California Sexual Harassment Training Built to Actually Improve Culture
Meet California’s Mandatory AB 1825 & SB 1343 Training Requirements and Reduce Harassment & Retaliation Risk
Emtrain’s California sexual harassment training is purpose-built to help employers meet state-mandated requirements while addressing and preventing the real behaviors that lead to sexual harassment, discrimination, and retaliation claims.
Why California Employers Choose Emtrain:
- AB 1825 & SB 1343–compliant training for managers, supervisors, and employees
- Scenario-based videos addressing retaliation, abusive conduct, and escalation
- Real-time tracking and documentation for audits, investigations, and reporting
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California Sexual Harassment Training Also Scales Across All 50 States
Many employers struggle to stay compliant by relying on outdated content, inconsistent tracking, or training programs that don’t reflect California’s evolving requirements. Emtrain helps organizations avoid these risks with a centralized training platform that tracks completion, supports audits, and updates content as regulations change.
Whether your workforce is fully based in California or distributed nationwide, Emtrain ensures every employee, temporary and seasonal worker, and manager completes the right training, at the right time, with the right documentation.
EMTRAIN HELPED PASS CA HARASSMENT LAW
Old content gets stale. We've filmed all new CA sexual harassment training videos around timely and poignant topics.
How it works
Video Scene
Learners are first shown a video depicting a workplace culture issue, an ethical dilemma, or a compliance topic.
These scenarios vary from subtle and nuanced topics, to blatant compliance violations.
Pulsing Question
They are then prompted with a survey question that is directly related to the video they just watched. This allows for the most authentic and accurate employee sentiment response.
Each question is mapped to one of our Workplace Culture Skills
Results & Insights
Learners then see how their response stacks up against their organizations data, as well as our global data sets. Leaders are also able to dive deeper into the data using Emtrain® Analytics
The Most Complete Harassment Training Course with over 30+ Lessons in 30, 60, or 120 minute time intervals
All Emtrain packages include our entire suite of 100+ microlessons and our unique, in-course employee sentiment surveys. Customize your course with all the lessons below that fit your organization’s needs.
Respect is a Skill
An introduction to the purpose and goals of this course. Also, an introduction to the concept that team dynamics are influenced by peoples’ culture skills.
Developing Our Respect Skill
An introduction to 2nd part of Preventing Workplace Harassment 13.
The Laws and Framework
A refresher of the legal framework for workplace harassment and Emtrain’s Workplace Color Spectrum®, providing a shared language to color code conduct, not people.
The Workplace Color Spectrum® Tool
This lesson explains the Workplace Color Spectrum and how it can help managers and employees understand and categorize their conduct — and the conduct of others.
What Is Unlawful Harassment?
Workplace harassment always involves conduct or comments relating to “protected characteristics.” But what are they, and which ones apply in my workplace?
Bullying and Aggressive Behavior
Help your employees understand, identify, and stop aggressive, bullying behavior in the workplace.
Types and Forms of Harassment
Teach learners about the different types of harassment and how “quid pro quo” is different than “hostile work environment”.
What is Unwelcome Conduct?
A hostile work environment always involves “unwelcome conduct.” This lesson addresses how to determine when conduct is legally considered “unwelcome.”
Red and Toxic Conduct
Red conduct is illegal and negatively impacts work culture. Help employees determine what it looks like and how to know when conduct is crossing the line from orange to red.
Who Can Be Involved in Harassment?
This lesson explains the reach of workplace harassment laws, who is protected, and who can be liable for harassing conduct.
Tricky Situations
Help prevent potential problems by familiarizing yourself with some typical situations that can result in harassment or employee conflict.
Common Situations
There are a few common situations that seem to regularly lead to claims of harassment. By learning to recognize these situations, we can mitigate conflict and harassment, helping maintain a healthier workplace culture.
Bystanders to Upstanders
In most harassment situations, someone outside the conflict knows what’s going on. How do you go from being a passive bystander to an upstander who takes action to de-escalate the problem and uphold respectful norms of behavior?
Ageism
This lesson helps learners recognize ageist comments and actions, emphasizing that age is a legally protected characteristic and treating someone differently because of it is a workplace issue.
Gossip at Work
We all talk about our personal lives at work, and it’s easy to cross the line from chatter to negative gossip. This lesson teaches people to identify and stop gossip situations as quickly as possible to prevent harm to co-workers.
First Amendment Rights
This lesson clarifies the limits of workplace speech, helping employees understand the difference between First Amendment rights and their responsibility to align speech with corporate values.
Generational Conflict
Help learners understand how generational differences, shaped by life experiences, can lead to workplace conflict and disrespect in today’s multigenerational workforce.
Mental Health and Empathy
This lesson highlights the importance of treating employees with disabilities, including mental health conditions, with empathy and respect. It offers guidance for addressing performance concerns, reducing friction, and collaborating with HR to provide proper support.
Equitable Experiences
Our laws and policies are designed to ensure equity and a level playing field between people, regardless of their race, gender, age, etc. And that includes all aspects of the employee experience, including processes and systems and how they’re applied to people.
Digital Communications
As more people are working remotely, digital communications have become a crucial tool. Learn the best practices for digital communications whether email, instant messaging, etc., while preserving a respectful workplace.
Parenthood at Work
This lesson explores family status as a protected characteristic and emphasizes the importance of being empathetic and flexible with working parents. It highlights the need to avoid stereotypes and assumptions, fostering a supportive and inclusive workplace.
Gender Identity, Expression, and Transition
Equip employees with the knowledge and tools to create a respectful and inclusive workplace for trans, non-binary, and gender non-conforming colleagues. This lesson focuses on understanding gender diversity, using appropriate language, and fostering a supportive environment where everyone feels valued and respected.
In-Groups and Out-Groups
Everyone has a need to belong, leading to “in-groups” and “out-groups” in the workplace, based on shared identities and communities. This lesson helps learners recognize these dynamics and promote inclusivity to reduce friction.
Weight Stigma and Sizeism
Some states protect employees based on their physical size. This lesson reminds everyone to be respectful of others, regardless of their weight or appearance.
Religion and Respect
Religion is a protected characteristic, and it’s important to be respectful and inclusive of the spiritual and religious practices of our co-workers — even if you do not personally share the same beliefs.
Supporting Neurodiversity
Neurodiversity reflects how individuals process information differently, often causing unintended friction between neurotypical and neurodivergent people. This lesson fosters understanding and supports an inclusive workplace for neurodiverse employees.
Behaviors Over Beliefs
Help employees understand that their behavior, actions, and words must align with the law as well as our organization’s values, rules, and policies — regardless of personal beliefs.
Power Dynamics
Harassment is about someone in power making a less powerful person feel disrespected, marginalized, etc. It’s important to learn how to use power to minimize disrespect and promote a respectful workplace environment.
Assumptions and Harassment
Making assumptions about people based on their legally protected characteristics will often alienate people and create conflict, including people feeling like they are experiencing harassment.
Veteran Status
Veterans are legally protected but often face bias and harassment due to assumptions about their military service. This lesson helps learners recognize and address inappropriate workplace conduct toward veterans.
Race, Ethnicity, and Inclusion
Racial harassment is a common workplace complaint. Referencing someone’s race risks offending or making them feel “othered,” especially when they already feel marginalized.
Retaliation
Employees have a right to raise a concern or complaint without fear of retaliation. This lesson teaches learners about when a situation, and a management action crosses the line and may give the appearance of retaliation.
Using Your Power
When you see inappropriate, biased, or harassing behavior in your workplace you have an obligation to speak up and be a part of the solution. Upstanders are responsible for helping to maintain a healthy workplace culture.
Manager's Obligation
A strong manager is a role model for respectful behavior and considers the workplace experience of everyone on the team. Strong managers also address inappropriate behavior before it creates conflict and potential claims.
The Manager's Role
Managers shape workplace culture by modeling respect and addressing behavior issues. This lesson highlights their role as the employer’s “eyes and ears” in handling people and harassment concerns.
Reporting, Investigations, and Workplace Policies
This lesson teaches employees how and where to report concerns of harassment, and outlines the employer’s investigation process when concerns are reported. All employers must have their own harassment prevention policy to highlight in this lesson. For employers who lack a policy, Emtrain provides a harassment prevention policy template that can be used to create an employer policy.
Deep HRIS Integrations
Our HRIS integrations streamline your implementation. Automatically sync data and import employees from your HR system directly into Emtrain’s platform in just a few clicks.
Some immediate benefits include:
- Bolster your employee engagement data with our workplace culture insights
- Syncs learner data on a daily basis
- Receive automated status and assignment updates as learners change roles and locations
- Update and reassign campaigns instantly
- Send notifications via messaging apps like Slack.
Emtrain’s direct integration with Workday ensures your employee roster data is always accurate and up to date, and you can manage training, completions, and reporting directly in your HRIS. As a Silver Innovation Partner, you can be sure managing your training assignments will be effortless as your workforce evolves.
Your Training. Your LMS.
Deliver Emtrain’s award winning training content in your team’s Learning Management System. Emtrain courses are compatible with hundreds of LMS providers via our SCORM offering.
- SCORM 1.2
- SCORM 2004 3rd Edition
- SCORM 2004 4th Edition
Frequently Asked Questions
Sexual harassment training in California is a legally required workplace training program designed to educate employees and supervisors on preventing workplace harassment, discrimination, and retaliation. Under SB 1343 and AB 1825, employers with five or more employees must provide sexual harassment prevention training to all employees every two years.
All employers in California with five or more employees, including temporary and seasonal employees, must provide sexual harassment prevention training. This includes:
- Supervisors: At least two hours of training every two years.
- Non-supervisory employees: At least one hour of training every two years.
- New Hires and Promotions: New employees and promoted supervisors must receive this training within the first six months of hire or promotion.
California law mandates that sexual harassment training covers:
- Definition of Sexual Harassment
- Examples of Harassing Conduct
- Includes quid pro quo harassment and hostile work environment
- Prevention Strategies
- Steps employers and employees can take to prevent harassment
- Employer Responsibilities
- Implementing policies, investigating complaints, and enforcing discipline
- Complaint Process
- How employees can report harassment internally and externally (California Civil Rights Department – CRD)
- Legal Remedies and Protections
- Employee rights, legal actions, and protections against retaliation
- Bystander Intervention
- Training employees on how to intervene when witnessing harassment
- Abusive Conduct & Bullying
- Workplace bullying and its impact on employees
- Harassment Based on Other Protected Characteristics
- Includes gender identity, gender expression, sexual orientation, race, disability, and more
SB 1343 is a California law that requires sexual harassment prevention training for all employees in businesses with five or more employees. It ensures that employers provide effective, legally compliant training on workplace harassment prevention every two years.
Employers can comply with California’s harassment prevention training requirements by offering:
- Online sexual harassment training courses
- Live instructor-led sessions
- Interactive e-learning modules
- Can be conducted in person, online, or via webinar
- California-compliant workplace harassment training programs from certified providers like Emtrain
AB 1825 was California’s first law requiring sexual harassment training for supervisors in workplaces with 50 or more employees. The law has since been expanded through SB 1343 and SB 778, which now apply to businesses with five or more employees and require training for all workers.
Employers who fail to comply with sexual harassment training California requirements may face legal consequences, including:
- Fines and penalties from the Department of Fair Employment and Housing (DFEH)
- Workplace discrimination lawsuits
- Liability for failing to prevent workplace harassment
In addition to legal and financial ramifications, sexual harassment law suits can lead to public scandals which can damage a company’s reputation, erode employee trust, and impact business operations.
Employers must provide sexual harassment prevention training to all employees every two years. New hires must complete the training within six months of starting employment.
Yes. Remote employees and teleworkers are required to complete California harassment prevention training if they are employed by a company operating in California.
Emtrain offers California-compliant sexual harassment prevention training that meets SB 1343 and AB 1825 requirements. Our interactive training helps employees understand workplace harassment laws, recognize inappropriate conduct, and foster a culture of respect and inclusion.
For more information on California sexual harassment training requirements, visit Emtrain’s training solutions.
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