MassachusettsHarassment Training Requirements

Currently, Massachusetts law encourages employers to provide workplace harassment training but does not require it for most private employers. Employers with six or more employees are required to adopt and distribute a written sexual harassment policy. However, pending legislation (H.5023) would require covered employers to provide annual interactive harassment training if enacted.

Employers with six or more employees must maintain a written policy against sexual harassment. The policy must explain prohibited conduct, retaliation protections, reporting procedures, disciplinary consequences, and provide information about filing complaints with state and federal agencies.

No. Current Massachusetts law does not require annual harassment training. The Massachusetts Commission Against Discrimination (MCAD) strongly recommends regular training as a best practice. Proposed legislation would require annual one-hour training beginning January 1, 2027, if enacted.

Although not required by current statute, MCAD recommends training that explains unlawful harassment, retaliation, reporting procedures, complaint investigations, supervisor responsibilities, bystander intervention, and respectful workplace behavior. Employers often include these topics to reduce legal risk and promote a positive workplace culture.

If enacted, H.5023 would require many Massachusetts employers to provide annual interactive harassment training, deliver training within six months of hire or promotion, maintain training records for five years, distribute written harassment policies, and include bystander intervention and supervisor responsibilities in training. As of today, these requirements are proposed and have not become law.

H.2190 was the original bill introducing mandatory harassment training requirements. H.5023 is the committee’s updated version. The most significant difference is that H.5023 would exempt employers with 25 or fewer employees from many of the proposed policy and training requirements, while H.2190 did not include this exemption.

Current law encourages employers to provide additional education for supervisors and managers because they have greater responsibility for preventing, identifying, and responding to workplace harassment. Under the proposed legislation, supervisor responsibilities would become a required component of annual training for covered employers.

No. Current Massachusetts law does not mandate interactive online training. However, the pending legislation would require online courses to include interactive participation, allow employees to ask anonymous questions, and require qualified trainers to respond within two business days.

Even though annual harassment training is not currently required by law, employers should consider implementing regular interactive training, updating harassment policies annually, training supervisors on their legal responsibilities, documenting employee participation, and fostering a workplace culture where employees feel comfortable reporting concerns. Following MCAD guidance helps organizations reduce legal risk while preparing for potential future legislative changes.