Recommended (not required)
All New Hampshire employers
Within 1 year of employment (recommended)
1 hour (recommended)
Annual refresher (recommended)
Definitions, reporting, retaliation protection, examples, bystander responsibilities
New Hampshire does not legally require sexual harassment training for private or public sector employers. However, the Equal Employment Opportunity Commission (EEOC) and legal precedent recommend employers provide such training to prevent workplace harassment and reduce liability.
Under RSA 354-A —New Hampshire’s anti-discrimination law—employees are protected against harassment and retaliation when reporting misconduct. While not enforced by statute, providing harassment training is considered a best practice across all industries.
Employers are encouraged to train new hires within the first year and conduct refresher sessions annually.
Here’s a quick-glance overview to guide your training strategy:
While not required by law, all New Hampshire employers are encouraged to train their entire workforce, including supervisors, to recognize and prevent harassment. Training should be completed within one year of hire, and ideally incorporated into the company’s onboarding process.
Though not dictated by statute, best practices recommend:
Consistent, scheduled training fosters awareness and ensures your policies are top-of-mind.
Training should address:
Customization for your organization’s policies will further improve engagement and relevance.
While not mandatory, it’s advised to:
Supervisors should also be trained to recognize early signs of harassment and how to lead by example.
New Hampshire law does not require documentation, but employers should maintain:
This information supports your good-faith efforts to prevent harassment and can be useful in EEOC investigations.
The governing statute is RSA 354-A , which prohibits workplace discrimination and harassment based on protected characteristics. It also:
Even without a formal mandate, training supports your compliance under both state and federal law.
Employees should include details like dates, witnesses, communications, and other documentation to support their case.
Below are expert-developed, state-ready training courses that align with EEOC best practices and can be customized to suit your team’s needs. Before launching, make sure to:
Each course is fully editable to promote both legal awareness and workplace respect.
Sexual Harassment Training Requirements for All States
No credit card required.