Harassment prevention and training in California.
California harassment prevention: mandatory training thresholds, poster and complaint procedures, and the deadline structure supervisors must meet.
What changes in California
- State posture: Dual ICRAA + CCRAA disclosure; July 2024 FEHA regulations expand criminal-record assessment requirements.. Cal. Gov. Code §12952 requires a conditional offer before the criminal inquiry, an individualized assessment, and a five-business-day pre-adverse and post-adverse notice sequence. Los Angeles, San Francisco, San Diego, and Long Beach add overlays.
"Build a harassment training schedule for a company with staff in CA, NY, IL, and Texas. Focus on California."
Ask this in Ask HR AIPractitioner steps for California
- Step 1. Confirm whether California mandates supervisor and employee harassment training (states like CA, NY, CT, IL, DE, ME, WA have specific thresholds).
- Step 2. Post the required CA anti-discrimination notice and internal complaint procedure in every workplace.
- Step 3. Investigate every complaint promptly using a documented process — the Investigator Mode in Ask HR AI produces a defensible memo.
- Step 4. Retain training records for at least the statute of limitations period in California.
Applicable California statutes and references
- Cal. Civ. Code §1786 (ICRAA)
- Cal. Gov. Code §12952
- Cal. Gov. Code §12954
- Lab. Code §432.3
- SB 1162 (2023)
- 15 U.S.C. §1681 et seq. (federal FCRA)
Frequently asked (federal + California overlay)
Which states require harassment prevention training?
California, New York, Illinois, Connecticut, Delaware, Maine, and Washington all mandate sexual harassment training on defined schedules — most on a 1- or 2-year cycle for supervisors and often for all employees.
How often must California employers train?
Every two years, with new hires trained within six months. Supervisors need 2 hours; non-supervisors need 1 hour.
What is the Faragher/Ellerth defense?
An affirmative defense available to employers who exercised reasonable care to prevent and correct harassment and where the employee unreasonably failed to use the complaint process.
Related California topics
- FCRA adverse action in California
- Ban-the-Box and Fair Chance hiring in California
- Wage and hour in California
- Leaves and accommodations in California
Same topic in another state
- Harassment prevention and training in Alabama
- Harassment prevention and training in Alaska
- Harassment prevention and training in Arizona
- Harassment prevention and training in Arkansas
- Harassment prevention and training in Colorado
- Harassment prevention and training in Connecticut
- See all states
Keep going
- The federal Harassment prevention and training guide
- California background-check rules
- Compliance checklist
Ask HR AI is not legal advice. Confirm any final answers or suggested actions with your employment legal counsel before acting on them.