New York sexual harassment training requirements explained
Every employer in New York State, whatever its size, must adopt a sexual harassment prevention policy and train every employee once a year with interactive training (Labor Law § 201-g). New York City employers with 15 or more employees have additional content and recordkeeping duties. The State and the City both publish free official trainings12.
New York's rule is broader than most: there is no minimum number of employees, and the training is annual, not every two years as in California. This guide sets out what the law requires, what "interactive" means, and how New York City adds to it.
Who must train, and how often
Labor Law § 201-g applies to every employer in New York State. It requires two things1:
- a sexual harassment prevention policy that adopts the State model or meets or exceeds its minimum standards;
- training for all employees on an annual basis, using the State model training or an equivalent that meets its minimum standards.
The statute does not set a minimum number of hours, and the State does not certify training providers. It asks employers that use third-party training to check it meets the minimum standards4.
What the training must cover
Under § 201-g and the State's minimum standards, the training must be interactive and include13:
- an explanation of sexual harassment consistent with the State's guidance;
- examples of conduct that would be unlawful sexual harassment;
- information on the federal and state laws on sexual harassment and the remedies available to victims;
- employees' rights of redress and all available forums for complaints;
- information on the conduct of supervisors and any additional responsibilities they have.
The policy itself must include a complaint form, a timely and confidential investigation process, and a statement that retaliation against people who complain or testify is unlawful.
What "interactive" means
The State's employer guide says online training is acceptable as long as it is interactive: for example, questions employees must answer, a way to ask questions and get answers in a timely manner, or a feedback survey. A video or a document with no interaction does not qualify. A live trainer is not required4.
Written notice to employees
Employers must give each employee a written notice containing the policy and the training information, at hiring and at every annual training. The notice must be in English and in the employee's primary language when the State publishes a template in that language (§ 201-g(2-a))1.
New York City: the 15-employee rules
Employers in New York City with 15 or more employees must also provide annual interactive anti-sexual harassment training covering the elements of Administrative Code § 8-107(30), including bystander intervention and supervisors' specific responsibilities, and keep training records for at least three years78. They must also post a notice and give new hires a fact sheet. The NYC Commission on Human Rights offers a free online training that it says meets both City and State requirements, provided the employer also shares its internal complaint process.
The free official training
New York State publishes a free model training: a video, a slide deck with a script, and an answer sheet that makes the video interactive2. Together with the model policy, it is the simplest route for a small employer, as long as the employer adds its own complaint procedure and keeps records.
Beyond the annual training: the supervisor's first reply
The State model policy requires supervisors and managers who receive a complaint, see behavior that may be harassment or suspect it, to report it to the person or office the policy designates. They must not wait for a formal complaint, and a report can be verbal5. Anyone who reports, testifies or helps a coworker is protected from retaliation (Executive Law § 296)6.
| Instead of | Why it is a problem | Say |
|---|---|---|
| "He jokes like that with everyone, he doesn't mean anything by it." | Under the model policy, intent such as a joke does not neutralize harassment | "Thank you for telling me. Take your time: tell me what happened, in your own words." |
| "Before I do anything, I need a written complaint from you." | Reports may be verbal; the complaint form is optional | "Did you see the text yourself? It's fine if you don't have a copy, I'm not waiting for proof to act." |
| "The simplest fix is to move you to nights." | Penalizes the person who reported: a less desirable shift is an example of retaliation | "I'll ask HR to move Greg off your unit while they look into it. You keep your day shift." |
Sexual harassment prevention in New York: receiving a report trains that moment with an AI-simulated employee and a coach that flags each line. We do not claim it satisfies § 201-g on its own: it is unofficial online awareness training, and your company must check it against the minimum standards, add its own policy and complaint process, and keep its records.
FAQ
Is sexual harassment training mandatory in New York?
Yes. Labor Law § 201-g requires every employer in New York State, whatever its size, to train all employees every year.
How long does New York harassment training have to be?
The law sets no minimum length. The training must be interactive and cover the content required by the State's minimum standards.
Can New York harassment training be online?
Yes, if it is interactive: questions employees answer, a way to ask questions and get timely answers, or a feedback survey. A video alone is not enough.
What extra rules apply in New York City?
Employers with 15 or more employees must provide annual interactive training with the content set by Administrative Code § 8-107(30), keep records for three years, post a notice and give new hires a fact sheet.
Is there a free official training?
Yes. New York State publishes a free model training, and the NYC Commission on Human Rights offers a free online training.
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New York Labor Law § 201-g (prevention of sexual harassment), accessed 2026-10-30. ↩↩↩↩
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New York State, Sexual Harassment Prevention Model Policy and Training, accessed 2026-10-30. ↩↩
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New York State, Minimum Standards for Sexual Harassment Prevention Training, accessed 2026-10-30. ↩
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New York State, Employer Guide for Sexual Harassment Prevention, accessed 2026-10-30. ↩↩
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New York State, Sexual Harassment Model Policy (2023), accessed 2026-10-30. ↩
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New York Executive Law § 296 (Human Rights Law), accessed 2026-10-30. ↩
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NYC Local Law 96 of 2018 (Administrative Code § 8-107(30)), accessed 2026-10-30. ↩
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NYC Commission on Human Rights, Stop Sexual Harassment Act FAQ, accessed 2026-10-30. ↩