At a glance
- Who it applies to
- Training: employers with 50 or more employees in Delaware. Information sheet: every employer with 4 or more1.
- Who is trained
- Employees, with extra training for supervisors. Not applicants, contractors or anyone employed less than six months in a row1.
- New hires
- Within one year of starting; new supervisors within one year of becoming one1.
- How often
- Every two years1.
- Content
- Five topics set by law, plus two more for supervisors1.
- Format
- Interactive. The law sets no length1.
- Information sheet
- Give the state's sheet to each new employee when they start, on paper or electronically1.
Who must train, and who must be trained
Employers with 50 or more employees in Delaware must provide interactive training on preventing sexual harassment1. Applicants and independent contractors don't count toward the 501.
Training isn't required for applicants, independent contractors, or employees employed less than six months continuously. Employment agencies are the only employers that count and train the workers they place1.
When
What the training must cover
Employee training must cover1:
- the illegality of sexual harassment;
- the definition of sexual harassment, using examples;
- the legal remedies and complaint process available to the employee;
- how to contact the Delaware Department of Labor;
- the legal ban on retaliation.
Supervisors' additional training must cover their specific responsibilities for preventing and correcting sexual harassment, and the ban on retaliation1.
The law requires the training to be interactive but sets no minimum length1.
The information sheet
Every employer with 4 or more employees in Delaware must give the Department of Labor's information sheet on sexual harassment to each new employee when they start, on paper or electronically1. The department's current notice was revised on January 15, 2025, and says employers must display it where employees regularly pass2.
Handing out the sheet doesn't by itself protect an employer from liability for sexual harassment1.
Enforcement and help
The law sets no separate fine for failing to train1. The Department of Labor's Office of Anti-Discrimination handles questions from employers and requests for training3.
How MyWorkAcademy helps
MyWorkAcademy runs the part of compliance that usually slips: getting everyone trained on time, again when it's due, and being able to prove it.
- Assign the training to everyone who must take it, with each new hire's deadline counted from their start date (within a year in Delaware).
- Give supervisors their own course through a supervisors group, with a rule that renews after each completion. Anyone you add to the group later, such as someone just promoted, is assigned it automatically.
- Repeat it every two years, counted from each person's last completion, with reminders before each deadline and follow-ups after it, so nobody has to chase anyone.
- Keep a locked record of every completion: the person, the exact course version, the date, the score and the acknowledgment. Each certificate carries a link anyone can use to check it.
- Keep records for as long as you need them: completions are permanent in your academy, and you can download them at any time, including after a paid plan ends.
MyWorkAcademy doesn't decide whether a course meets a law's content or length rules. Use your own training, turn your policy into a course, or start from our library, and have your legal adviser confirm the content meets the law.
Questions employers ask
Do small Delaware employers need harassment training?
How often is harassment training required in Delaware?
Do supervisors need separate training?
Do we train contractors or short-term staff?
How long must the training be?
Sources
- 19 Del. C. § 711A, sexual harassment (training and information sheet)Delaware Code
- Delaware sexual harassment notice (revised January 15, 2025)Delaware Department of Labor
- Office of Anti-DiscriminationDelaware Department of Labor