Does the NYC Commission's course meet the New York State requirement too?

The Commission says it meets both the New York City and New York State training requirements, as long as the employer also shares its internal complaint process.

Which employers are covered?

New York State's law covers every employer, with no size threshold (Labor Law §201-g). New York City's law covers employers with 15 or more employees at any point in the current or prior calendar year, counting employees outside the city (NYC Admin. Code §8-107(30)).

How soon do new hires need the training?

Neither the state nor the city sets a deadline. Both say to train new employees as soon as possible.

How long do we keep the records?

New York City requires employers to keep a record of training, such as a certificate or signed acknowledgment, for at least three years.

New York, United States

New York's yearly harassment training, ready to assign

Every New York employer must train all employees in sexual harassment prevention every year, and New York City adds its own rules. The NYC Commission on Human Rights publishes an official online course. Ethica assigns it every year, follows up until everyone is done, and keeps each certificate.

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The official New York course, ready to assign

Launch a course in Ethica and each employee gets an email with a link to the official course. When they finish, they upload the certificate it gives them, and it's kept on their record. Ethica sends the reminders and schedules the next round.

New York Sexual Harassment Prevention

NY Labor Law §201-g; NYC Admin. Code §8-107(30)

The NYC Commission on Human Rights' interactive online course, in 11 languages. The Commission says it meets both the New York City and New York State requirements.

Length: About 45 minutes
Repeats: Every year

Your obligations, and the proof each one demands

Every rule below is easiest to prove with a record of who completed the training and when. Ethica keeps that record for each person.

Mandate	Legal basis	Who and when	Proof to produce
Sexual harassment prevention training	NY Labor Law §201-g; NYC Admin. Code §8-107(30)	Every New York employer (New York City: 15+ employees): all employees every year, new hires as soon as possible	New York City: a certificate or signed acknowledgment for each person, kept at least 3 years

Sexual harassment prevention training

NY Labor Law §201-g; NYC Admin. Code §8-107(30)

Who and when: Every New York employer (New York City: 15+ employees): all employees every year, new hires as soon as possible
Proof to produce: New York City: a certificate or signed acknowledgment for each person, kept at least 3 years

The course is the training. You still give employees your written policy and the state's training notice at hire and at each annual training, in English and their primary language, and New York City employers share their own internal complaint process alongside the course.

Frequently asked questions

Does the NYC Commission's course meet the New York State requirement too?: The Commission says it meets both the New York City and New York State training requirements, as long as the employer also shares its internal complaint process.
Which employers are covered?: New York State's law covers every employer, with no size threshold (Labor Law §201-g). New York City's law covers employers with 15 or more employees at any point in the current or prior calendar year, counting employees outside the city (NYC Admin. Code §8-107(30)).
How soon do new hires need the training?: Neither the state nor the city sets a deadline. Both say to train new employees as soon as possible.
How long do we keep the records?: New York City requires employers to keep a record of training, such as a certificate or signed acknowledgment, for at least three years.

Cover every mandate, and be able to prove it

Start a free 30-day trial, launch the training, and add your team. Ethica handles delivery, reminders, and the records you'd have to produce.

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Course published by the New York City Commission on Human Rights. Ethica is not affiliated with or endorsed by the City or State of New York.

This page is general information, not legal advice. Confirm your obligations against the current text of the law.