California SB 1343 Training Requirements Every Employer Should Follow

Two years ago, a people ops lead in Long Beach called on a Friday afternoon. Her startup had grown to 20 employees, with half working remotely and half in the office. 

She had heard bits and pieces about SB 1343, SB 778, one hour for staff, two for managers, and a deadline that had moved.

Her question was simple: What do we need to do next week so we are covered and our team learns something useful? If that sounds familiar, this guide is for you.

In this post, we’ll discuss SB 1343 and develop effective rollout plans to ensure training sticks with your employees.

We will also discuss related regulations, such as California AB 1825, California AB 2053, California SB 396, California SB 1343, and California SB 778, and how these regulations align with broader efforts to prevent harassment in California. For searchers, you will see the phrase Sexual Harassment in California training course where it matters most.

California SB 1343 Training Requirements: What You Must Do Now

SB 1343 expanded California’s harassment prevention training to most employers in the state. The statute instructs the Civil Rights Department to provide online courses and establishes the basic hour counts that remain in effect today. 

Non-supervisors complete at least one hour. Supervisors complete at least two hours. Both groups repeat training on a two-year cycle. 

A follow-on bill, SB 778, pushed the initial completion deadline back by one year, allowing employers time to comply. It did not change the hour counts or the two-year cycle.

What the Current California Rule Requires

The details can be found in Government Code section 12950.1 and Title 2, California Code of Regulations, section 11024. Here is the plain-English version aligned to those authorities.

Who Must Train?

Any employer with five or more employees must provide training to California-based employees. This includes both non-supervisory staff and supervisors, as well as full-time and part-time staff.

How Long and How Often

Before you assign courses, confirm each person’s role and timing.

• Non-supervisors take a minimum of 1 hour.
• Supervisors take a minimum of 2 hours.
• Both groups repeat the course every 2 years.
• New hires and newly promoted supervisors complete training within 6 months.
• Seasonal or temporary workers complete training within 30 calendar days or within 100 hours worked, whichever comes first. 

If a staffing agency employs the worker and provides the training, you should keep proof.

What SB 1343 Changed in Practice

Before SB 1343, only larger employers and supervisors had explicit training duties. SB 1343 expanded coverage to nearly all employers and introduced a one-hour requirement for non-supervisory employees. 

The Civil Rights Department publishes free online courses that many teams use for coverage and consistency. HR often pairs those courses with short internal modules about company policy, reporting paths, and documentation standards. 

California SB 778 addressed the timing concern during rollout by shifting the initial deadline, while allowing employers to maintain their two-year cycles.

Build a Program That Changes Behavior

The California SB 1343 program is more effective when paired with realistic scenarios and quick tools that managers can use on the spot. This is especially important for remote teams, where misconduct can be revealed in chats, video, and shared documents. 

That is where the Sexual Harassment in California training course connects policy to real-world work.

Rollout Plan You Can Finish This Quarter

Follow this five-step plan to meet deadlines and improve quality without overloading your calendar.

• Map people and due dates.

Export a roster with hire dates, promotion dates, and work locations. Tag each person as a supervisor or a non-supervisor, and mark seasonal or temporary staff—Auto-assign due dates. Use 6 months for new hires and promotions, two-year refreshers for all others, and the 30-day or 100-hour rule for temporary employees.

• Choose your training mix
  

Use the Civil Rights Department courses for baseline coverage, then add a 20 to 30-minute manager segment on your policy, evidence checklist, and first-minute script. This keeps you aligned with section 12950.1 while addressing your absolute reporting path.

• Make interactivity real

For live sessions, reserve Q&A time and capture attendance. For e-learning, include branching choices and knowledge checks every few screens to enhance engagement and learning. Publish a way to contact a qualified trainer who can answer questions within two business days.

1. Track completions like payroll
    

Keep certificates, rosters, agendas, trainer credentials, and course outlines for at least two cycles. File proof that the Transgender Rights poster is available to on-site and remote staff.

• Close the loop after reports.

Publish a one-pager that shows what happens after someone reports. Include timing for initial contact, what evidence to save, who interviews whom, and when updates arrive.

SB 1343, SB 396, AB 2053, and SB 778: How These Pieces Fit

California’s modern program blends several laws.

• California SB 1343 expanded training requirements to employers with five or more workers and introduced a one-hour course for non-supervisors, with a two-year cycle for all.
• California SB 778 adjusted deadlines and clarified that employers could maintain their existing two-year rhythm.
• California SB 396 requires training to include content on harassment tied to gender identity, gender expression, and sexual orientation, and it pairs with the Transgender Rights poster.
• California AB 2053 requires training to include abusive-conduct prevention, covering bullying patterns that may not meet the legal definition of harassment but still harm teams.
• Earlier, California law, specifically AB 1825, established the foundation for supervisory training and remains referenced in many policies.

Most employers weave these into a single, state-aligned program that also addresses Sexual Harassment in Remote Workplace Guide and Tips and supports consistent outcomes.

Key Takeaway

SB 1343 widened California’s training net and raised the bar for practical, interactive learning. When you deliver training with explicit legal content, realistic scenarios in the tools your teams use, a concise manager script for challenging moments, and clear records, you protect people and reduce risk.

Start with your roster and due dates, and select a mix of state and internal modules. Coach managers on the importance of responding within the first minute.

FAQs

Do we have to use the state’s courses for SB 1343 training, or can we build our own?

You can use state, vendor, or in-house courses if they meet the hour counts, content, and interactivity requirements outlined in Section 12950.1 and Section 11024.

Many teams pair the free state courses with a brief internal module that explains policy, reporting paths, and documentation. Keep completion records, trainer credentials, agendas, and course outlines.

How does SB 1343 training apply to temporary and seasonal workers?

Temporary and seasonal employees must complete SB 1343 training within 30 days or 100 hours worked, whichever comes first. If a temp services employer provides the worker, that agency is responsible for the training. 

Ask for proof and file it with your records. Include the worker in your rosters, assign a due date, and confirm completion before the threshold to avoid gaps.

What makes an SB 1343 training course “interactive” under the regulation?

Interactive means the learner can ask questions and apply concepts. Acceptable formats include live classes or webinars with Q&A and e-learning that utilizes knowledge checks, branching scenarios, and access to a qualified trainer who responds promptly. A passive video without engagement does not meet the standard. Document how your course meets interactivity and keep those materials on file.

Do remote teams follow the same rules for SB 1343 training as on-site teams?

Yes. Remote and hybrid work introduces risks in chat, video, and shared documents, so include those examples in SB 1343 training. 

Add a short manager practice on responding in the moment and preserving evidence. Link to the Transgender Rights poster for remote staff and keep completion records just as you would for on-site teams.

What if we miss a due date for SB 1343 training and later discover the gap?

Schedule the required course, document completion, and adopt a rolling schedule to prevent repeats. 

Courts and agencies may order compliance, and gaps can increase risk in a dispute. Track due dates with reminders, include new hires and promotions, and keep two cycles of records. Precise timing and documentation help you demonstrate good-faith compliance.