California-Compliant Harassment Prevention Training - Delivered Nationwide

California sets one of the highest standards in the country. We deliver interactive training that meets California requirements, scales to multi-state workforces, and creates documentation you can rely on.

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Harassment Prevention Training Is Required for California Employees - and a Smart Standard Nationwide

California law requires many employers to provide formal harassment prevention training to employees and supervisors. Under FEHA and SB 1343, employers with 5 or more employees must deliver interactive training on a recurring schedule for employees working in California (including remote workers located in-state). For organizations with teams across multiple states, building to California’s higher bar helps create a consistent, defensible standard while allowing state-specific add-ons where required.

Failure to comply exposes employers to:

Regulatory penalties
Increased liability in harassment and discrimination claims
Weakened defenses during investigations and litigation

Harassment prevention training is not optional forCalifornia-covered
employees, and informal or generic programs often fail tomeet California’s
standards - creating avoidable risk during claims,investigations, and audits.

Employer’s Guardian provides harassment prevention
trainingdesigned to meet statutory requirements and
reinforce real-world workplace behavior - with delivery
models that work forboth California-based and multi-state
employers.

What Harassment Prevention Training Includes

Employer’s Guardian delivers California-compliant harassment prevention training that aligns with FEHA regulations while remaining practical, respectful, and relevant to today’s workplace. For multi-state teams, we can harmonize training with your policies and add jurisdiction-specific requirements when needed.

Our training programs include:

Supervisor (2-hour) and non-supervisor (1-hour) California-compliant formats
Required legal definitions, protected categories, and practical examples
Clear reporting pathways, manager responsibilities, and response expectations
Retaliation prevention and bystander awareness
Completion tracking, certificates, and recordkeeping support

Without compliant training, employers face heightened exposure when complaints arise - even if misconduct was not intentional or widespread - and may have weaker defenses when decisions are reviewed later.

Missed Training Deadlines

Training due dates are easy to lose track of - especially across locations and remote teams.

Non-Compliant Content

Generic programs miss California-required topics or fail the "interactive" standard.

Poor Documentation

Incomplete records make it difficult to prove compliance during audits, investigations, or litigation.

Manager Confusion

Supervisors are unsure what to do when a concern is raised, which delays response and increases risk.

Retaliation Exposure

Employees fear reporting when protections and reporting channels are unclear.

Weak Litigation Defense

Training gaps can undermine credibility and increase settlement pressure when claims occur.

Our Harassment Prevention Training Framework

Requirements + Workforce Map

✔ We confirm obligations based on headcount, roles, and where employees actually work (including remote locations).
Role-Specific Delivery
✔ Supervisors and employees receive California-compliant instruction that matches their responsibilities.
Practical Scenario Education
✔ Training focuses on real situations - so managers know what "good" looks like in the moment.
Documentation + Tracking
✔ We help maintain completion records and reporting that support audit-ready compliance.
Ongoing Compliance Support
✔ Schedules and content are reviewed as rules evolve, and we align training with your HR policies and processes.

Compliance Requirements Addressed Through Training

FEHA Harassment Prevention Requirements

California-required topics, protected categories, and interactive delivery standards.

SB 1343 Training Mandates

Supervisor and non-supervisor duration, timing, and retraining cadence requirements.

Retaliation Awareness + Prevention

Protected activity, manager do’s and don’ts, and how to prevent retaliation claims.

Reporting + Investigation Readiness

How concerns are raised, documented, and escalated - including manager response obligations.

Training Recordkeeping Standards

Certificates, rosters, and documentation to support audits and demonstrate compliance over time.

Disclaimer (consistent formatting):

Employer’s Guardian provides HR compliance support and operational guidance. We do not provide legal advice.

Multi-State Addenda & Required Notices

State-specific policies, notices, and acknowledgements to cover remote employees andmulti-state operations.

Who Needs Harassment Prevention Training

Employers with 5 or more employees (including part-time)
Employers headquartered in California with employees in multiple states
Employers onboarding or promoting new supervisors
Organizations with remote or distributed teams that need consistent training coverage
Businesses strengthening risk controls anddocumentation before a claim, audit, or growth event

California-Compliant Training - Built for Multi-State Workforces

California harassment prevention requirements exceed federal standards and many state laws. Employer’s Guardian designs training to satisfy California law first, then helps multi-state employers align delivery and documentation across locations - with state-specific add-ons when required.

Harassment Prevention Training FAQs

Is harassment prevention training mandatory in California?

Yes. California requires employers with 5 or more employees to provide harassment prevention training to supervisory and non-supervisory employees who work in California. Requirements apply to onsite and remote employees located in California.

How often must training be completed?

Supervisors must complete at least 2 hours and non-supervisory employees at least 1 hour every two years. New hires and newly promoted supervisors must be trained within six months. Temporary, seasonal, or employees hired to work less than six months generally must be trained within 30 days or 100 hours worked, whichever comes first.

Who is required to attend training?

Supervisory employees in California must complete the 2-hour course and non-supervisory employees in California must complete the 1-hour course. Employers often choose to extend training to out-of-state employees for consistency, even when a specific state mandate does not apply.

What happens if training is missed?

Missed or late training increases regulatory and litigation risk. It can weaken your position during investigations, reduce credibility in disputes, and create avoidable exposure if a complaint occurs before training is completed and documented.

Does training reduce legal liability?

Training helps reduce risk, but it is not a standalone shield. The best protection comes from compliant training combined with clear policies, reporting channels, consistent manager response, and documented follow-through.

How is training documented?

We provide completion records and reporting (e.g., rosters, dates, certificates, and course versions) so you can demonstrate compliance during audits or claims. We can also help align documentation with your HRIS/workforce systems for easier ongoing tracking.