Search form

California Employers, 2013 is Training Year for Sexual Harassment Prevention

  • July 22, 2013

The deadline for training under AB 1825, the California law designed to instruct supervisory employees and managers in the prevention of sexual harassment at the worksite, is December 31, 2013.

AB 1825 (now codified at Cal. Gov. Code § 12950.1) became law on January 1, 2005, and requires employers with at least 50 employees to provide two hours of classroom or other effective interactive training and education regarding sexual harassment prevention to supervisory employees every two years (the first training deadline was December 31, 2005). New supervisors must be trained within six months of being promoted to a supervisory position and, thereafter, every two years.

The required training must take the form of “information and practical guidance” regarding federal and state laws concerning the prohibition on, and the prevention and correction of, sexual harassment, and the remedies available to victims of such harassment. The training must be provided by “trainers or educators with knowledge and expertise in the prevention of harassment, discrimination, and retaliation” and must include practical examples aimed at instructing supervisors.

Employers have to track compliance with AB 1825 by keeping training records indicating the date and type of training provided and the supervisor-trainee’s name, as well as the name of the instructor. These records must be maintained for at least two years.

The Department of Fair Employment and Housing has the authority to penalize employers who fail to comply with the training requirement. The law states that compliance with AB 1825 is not a defense to a sexual harassment claim and, conversely, that a supervisor’s failure to receive training is not grounds for establishing liability for harassment under the Fair Employment and Housing Act.

Jackson Lewis Training Programs

Jackson Lewis has built its practice and reputation by helping clients reduce employment litigation through management education on legal trends, judicial developments, and statutory and regulatory compliance. We have developed management training programs for minimizing sexual harassment, and we regularly conduct educational conferences and training programs nationwide for employers and their management teams, in-house attorneys and human resource professionals on a wide range of issues.

Jackson Lewis’ training programs are tailored to meet AB 1825 compliance rules. For more information or to schedule training on-site, please contact the Jackson Lewis attorney with whom you regularly work. 

©2013 Jackson Lewis P.C. This material is provided for informational purposes only. It is not intended to constitute legal advice nor does it create a client-lawyer relationship between Jackson Lewis and any recipient. Recipients should consult with counsel before taking any actions based on the information contained within this material. This material may be considered attorney advertising in some jurisdictions. Prior results do not guarantee a similar outcome.

Focused on labor and employment law since 1958, Jackson Lewis P.C.'s 950+ attorneys located in major cities nationwide consistently identify and respond to new ways workplace law intersects business. We help employers develop proactive strategies, strong policies and business-oriented solutions to cultivate high-functioning workforces that are engaged, stable and diverse, and share our clients' goals to emphasize inclusivity and respect for the contribution of every employee. For more information, visit