Our company is required by law to provide mandatory harassment prevention training. What topics do we have to cover?


​Government Code section 12950.1 requires that employers with 50 or more employees train supervisors and managers about sexual harassment prevention. To satisfy mandatory training requirements, the training must include information and practical guidance regarding the federal and state statutory provisions concerning:

  • The prohibition against, and the prevention and correction of, sexual harassment; and
  • The remedies available to victims of sexual harassment in employment.

​The training also must include a component on preventing abusive conduct, and a component discussing harassment based on gender identity, gender expression and sexual orientation.

​​California regulations also impose additional requirements on the course’s content (2 CCR sec. 11024). At a minimum, the following content should be covered:

  • The definition of unlawful sexual harassment under California and federal law, other forms of harassment and how harassment can cover more than one basis.
  • California Fair Employment and Housing Act and Title VII statutory provisions and case law concerning the prohibition against and the prevention of unlawful sexual harassment, discrimination and retaliation in employment.
  • The types of conduct that constitute sexual harassment.
  • The remedies available to harassed victims in civil actions, as well as potential employer and individual exposure/liability.
  • Strategies to prevent harassment.
  • Supervisors’ obligation to report sexual harassment, discrimination and retaliation when they become aware of it.
  • Practical examples that illustrate sexual harassment, discrimination and retaliation, such as scenarios from cases, news/media accounts, hypotheticals based on workplace situations and other sources. Examples can be demonstrated through training modalities such as role plays, cases studies and group discussions.
  • The limited confidentiality of the complaint process.
  • Strategies to prevent sexual harassment in the workplace.
  • Resources for victims of unlawful sexual harassment, such as to whom they should report any alleged sexual harassment.
  • The steps necessary to take appropriate remedial measures to correct harassing behavior, which include the employer’s obligation to conduct an effective workplace investigation of a harassment complaint.
  • What the supervisor should do if personally accused of harassment.
  • The essential elements of an anti-harassment policy and how to utilize it if a harassment complaint is filed. Provide each supervisor with a copy of the policy, and require that they read it and acknowledge receipt.
  • A review of the definition of abusive conduct.

You can find more information on Mandatory Supervisor Harassment Prevention Training in the HR Library.​