New YorkNYSHRL

New York Sexual Harassment Training Online

AWI Training satisfies New York State's mandatory annual sexual harassment prevention training requirement for all employers, regardless of size.

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All employers · no size minimum NYSHRL-compliant

Assessment in progress

NYSHRL

Scenario prompt

A coworker sends repeated unwanted messages to a colleague after being told to stop. As a manager, what steps do you take?

Bystander Intervention88

Reporting Protocol79

Prompt Escalation81

Harassment Prevention domain · AWI engine

THE REQUIREMENT

New York NYSHRL at a glance.

New York's Stop Sexual Harassment Act (2018) requires all employers, regardless of size, to provide annual interactive sexual harassment prevention training to every employee working in the state.

Employer obligationsVerified

Who must complyAll employers in New York, regardless of size

Who is coveredAll employees working in New York, including part-time, seasonal, and temporary workers

New hire deadlineAs soon as possible after hire

RetrainingAt least once per year for every employee

Training requirementsVerified

Content standardsMust meet New York State minimum content standards (NY Labor Law § 201-g)

Format requiredMust be interactive. AWI Training delivers interactivity through Zee-Bot scenario assessments and an interactive quiz after each video training module.

LanguageMust be provided in a language employees understand

AcknowledgmentEmployers are strongly encouraged to obtain signed acknowledgments; NYC employers with 15+ employees are required to maintain them

Source: New York State Division of Human Rights (dhr.ny.gov), NY Labor Law § 201-g. Requirements verified as of 2025.

WHAT THE LAW REQUIRES

Topics your New York training must cover.

Under NY Labor Law § 201-g and NYSDHR model training guidelines, sexual harassment prevention training must address all of the following topics.

✓

Definition of sexual harassment under NY law

An explanation of sexual harassment as a form of unlawful discrimination under NY Executive Law Article 15 (NYSHRL).

✓

Federal law coverage

Sexual harassment is also prohibited under Title VII of the Civil Rights Act of 1964. NY training must address both state and federal protections.

✓

Examples of prohibited conduct

A description of sexual harassment utilizing examples of conduct that constitutes unlawful harassment across workplace scenarios.

✓

Internal complaint process

Any internal complaint process available to employees through their employer to address sexual harassment complaints.

✓

Legal remedies through NYSDHR and EEOC

The legal remedies and complaint process available through the New York State Division of Human Rights and the EEOC, including contact information.

✓

Prohibition on retaliation

Information on the legal prohibition against retaliation for reporting harassment, filing a complaint, or participating in an investigation.

✓

Bystander intervention

Information on bystander intervention, including practical strategies for recognizing and safely responding to conduct that may constitute harassment.

✓

Role of supervisors and managers

Information addressing conduct by supervisors and the additional responsibilities supervisors have to prevent, report, and respond to harassment.

Note: NY training must be interactive. AWI Training satisfies this through two mechanisms: Zee-Bot scenario-based assessments where employees engage with realistic workplace situations, and an interactive quiz after each video training module — both require active participation and produce a scored record, meeting the interactivity requirement of NY Labor Law § 201-g.

AUDIT READINESS

A record your compliance team can actually use.

AWI Training does not just prove training occurred. It assesses each employee to reveal their training needs and how they grow post-training.

Timestamped per-employee record with assessment date

Scored across 12 competencies, not pass/fail

Exportable as PDF for legal holds and audits

Annual retraining tracked automatically per NY requirement

Assessment complete

AWI Compliance Record

J. Torres · Team Manager · June 1, 2026 NY NYSHRL

84 Overall

Overall Score All-staff curriculum Next retraining: June 1, 2027

Harassment Prevention

Bystander Intervention

29/33

Reporting Protocol

26/33

Prompt Escalation

28/33

High 25-33

Medium 16-24

Low 1-15

AWI engine scored · (Sample Data and Illustrations) ↓ PDF export

PRICING SNAPSHOT

New York NYSHRL compliance covered at every scale.

AWI Training includes NYSHRL compliance modules across all plans. All plans support annual retraining reminders and timestamped completion records for audit readiness.

Core

$29.99 /learner

50 learners · 1 admin

✓15 video training modules

✓Pre and Post Assessments

✓100+ behavioral metrics, AWI scoring

✓Tailored learning paths

✓Timestamped per-employee records

Frequently asked questions

Does NYSHRL apply to employers with only 1 or 2 employees?
Yes. New York's sexual harassment prevention training requirement applies to all employers in New York State, regardless of size. There is no minimum employee threshold. Even an employer with a single employee must provide annual training to that employee if they work in New York.
How often must employees complete NYSHRL training?
All employees must complete sexual harassment prevention training at least once per year. New York does not specify a fixed calendar deadline, but annual completion is required. AWI Training tracks each employee's last assessment date and can notify compliance managers when annual retraining is due.
What makes training interactive under New York law?
New York law and NYSDHR model training guidelines require that training allow employees to ask questions and receive answers, engage with hypothetical scenarios, and provide a mechanism for active participation. Passive video viewing alone does not satisfy the requirement. AWI Training satisfies NY's interactive standard through two mechanisms: Zee-Bot scenario-based assessments where employees engage with realistic workplace situations, and an interactive quiz after each video training module — both require active participation and produce a scored behavioral record.
When must new employees complete training?
New York law requires that new employees be trained as soon as possible after hire. The Stop Sexual Harassment Act does not specify a fixed number of days, but NYSDHR guidance recommends training employees at or near the start of employment. AWI Training can be assigned immediately after onboarding so new hires complete training within their first weeks.
Does New York City have a separate training requirement beyond NYSHRL?
Yes. New York City's Local Law 96 (2018) requires employers with 15 or more employees to provide annual interactive sexual harassment prevention training to employees who work more than 80 hours in a calendar year AND for at least 90 days in New York City. The NYC requirement runs concurrently with the state NYSHRL requirement. AWI Training satisfies both.
Does NY require a written sexual harassment prevention policy in addition to training?
Yes. All New York employers must maintain a written sexual harassment prevention policy that meets or exceeds the New York State model policy. The policy must be distributed to all employees. AWI Training covers policy awareness as part of the standard curriculum; the written policy document is an employer-level requirement separate from the training platform.
Is the information on this page legal advice?
No. The information on this page is provided for general informational purposes only and does not constitute legal advice. Requirements change. Verify current obligations with qualified legal counsel before making compliance decisions.

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This page provides general information about New York State NYSHRL sexual harassment prevention training requirements. It is not legal advice. Requirements change. Verify current obligations with qualified legal counsel before making compliance decisions. Source data verified against the New York State Division of Human Rights (dhr.ny.gov).

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