Idaho Training Requirements
Sexual harassment training is not required by Idaho state law, but it is highly encouraged by both the Idaho Human Rights Commission and the Equal Employment Opportunity Commission (EEOC). It is particularly recommended for state employees, who typically receive online training annually and in-person training every three years.
Even though the law does not mandate training, employers are advised to implement clear anti-harassment policies, educate employees about their rights and responsibilities, and ensure that supervisors understand how to properly handle complaints.
Here’s a scannable view for you:
| Requirement Area |
What You Need to Know |
| Who Must Comply |
State agencies and all public employees; private employers are encouraged to participate |
| Who Must Be Trained |
All state employees; private employers are recommended to train all staff |
| When to Train |
Within 30 days of hire (recommended) |
| Training Duration |
Online annually; in-person every 3 years |
| Training Frequency |
Every 3 years (minimum); annual refreshers recommended |
| Training Format |
Interactive; both online and in-person formats encouraged |
| Recordkeeping |
Not legally required but maintaining records is recommended to demonstrate good-faith compliance |
Who must be trained in Idaho, and when should the training happen?
Sexual harassment training is strongly recommended for all employers in Idaho, with mandatory practices typically in place for state employees. New hires should ideally receive training within 30 days of starting, especially in government roles.
For private employers, providing training at onboarding is a best practice that reinforces respectful workplace behavior from day one.
How often must training be conducted, and how long should it be?
The suggested standard in Idaho is to offer online training annually, paired with in-person sessions every three years. Even though there’s no legal mandate, this approach ensures:
-
Regular awareness of policies and expectations
-
Ongoing reinforcement of respectful conduct
-
A strong defense against future legal claims
Employers should customize the training frequency based on their organizational needs and turnover rates.
What topics must be included in Idaho sexual harassment training?
While there are no strict curriculum requirements, recommended training content includes:
-
The definition of sexual harassment and workplace misconduct
-
Examples of verbal, physical, and non-verbal harassment
-
Bystander intervention techniques and promoting inclusivity
-
Steps for reporting harassment, internally and externally
-
Legal protections against retaliation
-
Supervisor responsibilities in handling complaints
Training should reflect both Idaho Human Rights Act provisions and federal EEOC standards.
Are there any training requirements for new hires or supervisors?
Yes—best practices suggest:
Supervisory training should be more detailed, as these roles are typically responsible for addressing and documenting complaints.
What are the recordkeeping requirements for Idaho employers?
There are no legal recordkeeping mandates, but employers are encouraged to document:
-
Dates and formats of training sessions
-
Names of participants and roles (e.g., manager, staff)
-
Training materials or summaries used
This helps prove that reasonable steps were taken to prevent harassment and educate employees, which is vital in case of a claim.
What law governs sexual harassment training in Idaho?
Sexual harassment is addressed under the Idaho Human Rights Act, which prohibits discrimination based on sex, among other protected categories. The Act supports fair employment practices but does not mandate training. Instead, guidance is issued by the Idaho Human Rights Commission, which urges employers to take proactive steps to prevent harassment.
Employers who neglect prevention efforts may still face liability under federal law, such as Title VII of the Civil Rights Act.
How can employees file a harassment complaint in Idaho?
Employees who experience or witness harassment should first report it using the company’s internal grievance procedures. If the issue is not resolved, they can file a complaint with:
It’s helpful to include documentation such as dates, witness names, communications, or any relevant evidence.
Where can I find a sexual harassment training program that suits my Idaho workplace?
Here are expertly developed training courses that align with your state’s workplace standards and EEOC recommendations. To get the most out of these programs, make sure to:
-
Add your organization’s branding
-
Update content to reflect your internal reporting structure
-
Review and align with your current anti-harassment policies
Each course is fully customizable and designed to support your efforts in maintaining a professional, respectful work environment.
