Healthcare teams have the highest rates of workplace harassment. Documented training is your first line of defense.
Under Title VII and state laws, covered healthcare employers must take reasonable steps to prevent and address workplace harassment. Documented training both protects your team and shows the reasonable care an affirmative defense depends on if a claim arises. This course covers the federal Title VII baseline, plus an Illinois module covering three of the state's four required topics.
Start your free trialSexual harassment prevention training is required by state law rather than by Title VII, which prohibits harassment but sets no training requirement of its own. Illinois and New York require annual training for every employer with employees in the state, and California requires it every two years for employers with five or more employees.
State rules differ. California sets training hours and who can deliver them, and New York requires interactive training. Illinois is different: it sets required topics, not a length. This course covers the federal Title VII baseline, plus a state module where we have one. Check your state and city rules before counting it toward a mandate.
Course Details
30 minutes
Workplace Safety
Title VII
Online, self-paced
August 2026
What your team will learn
- What constitutes sexual harassment under Title VII - quid pro quo and hostile work environment
- Behaviors that create liability for the employer, even when conducted by non-supervisory employees
- Bystander intervention techniques - how to safely intervene when witnessing harassment
- How to report harassment through formal and informal channels
- Employer obligations when a complaint is received, including the investigation process
- Anti-retaliation protections for employees who report or participate in investigations
- How state requirements (California SB 1343, New York, Illinois) differ from the federal Title VII baseline
How this course lines up with Illinois' four required topics
Illinois law (775 ILCS 5/2-109) lists four things a sexual harassment prevention program has to include. This course covers three of them in full. On the remaining one, it explains the federal and state laws but doesn't summarize the remedies available to victims, and Illinois publishes a free model program that does cover remedies, so running the two together closes all four. Here's the row-by-row breakdown, so you can check the fit yourself. It's not a promise that your practice meets the mandate, which also depends on training everyone once a year.
| What Illinois requires | Where we cover it |
|---|---|
| An explanation of sexual harassment consistent with the Act | Base course: what harassment is, quid pro quo, and hostile work environment. Illinois module: the IHRA definition and its broader protected categories |
| Examples of conduct that counts as unlawful sexual harassment | Base course: four healthcare scenarios, plus worked examples of each type of harassment |
| A summary of the federal and state laws, including remedies available to victims | We cover the laws. Add the state's free program for remedies. Base course: Title VII and the EEOC charge process. Illinois module: the IHRA, filing with IDHR, and the choice of forum after a substantial-evidence finding. We don't summarize what a victim can recover. |
| A summary of employer responsibilities for prevention, investigation, and corrective measures | Base course: employer obligations, investigation, and corrective action. Illinois module: the Illinois posting and handbook duties |
Separately, if you hold an Illinois professional license that carries a continuing education requirement, you need one hour of sexual harassment prevention training to renew it. We don't offer this course as IDFPR continuing education. Check your own renewal rules, and whether training your employer provides can count, before you rely on it.
Who needs this training?
Required for all healthcare employers under federal and state law. R = Required by federal/state regulation. S = Strongly recommended (accreditation or best practice).
| Practice Type | Status | Authority |
|---|---|---|
| Physician Practices & Medical Groups | Required | Title VII |
| Dental Offices | Required | Title VII |
| Urgent Care Centers | Required | Title VII |
| Home Health Agencies | Required | Title VII |
| Behavioral Health & SUD Treatment | Required | Title VII |
| Chiropractic Offices | Required | Title VII |
| Physical Therapy & Rehab Clinics | Required | Title VII |
| Ambulatory Surgery Centers (ASCs) | Required | Title VII |
| Pharmacies | Required | Title VII |
| Mental Health Private Practices | Required | Title VII |
| Community Health Centers (FQHCs) | Required | Title VII |
| Telehealth Providers | Required | Title VII |
State-specific requirements
These state mandates apply on top of the federal Title VII baseline. This awareness course does not by itself satisfy them; where a state requires it, use a course that meets your state's requirements.
- If you operate in California: SB 1343 requires 2 hours for supervisors and 1 hour for all other employees, every 2 years. Training must cover abusive conduct and FEHA protections.
- If you operate in New York: All employers with 1 or more employees must provide annual harassment prevention training to all employees per NY Labor Law Section 201-g.
- If you operate in Illinois: All employers with 1 or more employees must provide annual sexual harassment prevention training under the Illinois Human Rights Act (775 ILCS 5/2-109).
- If you operate in Texas: No state-mandated frequency, but Title VII obligations apply to all employers with 15 or more employees. Training is strongly recommended.
Common Sexual Harassment Prevention questions
How often is sexual harassment prevention training required?
It depends on where you operate. California, New York, and Illinois all require training, annually or every two years. California mandates training every 2 years for employers with five or more employees (Gov. Code 12950.1). New York and Illinois require annual training for all employees, at every employer. Federal Title VII prohibits harassment but sets no training requirement of its own, so the mandates come from state law. If you operate in multiple states, follow the most restrictive requirement for employees in each state.
Do managers and supervisors need different training?
In California, supervisors require 2 hours of training while non-supervisory employees need 1 hour - both every 2 years. Other states do not specify different durations. In practice, supervisor training should address employer liability, the obligation to report when a supervisor witnesses or learns of harassment, and how to handle complaints without retaliation. EZBunny's course covers both employee and supervisor perspectives as Title VII awareness training; it does not meet California's 1-2 hour, interactivity, and trainer-qualification requirements, so use a course that meets California's SB 1343 requirements.
What is the difference between quid pro quo and hostile work environment harassment?
Quid pro quo harassment ties employment decisions to submission to sexual conduct. Hostile work environment harassment involves conduct so severe or pervasive it creates an abusive workplace. A single serious incident can qualify as hostile work environment in severe cases. Healthcare settings have documented elevated risk due to shift structures, authority hierarchies, and high-stress conditions. Both types create employer liability under Title VII.
What are an employer's obligations when a harassment complaint is filed?
Employers must conduct a prompt, impartial investigation; take corrective action proportionate to the conduct; and protect the complainant from retaliation. Employers who knew or should have known about harassment and failed to act face significant liability. A written anti-harassment policy, a clear reporting procedure, and documented training are the three pillars of an employer's affirmative defense. EZBunny certificates provide documentation of completion for every team member.
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Get started freeRegulatory Disclaimer
Training requirements vary by organization type, size, state, payer mix, and accreditation. This guide reflects common federal and state requirements as of April 2026 and is not legal advice. Consult your compliance officer or legal counsel for requirements specific to your organization. EZBunny provides state privacy-law training for California, Texas, and New York. Our state-specific safety and harassment courses are awareness training and may not, on their own, satisfy your state's specific mandate. Other states may have requirements not covered here. Last reviewed: April 2026.