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Sexual harassment laws vary across jurisdictions, but one thing remains clear: Organizations must take proactive measures to comply with regulations to protect employees and mitigate legal risks. HR and legal teams in the U.S. and Canada play a critical role in ensuring compliance with evolving anti-harassment laws. Failing to do so can lead to lawsuits, hefty fines, and reputational damage.
Ryley Learning’s Eliminating Workplace Sexual Harassment course supports this effort with scenario-based, interactive training designed to meet legal requirements and engage learners across all levels. This guide outlines key laws in major regions, strategies for compliance, and the role of ongoing training.
Understand the Legal Landscape Before It Costs You
Sexual harassment training isn’t just a best practice – it’s a legal requirement in many provinces, states, and (even) cities. Depending on where your organization operates, you may be subject to federal, state/provincial, and even local laws mandating anti-harassment training.
Non-compliance can lead to legal action and reputational harm, especially when complaints involve leadership or go unaddressed. Make sure you understand your workplace’s legal landscape!
United States – Federal Law
Under Title VII of the Civil Rights Act of 1964 (federal), employees in every state are protected from sexual harassment (and other grounds of discrimination). The Equal Employment Opportunity Commission (EEOC) emphasizes the importance of training in preventing harassment and reducing employer liability. Courts also view comprehensive training programs as evidence that a company took “reasonable care” to prevent misconduct.
(Note that US workplaces are subject to federal and state and (sometimes) local laws.)
United States – State Laws
Anti-sexual harassment training is compulsory in many of the largest states: California, New York, Illinois, and Connecticut. Even if training isn’t mandatory in your state, nearly all state laws prohibit sexual harassment, and training can reduce liability.
You can be sure your organization will comply with training mandates in each and every state you operate in, with Ryley Learning’s animated, scenario-based eLearning. Our courses are designed to meet state requirements.
Track completion rates and access reports to prove compliance and ensure employees engage with – and retain – critical learning.
United States – Local Laws
Some local governments (NYC, Chicago) also mandate anti-sexual harassment training. Our courses satisfy the requirements for these cities. The local mandates are even broader than the state government’s. For example, both New York City and Chicago also require bystander intervention training.
Canada – Federal Law
Most businesses in Canada are provincially regulated. Less than 10% of workplaces are federally regulated. Examples include: banking, planes, trains, shipping, telecom, and federal Crown corporations. For these businesses, federal legislation applies: the Canada Labour Code and the Canadian Human Rights Act.
The training must be specific to “the culture, conditions, and activities of the workplace” and include:
- The elements of the workplace harassment and violence prevention policy;
- a description of the relationship between workplace harassment and violence and the prohibited grounds of discrimination set out in the Canadian Human Rights Act; and
- a description of how to recognize, minimize, prevent, and respond to workplace harassment and violence.
Canada – Provincial Laws
If a business in Canada is not federally regulated, then provincial laws apply.
Human rights legislation in every province and territory provides the right to be free from harassment and discrimination on the basis of sex, race, disability, sexual orientation, and other protected grounds. Training is a best human resources practice, and it can reduce the risk of incidents and limit liability.
In Ontario and British Columbia, employers must take reasonable steps to prevent and respond to workplace harassment. Occupational health and safety laws in these provinces mandate workplace violence and harassment policies and training.
Ryley Learning recognizes that many HR leaders in Canada face added complexity when navigating compliance, especially if their organization operates under a US-based head office. In some cases, evolving language and political sensitivities around workplace inclusion may impact internal decision-making. However, legal obligations in Canada remain unchanged.
Ryley Learning’s courses are developed in Canada by employment and human rights lawyers and brought to life by Canadian voice actors. Our programs help organizations meet compliance expectations and promote a workplace culture rooted in accountability and respect.
How HR Teams Can Stay Compliant
While laws vary across jurisdictions, the need for practical, engaging training is universal. Organizations must go beyond policy and invest in education that drives awareness and behavioral change—something that Ryley Learning’s Eliminating Workplace Sexual Harassment course is built to do.
When paired with clear policies and thoughtful implementation, effective training becomes the cornerstone of a strong compliance strategy. HR professionals—especially those managing multi-location teams—can build on this foundation by aligning practices across regions, strengthening reporting processes, and ensuring their approach meets all legal and cultural expectations.
Non-compliance can lead to legal action and reputational harm, especially when complaints involve leadership or go unaddressed.
Here are five key steps:
- Stay Informed on all Applicable Laws
- Monitor legislative updates in each and every jurisdiction where your business operates.
- Partner with employment law experts to assess current obligations.
- Develop and Communicate Strong Anti-Harassment Policies
- Ensure employees understand their rights, reporting mechanisms, and the company’s commitment to a safe workplace.
- Establish and Maintain a Robust Reporting and Investigation Process
- Offer multiple, accessible channels for reporting—including anonymous options.
- Train internal investigators to manage complaints fairly and consistently.
- Track and Document Training and Complaints
- Keep records of training completion and employee acknowledgments.
- Use HR technology to manage documentation, audit trails, and compliance benchmarks.
- Conduct Annual Compliance Audits
- Review and refresh training content, policies, and procedures regularly.
- Identify gaps in coverage across your organization’s locations and correct them promptly.
The Role of Ongoing Training in Legal Compliance
Training is not a one-time task – it’s a legal expectation and a business necessity. High-impact training programs reduce the likelihood of incidents, build employee awareness, and support an inclusive workplace culture.
- Mandatory Training by Jurisdiction: Many regions, including California, New York, Illinois, and Ontario, require specific training modules at defined intervals.
- Interactive and Scenario-Based Content: Research shows that scenario-based learning with relatable characters leads to stronger retention and behavioral change.
- Reinforcement Throughout the Year: Support annual training with newsletters, refreshers, etc, to keep workplace respect top of mind.
A 2024 study by McKinsey & Company and LeanIn.org found that nearly 40% of working women have experienced sexual harassment in their careers. Harassment remains prevalent across industries, roles, and generations, making consistent education and prevention strategies essential for every organization.
The Ryley Learning Advantage
Ryley Learning offers animated, ready-to-launch eLearning courses that deliver real impact. Our Eliminating Workplace Sexual Harassment course is pre-built and ready to implement, designed for quick rollout, scalability, and immediate value across teams. It’s a practical, compliance-aligned solution that helps organizations protect their people and their brand.
Backed by legal and HR expertise, our scenario-based courses are built around real workplace situations, empowering employees to recognize, respond to, and prevent harassment effectively. Our training goes beyond awareness; it builds accountability, reinforces respectful workplace standards, and supports legal compliance across jurisdictions.
Are you confident your organization meets all compliance requirements? Learn More About Our Courses OR Get a Free Demo Today.
