Colorado Training Requirements
Colorado does not currently require sexual harassment training by law. However, under the POWR Act (Protecting Opportunities and Workers’ Rights Act) and EEOC guidelines, the state strongly recommends periodic training that includes sexual harassment and other forms of discrimination.
Providing regular training helps employers:
Promote respectful workplace culture
Educate employees on rights and protections
Reduce the risk of hostile work environment claims
Comply with recordkeeping and reporting standards under the POWR Act
Here’s a scannable view for you:
| Requirement Area |
What You Need to Know |
| Who Must Comply |
All Colorado employers |
| Who Must Be Trained |
All employees and supervisors (recommended) |
| When to Train |
At onboarding or within first few weeks (best practice) |
| Training Duration |
1 hour minimum recommended |
| Training Frequency |
Annually recommended for all staff |
| Training Format |
Online or in-person; interactive format preferred |
| Recordkeeping |
Recommended under POWR Act (track complaints, dates, formats, and actions taken) |
How often must sexual harassment training be conducted in Colorado, and how long should it last?
Colorado does not have a legally mandated training schedule, but it is recommended that:
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All employees receive 1 hour of training at onboarding
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Annual refresher sessions be held for continued awareness
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Supervisors receive expanded training focused on responsibilities, intervention, and complaint handling
Offering routine training demonstrates commitment to workplace equity and reduces potential liabilities.
What topics are typically covered in Colorado sexual harassment training?
Effective training in Colorado should cover:
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Definition of sexual harassment and hostile work environments
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Types of conduct based on protected characteristics (sex, gender identity, age, race, disability, etc.)
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How to report misconduct within the company and to external authorities
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Protection from retaliation for reporting or participating in investigations
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Bystander awareness, inclusive communication, and team culture
These guidelines align with the EEOC and recent POWR Act updates that promote prevention-focused practices.
Are there any specific record-keeping requirements for sexual harassment training in Colorado?
Training itself is not mandated, but the POWR Act does emphasize documentation of complaints, actions taken, and related communications.
Employers are encouraged to maintain:
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Training dates and attendance
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Content outlines or modules used
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Complaint logs and employer responses
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Any related investigative steps
Good recordkeeping supports compliance and protects against claims of negligence.
What does the POWR Act say about sexual harassment in Colorado?
The POWR Act, effective August 7, 2023, introduced major changes to Colorado’s civil rights protections. It:
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Encourages workplace harassment prevention training
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Mandates reasonable accommodations for disabilities
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Restricts nondisclosure agreements related to discrimination claims
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Requires employers to maintain complaint documentation
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Extends the statute of limitations for discrimination claims
Although not a training mandate, the Act promotes a proactive approach to harassment prevention and workplace equity.
How can employees file a harassment complaint in Colorado?
Employees can report sexual harassment in Colorado through the following options:
Complaints should include incident details, dates, names of involved parties, and any supporting documentation. Both agencies may investigate, mediate, or pursue legal action if necessary.
Where do I find a sexual harassment training program that complies with my workplace requirements?
Here are expert-designed, state-compliant courses tailored for your region. Before assigning it to your team, be sure to:
The course is fully editable to help you meet both legal and workplace-specific requirements.
