Employers subject to the City of Chicago’s Sexual Harassment Ordinance must comply with the updated training requirements by June 30th or risk penalty.  As we previously advised, the amended Chicago Human Rights Ordinance requires all employers with at least one employee working within the geographical boundaries of the City of Chicago to provide the following annual training:

  • All employees must participate in a minimum of one hour of sexual harassment prevention training.
  • Supervisors and managers must participate in a minimum of two hours of sexual harassment prevention training.
  • All employees must participate in one hour of bystander training.

In the City’s current guidance, the Commission on Human Rights clarifies that an “employer” obligated to supply sexual harassment training is any employer whose employees work in Chicago, even if the employees work remotely.  Managers or supervisors must receive the requisite training even if they work outside of Chicago, if the employees whom they supervise work in Chicago, whether remotely or in-person.

The Commission on Human Relations produced template training materials; however, these materials contain limited examples and content that may not be sufficient to meet the law’s hourly requirements. Epstein Becker & Green has updated its Halting Harassment E-Learning Solution in accordance with Chicago’s revised requirements, including the necessary timing.  Halting Harassment is an excellent resource for any employer because it hits every compliance obligation in an engaging, interactive manner, without a heavy lift from the employer. 

Employers with at least one employee working in Chicago that have yet to provide the Amendments training must do so before June 30, 2023, or face the potential for daily fines of $500–$1,000. Please contact an Epstein Becker & Green attorney to learn more about Halting Harassment as an easy way to address this concern.

Back to Workforce Bulletin Blog

Search This Blog

Blog Editors


Related Services



Jump to Page


Sign up to receive an email notification when new Workforce Bulletin posts are published:

Privacy Preference Center

When you visit any website, it may store or retrieve information on your browser, mostly in the form of cookies. This information might be about you, your preferences or your device and is mostly used to make the site work as you expect it to. The information does not usually directly identify you, but it can give you a more personalized web experience. Because we respect your right to privacy, you can choose not to allow some types of cookies. Click on the different category headings to find out more and change our default settings. However, blocking some types of cookies may impact your experience of the site and the services we are able to offer.

Strictly Necessary Cookies

These cookies are necessary for the website to function and cannot be switched off in our systems. They are usually only set in response to actions made by you which amount to a request for services, such as setting your privacy preferences, logging in or filling in forms. You can set your browser to block or alert you about these cookies, but some parts of the site will not then work. These cookies do not store any personally identifiable information.

Performance Cookies

These cookies allow us to count visits and traffic sources so we can measure and improve the performance of our site. They help us to know which pages are the most and least popular and see how visitors move around the site. All information these cookies collect is aggregated and therefore anonymous. If you do not allow these cookies we will not know when you have visited our site, and will not be able to monitor its performance.