Requirement guide · Illinois

Illinois sexual harassment training requirements

Who needs it, what it must cover, how often, and the extra rules for restaurants and bars. Based on Sections 2-109 and 2-110 of the Illinois Human Rights Act (775 ILCS 5) and the Illinois Department of Human Rights (IDHR) FAQ.

Last reviewed 22 October 2026 · Not legal advice

The short answer

Who
Every employer with employees working in Illinois, for all employees, including part-time, short-term staff and interns
When
At least once a year; IDHR says by 31 December each calendar year, and as soon as possible after hire for new staff
What
4 minimum content items, listed in 775 ILCS 5/2-109(B)
How
The free IDHR model programme, or your own programme that equals or exceeds the minimum standards
Restaurants and bars
A written policy in the first calendar week, plus annual supplemental training under Section 2-110
Records
IDHR says keep a record of all trainings and make it available for its review

Who needs the training

Section 2-109(C) says every employer with employees working in this State must train all employees at least once a year. The only carve-out is for employers covered by Section 5-10.5 of the State Officials and Employees Ethics Act, which have their own training rules.

IDHR's FAQ applies this to employers with one or more employees, and to every employee regardless of status, including short-term, part-time and interns. Employers based outside Illinois must train anyone who works or will work in Illinois. Independent contractors don't have to be trained, though IDHR strongly advises it.

What the training must cover

Section 2-109(B) sets the minimum content of IDHR's model programme. If you build your own, it must equal or exceed these standards (2-109(C)):

  1. An explanation of sexual harassment consistent with the Illinois Human Rights Act
  2. Examples of conduct that constitutes unlawful sexual harassment
  3. A summary of relevant federal and State statutory provisions concerning sexual harassment, including remedies available to victims
  4. A summary of the responsibilities of employers in the prevention, investigation and corrective measures of sexual harassment

How often

At least once a year (2-109(C)). IDHR reads this as once per calendar year: every employee must be trained by 31 December. For new hires, IDHR's FAQ says employers should train them as soon as possible after hire, within that same year-end deadline. IDHR encourages retraining new employees even if they were trained by a previous employer.

Restaurants and bars: extra rules

Section 2-110 adds two duties for every restaurant and bar operating in Illinois. We have a separate template for the restaurant and bar supplement.

1. A written policy. Give every employee a written sexual harassment policy within the first calendar week of their employment, available in English and Spanish (2-110(B)). It must include:

  1. A prohibition on sexual harassment
  2. The definition of sexual harassment under the Illinois Human Rights Act and Title VII of the Civil Rights Act of 1964
  3. How to report internally, including options for a confidential report to a manager, owner, corporate headquarters, HR or another internal mechanism
  4. An explanation of the internal complaint process
  5. How to contact and file a charge with IDHR and the US Equal Employment Opportunity Commission
  6. A prohibition on retaliation for reporting
  7. A requirement that all employees take part in sexual harassment prevention training

2. Supplemental training, at least once a year, for all employees regardless of employment classification (2-110(D)). Use IDHR's supplemental model or your own that equals or exceeds 2-110(C), which requires:

  • Specific conduct, activities or videos related to the restaurant or bar industry
  • An explanation of manager liability and responsibility under the law
  • English and Spanish language options

The supplement can be delivered together with, or at the same time as, the general 2-109 training (2-110(D)). It adds to that training; it doesn't replace it.

Can it be done online?

Yes. The Act doesn't set a format or a minimum length. IDHR publishes its model training free online, as PowerPoint and PDF downloads and as online video and audio in English or Spanish.

IDHR's FAQ says the training must be accessible to your staff, including employees with disabilities or limited English proficiency. If you require employees to train outside their regular hours, check your obligations under the Fair Labor Standards Act and Illinois wage and hour laws.

Who can deliver it

You can use a third-party vendor, have your own staff deliver IDHR's model, or create and deliver your own programme. IDHR does not certify third-party trainings, so review any vendor course yourself against the minimum standards in Section 2-109 and, for restaurants and bars, Section 2-110.

Records and penalties

The Act itself doesn't set a retention period. IDHR's FAQ says employers must keep a record of all trainings and make it available for IDHR's review.

If an employer doesn't train, IDHR issues a notice to show cause giving 30 days to comply (2-109(D), 2-110(E)). After that, the Human Rights Commission can impose civil penalties under Section 8-109.1: up to $500, $1,000 and $3,000 for a first, second and third or later offence for employers with fewer than 4 employees, and up to $1,000, $3,000 and $5,000 for employers with 4 or more.

Chicago employers

The City of Chicago adds its own rules. According to the Chicago Commission on Human Relations, since 1 July 2022 covered Chicago employers must provide annually one hour of sexual harassment prevention training for all employees (two hours for supervisors and managers) and one hour of bystander training for all employees. The Commission says the State model training satisfies the one-hour employee requirement, but not the extra supervisor hour or the bystander hour. It also says to keep training records for at least five years.

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