New York Sexual Harassment Training
New York sexual harassment law requires all workers to adhere to NY mandatory harassment training. To assist employers with complying with the legislation, PayNortheast provides Free New York harassment training.
New York harassment training at a glance
- Who must provide it: every employer in New York State, regardless of size.
- How often: at least once a year for every employee.
- Proof of completion: each participant in our free training is emailed a certificate of completion.
Source: ny.gov FAQ (opens in a new tab) .
New York Harassment Training
Let’s start here. If you’re an employer, you’ve probably been on the receiving end of a multitude of solicitations from companies using fear tactics to sell you custom New York harassment policy and training solutions that cost a lot of money. Before you sign any contracts, we recommend first familiarizing yourself with the New York sexual harassment law, how it works and all of the free resources PayNortheast has already made available to employers.
Our New York harassment training program is quick, simple, and 100% free for everyone. Individuals that take our New York harassment training will be emailed a certificate of completion at the conclusion of the training. This certificate serves as proof that the employee completed their annual New York harassment training requirement.
About Our New York Harassment Training
In consultation with the Division of Human Rights, the New York State Department of Labor has established a model sexual harassment prevention training for employers to adopt. Using this training can help you comply with this specific component of the law.
During this interactive training, the participant will watch a series of videos followed by several questions with an explanation of each answer. Each participant can complete the training by clicking “Begin New York Harassment Training” at the top of this page.
New York Harassment Training Features
Built on the New York State model
PayNortheast’s New York harassment training uses the state model template to help you comply.
Certificate of completion
Employees will be emailed a certificate of completion at the conclusion of their New York harassment training. These certificates should be filed by the employer to provide proof employees completed the NY mandatory harassment training.
Free online harassment training for employees
PayNortheast’s New York harassment training is free for everyone as part of our initiative to provide affordable solutions to employers of all sizes!
Are You Complying With The New York Sexual Harassment Law?
Download the NY State employer toolkit (opens in a new tab)New York Harassment Training Requirements Overview
New York Sexual Harassment Training Requirements
New York State has issued requirements designed to prevent sexual harassment in the workplace. The key components of the law are as follows:
- Employers must establish a formal sexual harassment prevention policy and share it with all employees.
- The policy must also include and share a complaint form with employees that can be used to file formal sexual harassment complaints.
- Employers must also provide mandatory sexual harassment prevention training to all employees on an annual basis.
Sexual Harassment Prevention Policy
Every employer in New York State has been required to adopt a formal sexual harassment prevention policy since October 9, 2018, according to the law. In consultation with the Division of Human Rights, the New York State Department of Labor has established a model sexual harassment prevention policy for employers to adopt.
Employers may also choose to adopt their own policy, provided it meets or exceeds the minimum standards of the model policy issued by New York State.
Sexual Harassment Complaint Form
New York State also requires the sexual harassment prevention policy to include a complaint form, which employers have had to share with all employees since October 9, 2018. If an employee believes they have become a victim of sexual harassment in the workplace, they are encouraged to complete this form. Even if the employee reports the sexual harassment verbally or in another manner, the state’s model form says the employer should complete the complaint form on the employee’s behalf.
New York State publishes a model complaint form that employers can download and use. Using the state’s form is a straightforward way to meet this requirement. If you use your own version, talk with your employment attorney to make sure it works with your policy.
Sexual Harassment Prevention Training
Additionally, all employers in New York State are required to provide mandatory sexual harassment prevention training to all employees on an annual basis. Annual training has been required since October 9, 2018, and employers had to complete the first round by October 9, 2019. Just like the model policy and complaint form, New York State has also released a sexual harassment prevention training model.
Employers may also choose to implement their own annual sexual harassment prevention training, provided it meets or exceeds the minimum standards developed by the New York State Department of Labor and Division of Human Rights.
NY Sexual Harassment Policy
Basic Requirements
Every employer in New York State has been required to adopt a sexual harassment prevention policy and share it with all employees since October 9, 2018. There are two ways to accomplish this:
- Employers may simply use the model policy issued by New York State.
- Or, employers may adopt their own sexual harassment prevention policy, provided it meets or exceeds the minimum standards established by New York State.
We’ve outlined how employers can do each below.
Using the Model Policy
In consultation with the Division of Human Rights, the New York State Department of Labor has established a model sexual harassment prevention policy for employers to adopt. Using this policy can help you comply with this specific component of the law.
Poster Notice - Recommended
New York State has also given employers an added ability to direct both employees and non-employees to their sexual harassment prevention policy through a labor law notice. This poster, which is an optional tool, should be displayed in a highly visible area within the workplace, likely next to wherever your current labor law poster(s) are displayed.
Download the Sexual Harassment Policy Template. (opens in a new tab)
Developing Your Own Policy - Minimum Standards
As previously stated, employers may adopt their own sexual harassment prevention policy, provided it meets or exceeds the minimum standards established by New York State.
According to the minimum standards issued by New York State, the sexual harassment prevention policy must:
- prohibit sexual harassment consistent with guidance issued by the Department of Labor in consultation with the Division of Human Rights.
- provide examples of prohibited conduct that would constitute unlawful sexual harassment.
- include information concerning the federal and state statutory provisions concerning sexual harassment, remedies available to victims of sexual harassment, and a statement that there may be applicable local laws.
- include a complaint form.
- include a procedure for the timely and confidential investigation of complaints that ensures due process for all parties.
- inform employees of their rights of redress and all available forums for adjudicating sexual harassment complaints administratively and judicially.
- clearly state that sexual harassment is considered a form of employee misconduct and that sanctions will be enforced against individuals engaging in sexual harassment and against supervisory and managerial personnel who knowingly allow such behavior to continue.
- clearly state that retaliation against individuals who complain of sexual harassment or who testify or assist in any investigation or proceeding involving sexual harassment is unlawful.
Employee Complaint Form
Download and Use the Complaint Form
New York State also requires the sexual harassment prevention policy to include a complaint form, which employers have had to share with all employees since October 9, 2018. If an employee believes they have become a victim of sexual harassment in the workplace, they are encouraged to complete this form. Even if the employee reports the sexual harassment verbally or in another manner, the state’s model form says the employer should complete the complaint form on the employee’s behalf.
New York State publishes a model complaint form that employers can download and use. Using the state’s form is a straightforward way to meet this requirement. If you use your own version, talk with your employment attorney to make sure it works with your policy.
Posting (Optional)
Sexual Harassment Posting (Optional)
New York State has also provided employers with a posting they can tack up next to their standard labor law poster to provide notice to employees about the law and who they can contact if they need to report an incident of sexual harassment in the workplace. This poster, which is an optional tool, is one way to direct both employees and non-employees to your Sexual Harassment Prevention Policy and should be displayed in a highly visible place.
Official New York forms and templates.
These links open the current official versions from New York State.
New York Harassment Complaint Form
The state’s model complaint form for reporting sexual harassment.
Download from ny.gov (opens in a new tab)New York Harassment Poster
The state’s optional sexual harassment prevention poster.
Download from ny.gov (opens in a new tab)NY Sexual Harassment Policy
The state’s model sexual harassment prevention policy.
Download from dhr.ny.gov (opens in a new tab)New York City’s additional rules
Employers in New York City follow the state rules plus the city’s Stop Sexual Harassment in NYC Act.
Who the city rules cover
Under NYC Local Law 96 (2018), employers that had 15 or more employees, or one or more domestic workers, at any point in the previous calendar year must provide annual interactive anti-sexual harassment training to staff working in New York City, including supervisors and managers.
Training is required for employees, interns and independent contractors who work more than 80 hours in a calendar year and for at least 90 days (the days don’t need to be consecutive).
Records, poster and fact sheet
Employers must keep a record of every training, such as a certificate or a signed employee acknowledgment (paper or electronic), for at least three years, and show it to the NYC Commission on Human Rights on request.
Covered employers must also post the city’s sexual harassment prevention poster in English and Spanish in an obvious place and give new employees the city’s fact sheet.
Sources: NYC Commission on Human Rights training page (opens in a new tab) ; NYC training FAQs (opens in a new tab) ; NYC Local Law 96 (2018) (opens in a new tab) .
Who has to take New York harassment training?
Under New York State guidance, “employee” includes all workers, regardless of immigration status, including exempt and non-exempt, part-time, seasonal and temporary workers. Minor employees must also be trained.
Only employees who work, or will work, in New York State need the training. Someone based in another state who works part of their time in New York must be trained.
The state doesn’t require employers to train independent contractors, vendors or consultants, but employers can be liable for their conduct in the workplace and are encouraged to offer them the policy and training. In New York City, interns and independent contractors who meet the 80-hour and 90-day thresholds must be trained.
Sources: ny.gov FAQ (opens in a new tab) ; NYC training FAQs (opens in a new tab) .
Certificates of completion and training records
Your certificate of completion
Each person who finishes our free New York harassment training is emailed a certificate of completion. It serves as proof that the employee completed their annual training. Ask employees to send you a copy, and file it with their records.
Keeping training records
New York State doesn’t require a signed acknowledgment, but it encourages employers to keep one along with copies of training records, which may help with any future complaint or lawsuit. Employers must give employees the policy and training materials in writing at hire and at each annual training.
New York City employers covered by Local Law 96 must keep training records for at least three years.
Sources: ny.gov FAQ (opens in a new tab) ; New York Labor Law §201-g (opens in a new tab) ; NYC Commission on Human Rights (opens in a new tab) .
Spanish and other language versions
New York State publishes its model policy, training, complaint form, poster and FAQs in Spanish and other languages, including Chinese, Korean, Russian, Italian, Polish, Bengali, Urdu, French, Haitian-Creole, Japanese, Hindi, Albanian and Greek.
Employers must provide the notice, policy and training materials in English and in an employee’s primary language when the state publishes a model in that language.
See all translated state materials (ny.gov) (opens in a new tab) Spanish model training (PDF) (opens in a new tab)
Source: ny.gov FAQ (opens in a new tab) .
Sexual harassment training FAQ
Who has to complete New York sexual harassment training?
Every employee who works in New York State, at every employer regardless of size. See who has to take the training for part-time, seasonal, temporary and out-of-state workers. Source: ny.gov FAQ (opens in a new tab) .
How often do employees need the training?
At least once a year. You can track the year by calendar year, by each employee’s start-date anniversary or by another date you choose. Source: ny.gov FAQ (opens in a new tab) .
When should new hires be trained?
The state doesn’t set a deadline, but it encourages employers to train new employees as soon as possible. Give new hires your policy and training materials in writing when they start. Source: ny.gov FAQ (opens in a new tab) .
Is a video on its own enough?
No. New York requires the training to be interactive. Watching a video with no questions or feedback doesn’t meet the standard. Our free training pairs each video with questions and explains every answer. Source: ny.gov model training (opens in a new tab) .
Do we have to pay employees for training time?
Generally, yes. New York says time spent on required training is usually treated as work time and paid like other hours worked. Source: ny.gov FAQ (opens in a new tab) .
What records should we keep?
Keep each employee’s certificate of completion and a signed acknowledgment of your policy. See certificates and training records for the state and New York City details. Sources: ny.gov FAQ (opens in a new tab) , NYC Commission on Human Rights (opens in a new tab) .
Can we use our own policy or training?
Yes, as long as it meets or exceeds the state’s minimum standards. Employers in New York City can also use the NYC Commission on Human Rights online training, which the state says meets its requirements. Sources: ny.gov (opens in a new tab) , NYC Commission on Human Rights (opens in a new tab) .
Where can employees report sexual harassment outside the company?
Employees can file a complaint with the New York State Division of Human Rights (opens in a new tab) at 844-NYS-DHR1 (844-697-3471), as well as with federal and local agencies or in court. Source: ny.gov FAQ (opens in a new tab) .
Last reviewed: November 2026.
This page is general information, not legal advice. Talk with your employment attorney about your policy, training and any complaint. Sources: New York Labor Law §201-g (opens in a new tab) ; ny.gov model policy and training (opens in a new tab) ; ny.gov FAQ (opens in a new tab) ; ny.gov employer toolkit (opens in a new tab) ; ny.gov model complaint form (opens in a new tab) ; ny.gov translations (opens in a new tab) ; NYC training FAQs (opens in a new tab) .
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