In the new year, we will be conducting harassment prevention training for our employees. What kind of training-related documentation and records are we required to keep?
In 2026, California employers must remain diligent in complying with the state’s harassment prevention training requirements, including tracking compliance by keeping detailed training-related documentation and records.
Harassment Prevention Training
California law (Government Code Section12950.1) requires all employers with five or more employees to provide harassment prevention training to all employees.
Supervisors must receive two hours of training, and nonsupervisory employees must receive one hour of training. Mandatory training must take place within six months of hire or promotion and every two years thereafter.
The California Civil Rights Department (CRD) is the state agency responsible for overseeing and enforcing harassment prevention training requirements. The CRD can take enforcement action against an employer for failing to comply with the state-mandated training requirements.
Documentation Requirements
Along with providing harassment prevention training, employers must track compliance and keep a record of all employee harassment prevention training for a minimum of two years.
The regulations require that the training record must include all the following minimum information:
- The names of the employees trained;
- The date of training;
- The type of training (live/classroom, e-learning, webinar or other interactive training);
- The name of the training provider;
- The sign-in sheet;
- A copy of all certificates of attendance or completion (if issued); and
- A copy of all written or recorded materials that comprise the training. (Title 2, California Code of Regulations (CCR), Section 11024(b)(2)).
Documentation of the training should not be sent to the CRD but should be kept on the employer’s premises. An employer must be able to provide copies of these documents if the CRD requests them.
E-learning/Webinars
In addition to the above requirements, trainers and employers using e-learning or webinar training must retain specific information:
- E-learning: The trainer must maintain all written questions received and all written responses or guidance provided for two years after the date of the response. (Title 2, CCR, Section 11024(a)(2)(B)). Employers should confirm with training providers that they are maintaining this information.
- Webinar: For two years after the date of the webinar, the employer must keep a copy of the webinar, all written materials used by the trainer and all written questions submitted during the webinar. The employer also must document all written responses or guidance the trainer provided during the webinar. (Title 2, CCR, Section 11024(a)(2)(C)).
Importance of Keeping Detailed Records
It is essential that an employer maintain detailed, accurate documentation of the harassment prevention training it has provided its employees. If the CRD audits the employer and/or another party files a lawsuit, the training records will be crucial to prove compliance with the state regulations.
An employer’s harassment prevention training records also can serve as strong evidence that an employer is taking proactive steps to prevent harassment and foster a safe and respectful workplace.
In addition to the harassment prevention training regulations described above, SB 513 (which took effect January 1, 2026) also requires employers that maintain training records to ensure that those records include:
- Employee’s name;
- Trainer’s name;
- Date and duration of training;
- Core competencies of training, including skills in equipment or software;
- Any resulting certification or qualification.
Column based on questions asked by callers on the Labor Law Helpline, a service to California Chamber of Commerce preferred members and above. For expert explanations of labor laws and Cal/OSHA regulations, not legal counsel for specific situations, call (800) 348-2262 or submit your question at www.hrcalifornia.com.
