Give Illinois employees the yearly harassment prevention training state law requires, with clear guidance on harassment types, reporting and remedies.
Illinois requires every employer to provide sexual harassment prevention training to all employees each year. The Workplace Transparency Act amended the Illinois Human Rights Act to set that requirement, starting in 2020. This course is designed for employees and supervisors working in Illinois. The program reviews the legal framework, including the Illinois Human Rights Act, Title VII of the Civil Rights Act of 1964 and the Workplace Transparency Act. It defines quid pro quo and hostile environment harassment and gives examples ranging from unwanted advances to threats, sabotage and physical assault. Realistic scenarios help viewers apply these definitions. The course also explains how to file a complaint, what employers must do to prevent and respond to harassment, the remedies available, and the consequences of retaliation and non-compliance. The video runs about 12 minutes and is available in English and Spanish. The Illinois Department of Human Rights publishes minimum training standards, so confirm the program still meets current state requirements alongside your own policy.
Every employee working in Illinois needs sexual harassment prevention training, whatever the employer's size. That includes part-time, seasonal and short-term workers as well as full-time staff and managers. The 12-minute video is available in English and Spanish for Illinois workforces.
Sexual harassment training is mandatory in Illinois under the Workplace Transparency Act, which amended the Illinois Human Rights Act in 2019. Employers must provide the training at least once a year. The Illinois Department of Human Rights publishes a free model program, and employer programs must meet or exceed its minimum standards.
Under Illinois law, sexual harassment includes unwelcome sexual advances and requests for sexual favors. It also includes sexual conduct that interferes with work or creates a hostile environment. Examples include unwanted touching, explicit jokes or images, and threats tied to job benefits. Physical assault and threats of violence are also covered.
Illinois employees can report sexual harassment internally to a supervisor or human resources, following the employer's policy. They can also file a charge with the Illinois Department of Human Rights or the U.S. Equal Employment Opportunity Commission. Filing deadlines apply, so employees should act promptly rather than wait.
An Illinois employer cannot lawfully punish a worker for reporting sexual harassment or helping with an investigation. The Illinois Human Rights Act and Title VII both prohibit retaliation. Firing, demotion, cut hours or hostile treatment after a complaint can support a separate retaliation claim, even if the harassment claim fails.
Schedule a demo with one of our reps
Our extensive Learning Management System allows you to dispatch knowledge and required certificates to teams across your site portfolio.
Our platform caters to all learning styles and scenarios, ensuring effective knowledge retention.
Take control of the learning experience with our configurable class structure. Tailor the training journey to match your organizational needs.
Deliver targeted safety training regimens at every level, putting safety directly into the hands of your workforce.
Deliver more than 400 online safety courses as well as your own training with the SafetyAmp learning management system.
Easily enroll employees into training courses, whether they're in a classroom or taken online - then visualize training history and compliance across multiple locations.
SCORM-compatible
Library of 400+ courses from partner training providers
Create online training courses
Quickly view employee training history
Schedule classroom training sessions
Manage training renewals
Eliminate lost certificates
Built-in reports for training compliance
Other Courses
Build confidence for critical moments through clear Hot Work Safety: Welding, Cutting, and Brazing instruction on frequent hazards associated with welding, cutting, and brazing.
Make workplace requirements clearer. Get a practical overview of spaces using OSHA’s three-pillar criteria for bodily entry in Confined Spaces: Acceptable Entry Conditions.
Give maintenance workers a clear six-step lockout/tagout routine, from identifying hazardous energy to verifying isolation before any work begins.
Made in the U.S.A.
© Copyright 2026