After #MeToo: New Sexual Harassment Training Requirements for 2020

Employment trends expert reveals sexual harassment training requirements in the upcoming year

Policy ManualAfter shocking crimes of sexual assault came to light thanks to the #MeToo movement, many employers have been inspired to rededicate themselves to making their workplaces safer and more equitable for men and women. But, starting January 1, 2020, new changes to sexual harassment policies will require all companies to pay closer attention to this very important issue.

“We are finally starting to see people take sexual harassment in the workplace more seriously, and the new regulations coming into effect in 2020 reflect that,” says Rob Wilson, President of Employco USA and human resources expert. “These regulations will vary from state to state and will be dependent upon the size of your company and the number of employees you have, but there are several things that employers need to know.”

For Illinois employers, Wilson points to Public Act 101-0221 (the “Act”) which was created to strengthen sexual harassment policies in the workplace and ensure that all employees are better protected from sexual impropriety and predation.

“Workers in Illinois will now be afforded greater protection under the Act, which includes language that prohibits sexual harassment between employees even when it occurs outside the workplace or online,” says Wilson. “It will also offer greater protection for contract employees and freelance workers, as opposed to only protecting salaried and hourly employees.”

In addition, Wilson says that many states (in Illinois, California, and many more) are now expanding their requirements for sexual harassment training.

“Not only are these trainings becoming more commonly required throughout the year, but more staff will now be required to attend these sessions,” says Wilson. “Under The Act, all Illinois employees are going to have to provide sexual harassment seminars for their company and they will also be required by law to report any adverse judgments or administrative rulings regarding sexual harassment by managerial staff.”

For more on this topic, please contact Rob Wilson at