Illinois Mandatory Harassment Training
Everything You Need to Know
What is the key legislation for harassment prevention training in Illinois?
Illinois requires employers to provide annual sexual harassment prevention training under SB 75, codified at 775 ILCS 5/2-109, which took effect January 1, 2020. Additional requirements were introduced through SB 1079 in 2021. Employers with employees working in Chicago must also comply with Chicago City Ordinance 2022-665, which established enhanced sexual harassment prevention and bystander intervention training requirements.
Which types of employers are affected?
Illinois’ training mandate applies to all employers with at least one employee working in Illinois. Training is required for all employees, regardless of status, including full-time employees, part-time employees, seasonal workers, temporary staff, and interns. Employees who work, or will work, in Illinois but are based in another state must also receive training.
Chicago’s ordinance similarly applies to all employers with at least one employee. The requirement covers all employees who work in Chicago, even if they work remotely or only occasionally within Chicago’s geographic boundaries. The ordinance also applies to supervisors and managers of those employees, even when those supervisors work outside of Chicago.
What are the seat time and training frequency requirements?
Illinois does not impose a minimum seat time requirement and requires employers to provide training as soon as reasonably possible after hire and annually thereafter.
Chicago does impose seat time requirements. Non-supervisory employees must complete at least one hour of sexual harassment prevention training annually, while supervisors and managers must complete at least two hours annually. In addition, both non-supervisors and supervisors must complete one additional hour of bystander intervention training each year. This bystander intervention training requirement is separate from and in addition to the required sexual harassment prevention training.
Which topics are required for training?
Illinois law requires training to define sexual harassment and provide examples of prohibited conduct. Training must also include a summary of applicable federal and state laws, information about available remedies for victims, and an overview of employers’ responsibilities to prevent, investigate, and address workplace sexual harassment. Employers in the restaurant and bar industry must additionally address industry-specific harassment risks and scenarios.
Chicago requires employers to cover these same topics, at a minimum. The separate bystander intervention training must educate employees on how to recognize potentially problematic situations and safely and effectively intervene when witnessing workplace misconduct.
How can ComplyEQ help employers meet these requirements?
ComplyEQ’s Preventing Harassment and Discrimination in the Workplace training helps organizations address Illinois’ annual sexual harassment prevention training requirements by covering the key topics mandated under state law. For organizations with employees in Chicago, ComplyEQ also offers bystander intervention training that can help satisfy the city’s separate one-hour annual bystander intervention requirement. Together, these solutions enable employers to address Chicago’s enhanced training obligations for both employees and supervisors while maintaining compliance with Illinois state requirements. Employers can also leverage configurable course elements to incorporate organization-specific policies and additional guidance as needed. Learn more about how these trainings can support your harassment prevention and bystander intervention compliance goals.
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This resource highlights workplace training mandates on selected topics, including harassment and discrimination prevention, bystander intervention, and workplace violence prevention. It is not a comprehensive list of all workplace training requirements or recommendations across all topics or jurisdictions. Information reflects the latest guidance available at the time of publication and may change. This resource is provided for educational and informational purposes only and does not constitute legal advice. Organizations should consult their legal counsel to determine specific training obligations.