Wisconsin Training Requirements
Wisconsin does not legally require private or public employers to provide sexual harassment training. However, under the Wisconsin Fair Employment Act (WFEA) and federal guidelines, providing harassment prevention training is highly recommended to foster safe, respectful, and legally compliant workplaces.
Employers should train all employees, supervisors, and managers, preferably within one year of employment, and offer annual refresher sessions to ensure ongoing compliance and workplace respect.
Here’s a brief overview for quick reference:
| Requirement Area |
What You Need to Know |
| Who Must Comply |
All Wisconsin employers (recommended) |
| Who Must Be Trained |
All employees, supervisors, and managers |
| When to Train |
Within 1 year of employment |
| Training Duration |
1 hour minimum (recommended) |
| Training Frequency |
Annual refresher recommended |
| Training Format |
Interactive workshops, online courses, real-world scenarios |
| Recordkeeping |
Strongly encouraged to document training and attendance |
Who must be trained in Wisconsin, and when should the training happen?
Employers are strongly encouraged to provide sexual harassment prevention training to all employees, including new hires, supervisors, and managers, within the first year of employment. Ongoing training ensures that staff at all levels are aware of appropriate conduct and reporting procedures.
How often must training be conducted, and how long should it be?
Employers should provide at least 1 hour of initial training. Annual refresher sessions are strongly recommended to maintain workplace awareness and update employees on any changes in law or company policies.
What topics must be included in Wisconsin sexual harassment training?
Effective harassment prevention training in Wisconsin should include:
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Definitions of sexual harassment under state and federal law
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Examples of prohibited behaviors in the workplace
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How to recognize, report, and respond to harassment
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Protections against retaliation
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Expectations for supervisors and managers regarding complaint handling
Are there any training requirements for new hires or supervisors?
Yes. New hires should complete sexual harassment training within the first year of employment to ensure they understand their rights and company policies. Supervisors and managers should undergo additional specialized training that focuses on how to recognize early warning signs of harassment, how to manage complaints appropriately, prevent retaliation, and foster a respectful workplace culture. Their role is critical in enforcing harassment policies consistently and effectively across the organization.
What are the recordkeeping requirements for Wisconsin employers?
Although not legally mandated, it is highly advisable for employers to:
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Maintain detailed records of employee participation in training programs
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Store copies of training materials and acknowledgment forms
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Retain these documents for at least three years to demonstrate proactive compliance
Good documentation can serve as an important defense in the event of legal complaints or EEOC investigations.
What law governs sexual harassment training in Wisconsin?
Sexual harassment training recommendations in Wisconsin are guided by:
These laws prohibit discrimination and harassment based on protected characteristics like sex, race, religion, national origin, and disability.
How can employees file a harassment complaint in Wisconsin?
Employees can:
It’s important to file as early as possible and provide detailed documentation to support the complaint.
Where do I find a sexual harassment training program that complies with my workplace requirements?
Below are expert-developed, state-compliant harassment training courses crafted to meet both state and federal best practices. Before deploying the courses to your team, be sure to:
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Add your company logo for personalization
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Customize the content to reflect your internal complaint procedures and policies
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Update your anti-harassment policies to align with Wisconsin and EEOC guidelines
Each course is fully editable to fit your specific organizational and legal needs.
