and employees. Employers with industry-specific requirements should confirm the exact training and documentation rules that apply to their workforce.
Frequently Asked Questions About California Sexual Harassment Training
Yes, sexual harassment training is required by law in California. Employers with five or more employees must provide harassment prevention training to supervisory and non-supervisory employees.
AB 1825 established California’s earlier supervisor harassment training requirement. California’s current harassment prevention training requirement is now broader and is commonly associated with both AB 1825 and SB 1343. Covered employers with five or more employees must provide harassment prevention training to both supervisory and nonsupervisory employees on a recurring two-year schedule.
California’s sexual harassment prevention training requirement applies to employers with five or more employees. For purposes of the five-person threshold, California regulations include full-time, part-time, and temporary workers, as well as unpaid interns, unpaid volunteers, and persons providing services under a contract.
California’s sexual harassment prevention training requirement remains active for covered employers in 2026. Employers with five or more employees must provide at least one hour of training to nonsupervisory employees and at least two hours of training to supervisory employees every two years.
SB 1343 expanded the requirements for sexual harassment training in California. As of January 1, 2020, employers with five or more employees must provide 1 hour of sexual harassment prevention training to non-supervisory employees and 2 hours for supervisory employees, and it must be repeated every two years.
Under California law, employers with five or more employees must provide sexual harassment prevention training every two years. Supervisory employees must complete at least two hours of training, and nonsupervisory employees must complete at least one hour of training.
Training should cover harassment prevention, discrimination, retaliation, reporting procedures, remedies available to victims, supervisor responsibilities, employer response obligations, abusive conduct, gender identity, gender expression, and sexual orientation.
All supervisory and non-supervisory employees in companies with at least five employees must undergo sexual harassment training in California. This includes part-time, temporary, and seasonal employees, who must be trained within 30 days of hire or within 100 hours worked if employed for less than six months.
Sexual harassment training must be completed every two years by both supervisors and non-supervisory employees. New hires and promoted supervisors must receive training within six months of assuming their role, and temporary or seasonal employees must be trained within 30 days of hire or 100 hours worked.
California harassment prevention training should include information and practical examples related to sexual harassment, discrimination, retaliation, reporting procedures, remedies available to victims, supervisor responsibilities, employer response obligations, abusive conduct, gender identity, gender expression, and sexual orientation.
Yes, online training is acceptable for compliance with California’s sexual harassment laws. Training must still meet all legal requirements, including interactive features, quizzes, and real-world examples. Employers can offer online courses to both supervisors and non-supervisory employees to fulfill the mandated training.
Yes — California law requires all employees — including part-time, temporary, and seasonal staff — to complete sexual harassment prevention training if your business has five or more employees. Timing requirements (within six months of hire or promotion) and retraining every two years also apply to them.
Yes — under California law, a newly promoted supervisor must complete the required two-hour supervisor sexual harassment prevention training within six months after their promotion.
Employers should keep sexual harassment training records for at least two years. Records should include the names of employees trained, training dates, certificates of completion or attendance, the type of training, training materials, and the name of the training provider.
Under California law, if training is required by the employer to satisfy legal obligations (such as sexual harassment prevention training), time spent must be paid. Employers generally cannot require that training be done unpaid or off-the-clock when it is mandatory.
California law mandates that training includes issues of protected categories such as gender identity, gender expression, and sexual orientation. Employees cannot opt-out of such topics as they are integral to full compliance; refusing required training may put employer at risk.
If the employee works in California, then yes, the training requirement applies even if the work is remote. For workers physically located outside California, the law may differ, so it depends on where the employee is working from.
Employers risk fines, legal liability, increased exposure in lawsuits or administrative actions, and possibly damages if a harassment case is filed. Proper documentation is crucial to defend against such claims.
California requires sexual harassment prevention training to be “interactive.” That means the training must allow questions & answers, include hypothetical scenarios, role-playing or discussion, quizzes or similar, and permit contact with a trainer to clarify issues.
Yes — unpaid interns, volunteers, and independent contractors are counted toward determining whether an employer has 5 or more employees (and so triggers the requirement). But whether the employer is required to train them depends on whether they are employees under the law
Note: Laws and regulations can change over time. It’s always a good idea to consult with legal counsel or official state resources to ensure you have the most current information.
Steps to Complete California Sexual Harassment Training:
- Confirm whether your organization is covered – California’s harassment prevention training requirement generally applies to employers with five or more employees.
- Identify who needs training – Determine which employees need supervisor training and which employees need nonsupervisory employee training.
- Choose the right training format – Select individual online enrollment, live webinar training, onsite group training, SCORM/LMS delivery, or another format that fits your workforce.
- Complete the required training – Supervisors must complete at least two hours of training, while nonsupervisory employees must complete at least one hour of training.
- Maintain completion records – Keep documentation such as participant names, training dates, certificates, training type, provider name, and training materials for at least two years.
- Track retraining deadlines – Covered employers should plan for recurring training every two years and make sure new hires, promoted supervisors, and temporary or seasonal employees are trained within the required timing windows.
Delivery Methods:
Compliance Training Group offers several delivery options depending on the size of the organization, number of employees, internal LMS requirements, and preferred training format. Employers can choose from individual online enrollment, live webinar training, onsite group training, Train-the-Trainer options, or SCORM/LMS delivery.
