By profession
For employees and supervisors in any US state: recognize harassment, step in safely, report and respond correctly, and understand the federal, state and city rules that apply to you.
For: All employees and supervisors in US workplaces, and the HR professionals who train them; state editions are planned for mandated states.
Learn what sexual harassment is under Title VII, starting with the law itself rather than slogans: quid pro quo and hostile work environment, the severe-or-pervasive test, online and after-hours conduct, and harassment by customers, patients and vendors. You will practice safe bystander moves, make a report that helps, recognize retaliation, and, if you supervise anyone, rehearse the first 24 hours after a complaint in a branching scenario.
Built for every employee and supervisor in a US workplace, and for HR teams that manage a workforce across several states. The course explains the Faragher/Ellerth employer-liability framework, EEOC and state agency deadlines, the 2022 Speak Out Act and Ending Forced Arbitration Act, and the training rules in California, New York State, New York City, Illinois, Chicago, Connecticut, Delaware and Maine, each with its citation.
It is honest about what a single course can do. The EEOC's 2024 harassment guidance was rescinded in January 2026, so we teach from statutes, regulations and Supreme Court decisions and date-stamp every state rule. This multi-state course earns a certificate of completion; it is not a state edition or an approved program, and we show you exactly what each state adds. You leave with five job aids: an employer checklist, a policy starter, a scenario worksheet, a state quick-reference and a supervisor pocket card.
What you’ll be able to do Monday morning
8 modules · 26 lessons · about 2 contact hours
Diagram · In practice checklist · 3-question knowledge check
Diagram · In practice checklist · 2-question knowledge check
Diagram · In practice checklist · 2-question knowledge check
Diagram · In practice checklist · 2-question knowledge check
Diagram · In practice checklist · 3-question knowledge check
Diagram · In practice checklist · 2-question knowledge check
Diagram · In practice checklist · 2-question knowledge check
Diagram · In practice checklist · 2-question knowledge check
Try it now, no account needed
A branching scenario from this course. Your choices are not saved.
Practice activities
Job aids you keep
This course earns a certificate of completion for 2 contact hours of instruction. It is not approved or accredited by any licensing board, state or city agency, or continuing-education accreditor, and it is not a state edition. It has not been reviewed by any state for compliance with harassment-training mandates. Employers in California, New York, New York City, Illinois, Chicago, Connecticut, Delaware, Maine and other jurisdictions should check with employment counsel whether this course, alone or with a state edition and their own policy materials, fits their legal obligations. HR professionals should check with their certifying body before claiming recertification hours.
Pathways we may pursue for this course include SHRM Professional Development Credits (PDCs) and HRCI recertification credit for HR professionals, and state-specific editions built to each jurisdiction's length, interactivity and content rules. None of these approvals exists today; if one is granted, the approval details will be shown on the course page.
Our full approvals listState notes
Federal law (Title VII) prohibits sexual harassment by employers with 15 or more employees but does not require training. Training mandates come from states and cities, and they differ in who must train, how long, how often, in what format and with what content. Rules below were verified on 10/07/2026 from official sources; confirm before relying on them.
| Jurisdiction | Key rule | Citation |
|---|---|---|
| California | 5+ employees: 1 hour nonsupervisory and 2 hours supervisory every two years; new hires and supervisors within six months; seasonal and short-term hires within 30 days or 100 hours; interactive; includes abusive conduct and gender identity, gender expression and sexual orientation; records 2 years | Gov. Code 12950.1, 12950.2; 2 CCR 11023-11024 |
| New York State | All employers: annual interactive training meeting six minimum elements; model policy or equivalent given in writing at hire and at each training | Labor Law 201-g |
| New York City | 15+ employees (contractors count): annual interactive training with seven elements including bystander intervention; records 3 years | Admin. Code 8-107(30) |
| Illinois | 1+ employees: annual training by December 31; bars and restaurants add supplemental training and an industry policy | 775 ILCS 5/2-109, 5/2-110 |
| Chicago | Annual: 1 hour all employees, 2 hours supervisors, plus 1 hour bystander training; written policy; records 5 years | Municipal Code ch. 6-10 |
| Connecticut | 3+ employees: 2 hours for all within six months of hire (fewer than 3: supervisors); supplemental at least every 10 years; questions and answers must be possible | C.G.S. 46a-54(15) |
| Delaware | 50+ employees in Delaware: training within one year of hire and every two years; extra supervisor content; information sheet | 19 Del. C. 711A |
| Maine | 15+ employees: training within one year of hire; additional supervisor training; poster, annual notice; records 3 years | 26 M.R.S. 807 |
What you must check locally: whether your employer needs a state edition or employer-specific policy content; the required length for your role; your due date; whether your city adds rules (for example, New York City and Chicago); and your state agency's complaint deadline. This multi-state course is not a substitute for a state edition and has not been approved by any state or city.
Not on its own, and we will not claim it does. It is a 2-contact-hour multi-state course that earns a certificate of completion. States such as California, New York, Illinois, Connecticut, Delaware and Maine, and cities such as New York City and Chicago, set their own length, format and content rules, and some require employer-specific policy information. Check with your employer or employment counsel; state editions are planned.
Every employee and supervisor in a US workplace, in any industry. Supervisors get extra content on their legal duties, a branching scenario and a first-response pocket card. HR professionals get a multi-state checklist, a policy starter and a state quick-reference sheet to plan training across locations.
The course is 2 contact hours of instruction across eight modules of about 13 to 14 minutes each, including interactive practice, plus a final assessment of 23 questions with a 75% pass mark. Your progress saves as you go, so you can complete it in several sittings.
A certificate of completion showing the course title, 2 contact hours, your completion date and a verification ID. It is not an approval or accreditation by any board, state agency or accreditor. HR professionals should check with SHRM or HRCI before claiming recertification credit.
The EEOC rescinded its 2024 Enforcement Guidance on Harassment in the Workplace on January 22, 2026. The underlying law did not change, so the course teaches from Title VII, the EEOC's regulation at 29 CFR 1604.11 and Supreme Court decisions, which remain in effect. Agency positions change often, and we review the course at least every 12 months.
No. The course explains the law and good practice so you can recognize problems and use the right process. If you are dealing with a specific situation, contact your HR department, the EEOC, your state civil rights agency, or an employment attorney. If anyone is in immediate danger, call 911.
This course is general education and training awareness from CE Courses Hub. It is not legal, medical or professional advice and does not replace your employer's policies, your licensing board's rules, or advice from a qualified professional. Completing it earns a certificate of completion for the stated contact hours; it is not approved or accredited by any licensing board, state agency or accreditor unless an approval is shown on the course page. Check with your board, employer or state agency whether this course meets your specific requirement.