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Updated for 2026 Regulations

New York Compliance Training
Requirements 2026

Navigate NY Labor Law §201-g, the NY HERO Act, and NYC-specific mandates with state-approved online courses.
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  • NY State Approved
  • Full Compliance Requirements
  • New York
  • 4 Compliance Requirements

Compliance Requirements

Each area below connects directly to employer policies, training requirements, recordkeeping, and workforce management.

Sexual Harassment Prevention Training (NY Labor Law §201-g)

ALL New York employers regardless of size
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Requirements

  • Annual interactive training for ALL employees
  • Training must meet or exceed NY's model training standards
  • Required content: definition, examples, complaint process, bystander intervention, retaliation prohibition
  • New employees: trained as soon as possible, ideally within 30 days of hire
  • NYC employers: minimum 1 hour annually + bystander intervention (NYC Admin Code §8-107(30))

Key Standards

NY Labor Law §201-g (eff. Oct 9, 2018; updated 2022); NY Human Rights Law §296; NYC Admin Code §8-107(30) (for NYC)

Penalties

NYSDHR: up to $300,000; unlimited compensatory and punitive damages in civil court; individual supervisor liability

Deadline: Annually (calendar year). New hires: within 30 days of hire.

NY HERO Act — Airborne Infectious Disease Prevention

All New York employers

Requirements

  • Maintain and implement an Airborne Infectious Disease Exposure Prevention Plan (AIIDEP)
  • Plan must be adopted from NY DOL model plan or equivalent
  • Employers with 50+ employees: designate a joint labor-management workplace safety committee
  • Provide training to employees when the plan is activated
  • Plan must be reviewed and updated annually

Key Standards

NY HERO Act, Labor Law Article 27-C (effective June 2021); NY DOL guidance

Penalties

$50 to $10,000 civil penalties per violation; court-ordered compliance

Deadline: Plan must be in place and maintained at all times. Training required upon plan activation.

NY Retail Worker Safety Act

Retail employers with 10 or more employees in New York
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Requirements

  • Written workplace violence prevention policy
  • Annual workplace violence prevention training for all employees
  • Employers with 500+ employees (statewide): provide panic button or notification system
  • Training must cover: types of workplace violence, de-escalation tactics, reporting procedures

Key Standards

NY Labor Law §27-e (SB 8358B, effective February 3, 2025)

Penalties

NY Department of Labor enforcement; civil penalties

Deadline: Effective February 3, 2025 — must be in compliance now. Annual training thereafter.

Additional New York Requirements

Varies by requirement
  • NY Equal Pay / Salary Range Disclosure: required in all job postings (Labor Law §194-b, effective 2023)
  • NY Paid Family Leave: mandatory employee notice and poster at hire
  • NY WARN Act: training for HR teams on mass layoff notification requirements
  • NY Cannabis: written workplace drug policy; cannot discriminate based on off-duty use (Labor Law §201-d)

Key Standards

Various: NY Labor Law §194-b; NY PFL (WCL Article 9); NY WARN Act (Labor Law §860); NY Labor Law §201-d

Penalties

Varies by violation; civil penalties and employee lawsuits

Deadline: Varies — see individual requirements

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  1. Assess

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  2. Train

    Enroll employees in state-approved, ANSI-accredited courses — assign individually or in bulk.

  3. Certify

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Required Courses for New York

6 courses mapped to the compliance areas above

New York Compliance Essentials

All required and recommended courses for complete New York coverage

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New York Sexual Harassment Training

Give your team the New York Sexual Harassment Training they need — clear, interactive, and fast. This employee-focused, self-paced course helps New York employers meet annual sexual harassment training requirements in both New York State and New York City.

  • 45 mins
  • Online, Self-Paced
  • Certificate of Completion

$9.95 per person

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US Workplace Harassment and Discrimination (7th Ed.) (New York Manager, Office)

This seventh-edition harassment and discrimination course for managers reflects updated US EEOC guidance. Designed for New York, it builds skills to recognize, avoid, and report or address workplace harassment and discrimination without fear of retaliation, and explains how to get assistance internally and from relevant agencies.

  • 50 mins
  • Online, Self-Paced
  • Certificate of Completion

$14.95 per person

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New York City Anti-Harassment (NYC employers)

Satisfies the requirements of the New York City anti-harassment law with a definition of sexual harassment, the employer's complaint process, bystander intervention, and the responsibilities of supervisors and managers.

  • 60 mins
  • Online, Self-Paced
  • Certificate of Completion

$20.00 per person

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Bystander Intervention and Sexual Harassment Course

Teaches positive actions a person or a group can take to prevent harm or to intervene where there is a risk of sexual harassment. Provides guidance for safe actions that help de-escalate and deter both in-person and remote workplace sexual harassment.

  • 30 mins
  • Online, Self-Paced
  • Certificate of Completion

$9.95 per person

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Workplace Violence Prevention Made Simple Course

Over 2 million people in the United States are victims of violence at work every year. This course trains employees to prevent and react to violence on the job, covering the OSHA mandate on workplace violence, workplace bullying, and the behaviors the Department of Labor considers workplace violence.

  • 30 mins
  • Online, Self-Paced
  • Certificate of Completion

$9.95 per person

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Workplace Violence Prevention Made Simple for Managers

Equips managers to prevent and react to violence on the job — covering the OSHA mandate on workplace violence, the behaviors considered workplace violence by the Department of Labor, workplace bullying, and how to respond as a leader.

  • 30 mins
  • Online, Self-Paced
  • Certificate of Completion

$9.95 per person

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Multi-State Considerations

Multi-state employers face differences across jurisdictions in definitions, coverage thresholds, employee protections, documentation requirements, and enforcement approaches. New York obligations apply based on where work is performed, where an employee resides, and how a role is structured. A state-specific approach prevents New York standards from being diluted by broad national policies while supporting consistent governance across the organization.

Browse all state guides

Frequently asked questions

Yes. NY Labor Law §201-g requires all employers — regardless of size — to provide annual interactive sexual harassment prevention training to all employees. Training must meet or exceed the state's model training.

The state does not mandate a specific hour minimum, but model training is approximately 1 hour. NYC employers must provide at least 1 hour annually. Training must be interactive and cover all required content.

The NY HERO Act (Labor Law Article 27-C) requires all New York employers to maintain an Airborne Infectious Disease Exposure Prevention Plan. Employers with 50+ employees must also establish a joint labor-management workplace safety committee.

Retail employers with 10 or more employees in New York must provide annual workplace violence prevention training and maintain a written prevention policy. This went into effect February 3, 2025.

Yes, provided it is interactive and meets all content requirements of NY Labor Law §201-g. Coggno's New York-specific courses are built to satisfy state requirements including bystander intervention content.

Yes. NYC Admin Code §8-107(30) requires at least 1 hour of annual sexual harassment training for all employees at NYC employers, with specific bystander intervention content — in addition to New York State requirements.

Annually (each calendar year). New employees should be trained as soon as possible, ideally within 30 days of hire.

NYSDHR can impose penalties up to $300,000. Civil lawsuits can result in unlimited compensatory and punitive damages. Under HB 2930-equivalent provisions, supervisors can face individual personal liability.

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