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California’s SB 778 Impact on Sexual Harassment Training
What Employers Should Know About

California’s SB 778 & SB 530 Impact on Sexual Harassment Training

The content provided below is not intended to be legal advice and should not be acted upon without specific legal advice


SB 778 and SB 530 extended the employee training deadlines and resolved confusion about retraining requirements for certain employees who already received training in 2018 or 2019

Relevant California laws:

SB 7781 was approved by the Governor on August 30th, 2019 and SB 530 8 was approved by the Governor on October 10, 2019, amending Section 12950.1 to the California Government Code

What changed:

  • Deadline for non-supervisors who have not previously taken harassment prevention training was pushed back one year to January 1, 20212
  • Established that employers who trained in 2018 are not required to train again until 2020, instead of in 20193
  • Clarified that an employer who has provided training in 2019 is not required to provide it again until 2021
  • Extended effective date for temporary or seasonal workers training requirements to January 1, 2021
  • Created specific provisions for employers that employ workers pursuant to a multiemployer collective bargaining agreement in the construction industry

Key items that did not change:

  • SB-778 did not change the requirements for employers with more than 5 employees to train all employees every 2 years – it just extended the deadline
  • Any nonsupervisory employee hired after September 30, 2018 must still be trained within 6 months of hire4
  • Any employee who assumed a supervisory position after September 30, 2018 must be trained within 6 months of assumption of supervisory position4
  • Any supervisor who required training prior to passage of SB 778 still requires training5
  • SB 778 did not change the requirement for seasonal or temporary workers6to be trained
  • It also did not change that providing harassment training can help an employer use the Doctrine of Avoidable Consequences to attempt to limit damages awarded to an employee in a harassment claim7

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