New York Sexual Harassment Prevention Training for Employees Certified Package
The employee package of New York's certified sexual harassment prevention training, built to meet the state's annual requirement. Online and self-paced, covering how to recognize, prevent, and report harassment, the eight types of workplace discrimination, and the ADA.
$18.99 per seat
New York has no headcount threshold. Under New York Labor Law section 201-g, every employer in the state with one or more employees must provide annual, interactive sexual harassment prevention training to all employees. A two-person wine shop carries the same obligation as a hotel group.
New York in practice
Albany is the state capital, with the workforce concentrated in New York City, Buffalo, Rochester, Yonkers, and Syracuse. New York City has one of the densest bar and restaurant populations in the world, and the state also supports serious wine and cider industries in the Finger Lakes, the Hudson Valley, and on Long Island.
Because the state mandate starts at one employee, essentially every licensed premises in New York is covered, from a Manhattan cocktail bar to a family bottle shop upstate.
What the state requires
Annual training for every employee
Training must be interactive, meaning employees participate rather than passively watch
Content must cover the legal definition of sexual harassment, examples of prohibited conduct, internal and external complaint procedures, and protection against retaliation
Employers must also maintain a written sexual harassment prevention policy and distribute it to all workers
Amendments extended the law past employees to cover non-employees including independent contractors, vendors, and volunteers, and clarified that harassment can occur in any work setting including remote and digital environments.
The language requirement
This one is specific to New York and easy to miss. Employers must provide the notice, policy, and training information in English and in an employee primary language where that language is Spanish, Chinese, Korean, Polish, Russian, Haitian-Creole, Bengali, or Italian. The State provides model templates in those languages.
Training is not a defence
New York State is unusually direct about this in its own minimum standards: providing employees with training does not constitute a conclusive defence to charges of unlawful sexual harassment. Each claim is judged on its facts. Training is a legal obligation and a genuine risk reduction, but it is not a shield, and any provider suggesting otherwise is overselling.
If you operate in New York City
City employers face a second layer. Local Law 96 applies to businesses with 15 or more workers and requires annual training that covers everything the state requires plus bystander intervention, an explanation that sexual harassment is unlawful discrimination under city, state, and federal law, and contact details for filing with the NYC Commission on Human Rights, the State Division of Human Rights, and the EEOC.
The city threshold counts independent contractors as well as employees, specifically those who work more than 80 hours in a calendar year and for at least 90 days. Records must be retained for three years.
Tracking annual training
Annual is simpler than a two-year cycle but less forgiving, because a missed year is a compliance gap rather than a scheduling slip. A company account lets you run the whole roster on one annual cycle, add new hires as they start, and export dated completion records by employee.
New York sexual harassment training FAQ
Is sexual harassment training required in New York?
Yes. Under Labor Law section 201-g every employer with one or more employees must provide annual interactive training to all employees. There is no minimum company size.
How often is training required?
Annually, for every employee.
Does the training have to be in another language?
Employers must provide the notice, policy, and training information in English and in an employee primary language where that is Spanish, Chinese, Korean, Polish, Russian, Haitian-Creole, Bengali, or Italian.
What is different about New York City?
Local Law 96 applies to employers with 15 or more workers and adds bystander intervention, agency contact information, and a three-year record retention requirement on top of the state rules.
Does training protect my business from a claim?
No. New York State states plainly that training is not a conclusive defence. Claims are decided on their facts.
Harassment training in other states
Requirements differ sharply by state on duration, frequency, and headcount thresholds, so take the version for the state you operate in: North Carolina, Oklahoma, New Mexico, and more in the full compliance catalog. New York managers need the manager version as well. If your state sets no mandate, the general non-state-specific course covers the federal baseline. Track completion across a roster from the Learn Brands dashboard.
Buying for a team?
Seats are $18.99 each. Register your business free and assign seats across your whole staff. You can see who has started, who has finished, and when certificates expire from the Learn Brands dashboard.