View all Articles

Connecticut Amends the Timing of Its Sexual Harassment Prevention Training Requirements

Effective October 1, 2021, Connecticut amends its sexual harassment prevention training requirements with respect to timing of training. Specifically, if an employee has received in-person training provided by the Commission or has taken the free online training provided by the Commission while employed by a different employer within the two years preceding their date of hire, an employer may consider the prior training to satisfy the training requirements.

Background. In 2019, Connecticut General passed Public Acts 19-16 and 19-93 , which together constitute the Time’s Up Act (Act). The law established new rules and requirements regarding sexual harassment training. The Act went into effect on October 1, 2019 and applies to employers that have three or more employees. Under the law, covered employers are required to:

  • Provide new employees a copy of information regarding the illegality of sexual harassment and remedies available to victims.
  • Provide all existing employees with two hours of training by October 1, 2020.
  • Provide two hours of training and education to new employees hired on or after October 1, 2019, within six months of their start date.
  • Provide two hours of training and education to all existing supervisory employees by October 1, 2020, or within six months to new supervisory employees if they have fewer than three employees.
  • Provide periodic supplemental training not less than every ten years.

Additional information on the Connecticut state specific training requirement, including frequently asked questions (FAQs) is available from the Commission on Human Rights and Opportunities.

HR Works, headquartered in Upstate New York, is a human resource management outsourcing and consulting firm serving clients throughout the United States for over thirty years. HR Works provides scalable strategic human resource management and consulting services, including: affirmative action programs; benefits administration outsourcing; HRIS self-service technology; full-time, part-time and interim on-site HR managers; HR audits; legally reviewed employee handbooks and supervisor manuals; talent management and recruiting services; and training of managers and HR professionals.