State Requirements – ComplyBright

Employer Coverage Threshold	Employees Who Must Receive Training	Deadline	Training Interval	Length of Training	Recordkeeping Requirements	Notice Requirements	Language Requirements
CALIFORNIA Employers with 5 or more employees. "Employees" (for the purpose of calculation coverage requirements only) includes full-time, part-time, and temporary employees, including unpaid interns and volunteers, as well as contractors (those providing work under a contract for each working day in 20 consecutive weeks in the current calendar year or preceding calendar year). There is no requirement that the 5 employees or contractors work at the same location or all reside in California.	All employees. Note: Only supervisors and employees located in CA are required to be trained. Employers are not required to train independent contractors, volunteers, and unpaid interns. New hires who have previously received training within the last two years do not need to be retrained; however, it is the employer’s responsibility to ensure that the previous training was legally compliant and that the employee completed the training.	January 1, 2021, within six months of hire or promotion. Seasonal and temporary employees, or who work for less than 6 months, must be trained within 30 days or 100 hours worked, whichever comes first. Employees who are employed for fewer than 30 calendar days and work for fewer than 100 hours do not have to be trained. Note: employers of 50 or more employees must continue to provide training to supervisory employees every 2 years as has been required by state law since 2005, even if the 2-year interval falls before January 1, 2021.	Every 2 years.	2 hours for supervisors 1 hour for non-supervisors	Employers must retain documentation of the training provided, including but not limited to the names of the supervisory employees trained, the date of training, the sign in sheet, a copy of all certificates of attendance or completion issued, the type of training, a copy of all written or recorded materials that comprise the training, the name of the training provider, and a record of questions submitted, and all written responses or guidance provided. Retention period is 2 years.	The Fair Employment and Housing Act (DFEHA) requires all employers to post the following in a in a prominent and accessible location in the workplace: Post the DEFH’s workplace discrimination and harassment posted Post a poster developed by the DFEH regarding transgender rights Employers must distribute a copy of DFEH’s DFEH 185 brochure on Sexual Harassment to all employees.	Employers should ensure the training is successfully communicated in the language spoken by the employee. Also, all applicable policies must be provided in the language spoken by its workforce.
CONNECTICUT All employers.	Employers of 3 or more employees: All employees. Employers of fewer than 3 employees: All supervisory employees As long as the employer has three or more employees in total, in any state, any of those employees who are based in Connecticut are subject to the training requirements.	Employers of 3 or more employees: All employees by February 9, 2021. New employees hired on or after October 1, 2019 not later than 6 months after the date of hire. Employers of fewer than 3 employees: All supervisory employees by February 9, 2021. New supervisory employees within 6 months of their assumption of a supervisory position. Newly hired supervisory employees hired on or after October 1, 2019 not later than 6 months after the date of hire. Due to the Covid-19 pandemic, a blanket extension from the original October 1, 2020, deadline has been granted by the Connecticut legislature. Employers do not have to request permission to get the 90-day extension and will have until February 9, 2021, to complete training their workforce. However, employees who have been hired since October 1, 2019 are still required to be trained within six months.	Every 10 years.	2 hours	Employers are encouraged to maintain records concerning all training provided. Recommended retention period is 1 year.	Covered employers must post a notice in the workplace provided by the state about the illegality of sexual harassment	The training must be delivered using clear and understandable language.
ILLINOIS Employers with 1 or more employees. Independent contractors and freelancers can complete training once per year and provide proof of training for all businesses they work with in that year.	All employees must be trained, including full-time, part-time, and short-term employees, as well as interns. Any employees who work or will work in Illinois must be trained, even if the employer is not based in Illinois. If an employee is based elsewhere but regularly interacts with other employees in Illinois, they should be trained. An employer is not generally required to provide training for independent contractors, but it is recommended that they do so for any independent contractors working on-site, or interacting with employees. If a new employee received training at a previous employment, employers are still recommended to retrain them to ensure that all employees have received compliant training. Employers can ask employees to provide proof of past training, but it is the employer’s responsibility to make sure the training met state requirements and that the employee has documentation proving completion of the training. Otherwise the employee must be retrained for the employer to stay in compliance.	All employees must receive training by December 31, 2020. New employees should be trained as soon as possible.	Annually.	No requirements.	Employers must keep records of training for all employees, such as a certificate of completion,, either on paper or electronically.	Employers must post a notice advising employees of the right to be free from sexual harassment, among other rights included in the Illinois Human Rights Act. While there is no general requirement for a written policy on harassment, restaurant and bar employers must have written policies on harassment prevention meeting minimum standards from the Department of Human Rights.	Training must be provided in an accessible way for all employees, including any employees with disabilities or who do not speak English.
NEW YORK STATE All employers.	All employees who work in NY State, even a portion of their time, no matter what state they are based in	October 9, 2019. Employers are encouraged to train new hires as soon as possible.	Annually.	No requirements.	Employers are required to provide a written notice to employees containing the employer's sexual harassment prevention policy and the information from the sexual harassment prevention training program at the time of hire and at every annual harassment prevention training. The notice must link to, or include as an attachment, a printed copy of the employer's policy and training materials. Training materials include any printed materials, scripts, Q+As, outlines, handouts, and PowerPoint slides. If employers deliver the training materials through software or video, it is sufficient to share an electronic or printed copy, or a link to such materials	Provide notice by the Department of Human Rights to all employees. Provide notice in the employee’s primary language if the state has published one. The notice must be provided at the time of hiring and at every annual sexual harassment prevention training. The notice must include the employer’s sexual harassment prevention policy and the information presented in the sexual harassment prevention training program.	Training must be provided in the language spoken by their employees.
New York City Employers with 15 or more employees. Employees not based in New York City count towards the 15-employee threshold. Independent contractors are considered employees for the purposes of determining whether an employer is obligated to provide the training.	New York City All employees Temporary employees, part-time employees, interns, independent contractors, freelancers, and employees based outside of New York City who work: more than 80 hours in a calendar year, and for at least 90 days Independent contractors and freelancers can complete training once per year and provide proof of training for all businesses they work with in that year. Employees based elsewhere but who regularly interact with other employees in New York City, even if they are not physically present in the City.	New York City December 31, 2019. New hires must receive training after 90 days of initial hire.	New York City Annually beginning April 1, 2019.	New York City No requirements	New York City Employers must keep a record of all trainings, including a certificate or signed employee acknowledgement, for 3 years.	All employers must conspicuously display an anti-sexual harassment right and responsibilities poster in employee breakrooms or other common areas where employees gather. The poster must be at least 8 ½ by 14 inches with a minimum of 12 point type and it must be provided in English and Spanish. Employers must distribute an information sheet on Sexual Harassment published by the Commission, and it must be same size as above. This sheet can be included in the employee handbook.	Refer to NYS.