Wyoming Training Requirements
Wyoming does not legally mandate sexual harassment training for public or private employers. However, under the Wyoming Fair Employment Practices Act (WFEPA) and EEOC best practices, offering harassment prevention training is strongly recommended to promote safe, compliant workplaces.
Employers should provide training to all employees, supervisors, and managers ideally within one year of employment and refresh it annually. Regular training not only strengthens workplace respect but also significantly reduces the risk of legal action and reputational harm for businesses operating in Wyoming.
Here’s a brief overview for quick reference:
| Requirement Area |
What You Need to Know |
| Who Must Comply |
All Wyoming 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 learning, real-world scenarios |
| Recordkeeping |
Recommended for internal documentation and compliance |
Who must be trained in Wyoming, and when should the training happen?
Employers are encouraged to provide sexual harassment prevention training to all employees, including new hires, supervisors, and managers, within the first year of employment. Providing early and consistent training ensures that workplace expectations are understood and that employees know how to report misconduct safely.
How often must training be conducted, and how long should it be?
Employers should offer 1 hour of harassment training initially. Annual refresher training is recommended to reinforce policies, highlight reporting procedures, and adapt to any legal changes.
What topics must be included in Wyoming sexual harassment training?
Training programs should address:
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Different types of harassment and discrimination
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Reporting methods and complaint processes
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Company-specific harassment policies
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Potential legal consequences for harassment violations
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Emphasis on maintaining a respectful and inclusive workplace
Interactive methods such as real-world scenarios, quizzes, and open discussions are encouraged.
Are there any training requirements for new hires or supervisors?
While Wyoming does not legally require it, employers are strongly advised to train all new hires within their first year. Supervisors and managers should receive additional, specialized training covering how to recognize harassment, handle complaints, prevent retaliation, and lead by example. Properly trained leadership is critical to preventing workplace harassment and ensuring compliance with internal policies.
What are the recordkeeping requirements for Wyoming employers?
Although not required by law, best practices suggest that employers:
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Maintain attendance records for all training sessions
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Save copies of training materials and employee acknowledgments
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Retain records for a minimum of three years to demonstrate a good-faith commitment to workplace compliance
Proper recordkeeping can protect employers if harassment claims arise later.
What law governs sexual harassment training in Wyoming?
Sexual harassment training recommendations in Wyoming are based on:
Both laws prohibit workplace discrimination and harassment based on protected characteristics such as sex, race, religion, and national origin.
How can employees file a harassment complaint in Wyoming?
Employees can:
Complaints should be made as soon as possible, with documentation of relevant incidents.
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 Wyoming and EEOC guidelines
Each course is fully editable to fit your specific organizational and legal needs.
