If your organization operates in the state of Connecticut, understanding the Connecticut sexual harassment training requirements is essential to compliance and maintaining a respectful workplace. Under Connecticut’s Time’s Up Act, employers must provide mandatory sexual harassment training to employees within a specific timeframe—regardless of company size. Failing to meet these obligations can result in penalties, lawsuits, and reputational damage.
So, what exactly is required under Connecticut sexual harassment law? Let’s break it down.
Connecticut’s Time’s Up Act: What Employers Need to Know
In 2019, Connecticut passed the Time’s Up Act, expanding previous anti-harassment laws. It significantly increased the scope of training requirements for employers and aims to prevent workplace harassment before it starts.
Key mandates include:
- All employers with three or more employees must provide two hours of sexual harassment prevention training to all employees.
- Employers with fewer than three employees must still provide training to all supervisors.
- Training must be provided within six months of hire or promotion to a supervisory role.
- Training must be interactive and compliant with the Connecticut Commission on Human Rights and Opportunities (CHRO) guidelines.
Who Must Receive Sexual Harassment Training in Connecticut?
Whether your team works in-person or remotely, the law applies to all Connecticut-based employees, including:
- Full-time and part-time workers
- Remote or hybrid employees
- Supervisors and managers
- New hires (within six months of their start date)
Organizations should also update their anti-harassment training annually or as needed to reflect new regulations or policies.
Training Format and Content Guidelines
To meet Connecticut’s legal standards, sexual harassment prevention training must be:
- At least two hours long
- Interactive (videos, quizzes, and real-life scenarios are encouraged)
- Include information on:
- The definition of sexual harassment
- Examples of prohibited behavior
- How to report harassment
- Remedies available to victims
- Employer responsibilities
Employers can use CHRO-approved training or partner with compliance experts like Emtrain to deliver custom, compliance training that meets legal requirements while promoting cultural change.
Recordkeeping and Re-Training
Although Connecticut does not require you to submit proof of training, maintaining accurate records is highly recommended. Keep documentation of:
- Dates of training
- Attendee names and job roles
- Training materials used
If an employee is promoted to a supervisory position or transfers into a Connecticut-based role, re-training within six months is required.
Penalties for Non-Compliance
Non-compliance with Connecticut sexual harassment training requirements can lead to:
- Civil penalties
- Investigations by the CHRO
- Workplace lawsuits
- Brand and reputational harm
In addition to meeting the letter of the law, employers must also consider the spirit of the law—creating a workplace where harassment is not only addressed but actively prevented.
How Emtrain Helps
At Emtrain, we provide interactive compliance training rooted in behavioral science and built for impact. Our sexual harassment prevention course aligns with Connecticut law, includes real-world scenarios, and measures cultural risk through embedded analytics.
Our goal? Helping your workplace build respect and inclusion—while staying in full compliance with the law.
