New York CityLocal Law 96

New York City Sexual Harassment Training Online

AWI Training satisfies New York City's mandatory annual sexual harassment prevention training requirement under Local Law 96 for employers with 15 or more employees — and concurrently satisfies the NY State NYSHRL requirement.

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15+ employees · annual NYC LL96-compliant

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NYC LL96

Scenario prompt

An employee reports that a coworker repeatedly makes inappropriate comments in shared workspaces in a NYC office. As the supervisor, what steps must you take under NYC law?

Bystander Intervention88

Reporting Protocol79

Prompt Escalation89

Harassment Prevention domain · AWI engine

THE REQUIREMENT

NYC Local Law 96 at a glance.

New York City's Local Law 96 (part of the Stop Sexual Harassment in NYC Act, 2018) requires employers with 15 or more employees to provide annual interactive sexual harassment prevention training to all employees who work more than 80 hours per year and at least 90 days in NYC.

Employer obligationsVerified

Who must complyEmployers with 15 or more employees in New York City

Who is coveredEmployees working more than 80 hours/year AND at least 90 days in NYC, including interns

Eligibility thresholdEmployees become covered once they have worked more than 80 hours AND at least 90 days in NYC. CCHR guidance recommends training as soon as possible after hire.

RetrainingAt least once per calendar year for all covered employees

Training requirementsVerified

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

Content standardsMust meet NYC CCHR minimum training standards (NYC Admin. Code § 8-107(28))

RecordkeepingSigned acknowledgments (electronic OK) must be retained for at least 3 years

Source: NYC Commission on Human Rights (nyc.gov/cchr); NYC Admin. Code § 8-107(28). Requirements verified as of 2025.

WHAT THE LAW REQUIRES

Topics your NYC Local Law 96 training must cover.

Under NYC Admin. Code § 8-107(28) and NYC Commission on Human Rights guidance, Local Law 96 training must cover the following topics — some of which go beyond the NY State NYSHRL baseline.

✓

Definition and examples under the NYC Human Rights Law

Sexual harassment as prohibited under the NYC Human Rights Law (NYCHRL), with examples that reflect the NYCHRL's broader coverage compared to state and federal law.

✓

Bystander intervention (explicit NYC requirement)

Strategies for recognizing and safely intervening or reporting when witnessing conduct that may constitute harassment — explicitly required by NYC LL96 for all employees.

✓

Internal complaint process

The employer's internal mechanism for reporting harassment, including how complaints are investigated and protections for complainants.

✓

Rights and remedies under the NYC Human Rights Law

Legal remedies available through NYC courts and the NYC Commission on Human Rights (CCHR), including the complaint filing process.

✓

NYC Commission on Human Rights complaint process

How to file a complaint with the CCHR, applicable time limits, and the investigative process.

✓

Prohibition on retaliation

Legal protections for employees who report harassment or participate in a complaint or investigation under NYC, state, or federal law.

✓

Supervisor responsibilities

The specific obligations of supervisors to respond to, report, and prevent harassment, including documentation and prompt corrective action requirements.

✓

NY State NYSHRL concurrent coverage

NYC LL96 and NY State NYSHRL are separate overlapping mandates. AWI Training is designed to satisfy both in a single session: because AWI Training meets NYC's more comprehensive standard (which includes bystander intervention and supervisor content), it concurrently satisfies NY State's minimum requirements.

Note: AWI Training satisfies NYC LL96's interactive standard through Zee-Bot scenario-based assessments and an interactive quiz after each video training module. A single AWI Training session concurrently satisfies both NYC Local Law 96 and NY State NYSHRL.

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

Retraining records maintained per-employee

Assessment complete

AWI Compliance Record

F. Ahmed · Office Manager · June 1, 2026 NYC LL96

88Overall

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

Harassment Prevention

Bystander Intervention

30/33

Reporting Protocol

29/33

Prompt Escalation

29/33

High 25-33

Medium 16-24

Low 1-15

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

PRICING SNAPSHOT

NYC Local Law 96 compliance covered at every scale.

AWI Training includes NYC Local Law 96 and NY NYSHRL concurrent compliance modules across all plans. All plans support signed acknowledgment records (3-year retention) and timestamped completion for CCHR 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

Which New York City employers must comply with Local Law 96?
New York City's Stop Sexual Harassment in NYC Act — Local Law 96 (2018) — requires employers with 15 or more employees to provide annual interactive sexual harassment prevention training to all covered employees.
Which employees must receive training under NYC Local Law 96?
Training is required for employees who work more than 80 hours in a calendar year AND for at least 90 days in New York City. Interns are also covered. The 80-hour and 90-day figures are eligibility thresholds, not completion deadlines — once an employee meets both thresholds they are covered and must receive training at the next annual cycle. CCHR guidance recommends employers train new employees as soon as possible after hire.
How often must NYC employees receive sexual harassment training?
All covered employees must complete training at least once per calendar year. The training year is the calendar year (January 1 through December 31).
What makes AWI Training compliant with New York City's interactive training requirement?
NYC Local Law 96 requires training that is interactive and engages employees actively with the material. AWI Training satisfies this through Zee-Bot scenario-based assessments and an interactive quiz after each video training module — both require active participation and produce a scored behavioral record. Because AWI Training meets NYC's more comprehensive standard (which includes explicit bystander intervention and supervisor-specific content), a single AWI Training session is designed to concurrently satisfy the NY State NYSHRL annual training requirement as well.
What topics must NYC Local Law 96 training cover?
NYC requires training to cover: an explanation of sexual harassment under the NYC Human Rights Law, examples of prohibited conduct, the internal complaint process, rights and remedies under the NYC Human Rights Law, the NYC Commission on Human Rights complaint process, bystander intervention strategies (an explicit NYC requirement), the prohibition on retaliation, and the specific responsibilities of supervisors.
Does NYC require employers to keep records of training?
Yes. NYC employers must maintain signed employee acknowledgments of training completion (electronic signatures are acceptable) for at least three years. Records must be available for inspection by the NYC Commission on Human Rights upon request.

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This page provides general information about NYC Local Law 96 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 NYC Commission on Human Rights (nyc.gov/cchr).

NYC LL96 Compliance Ready

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