Harassment Prevention Training in Washington
Everything You Need to Know
What is the key legislation for harassment prevention training in Washington?
The key legislation governing harassment prevention training in Washington is SB 5258, codified at Washington Revised Code 49.60.515 (RCW 49.60.515).
Which types of employers are affected?
The law applies to hotels, motels, retail employers, security guard entities, and property services contractors operating in Washington. These covered employers are required to provide training addressing workplace harassment and related protections.
What are the seat time and training frequency requirements?
Washington law does not require a minimum amount of seat time for harassment prevention training. The law also does not specify a regular training interval or retraining requirement.
Which topics are required for training?
Harassment prevention training in Washington must cover sexual assault prevention, sexual harassment prevention, sexual discrimination prevention, and protections for employees who report violations of state or federal laws, rules, or regulations.
How can ComplyEQ help employers meet these requirements?
ComplyEQ’s Preventing Harassment and Discrimination in the Workplace training helps organizations address Washington’s harassment prevention training requirements with content covering key state-mandated topics, including harassment prevention, discrimination prevention, and anti-retaliation protections. Employers can also leverage configurable course elements to incorporate organization-specific policies and additional guidance as needed. Learn more about how this training can address your compliance goals here.
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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.