--- title: Which States Require a Written Harassment Prevention Policy? description: In this Tip, we identify the jurisdictions that currently require such policies and provide a brief overview of each requirement. image: https://sbshrs.adpinfo.com/hubfs/Mariana/TOW%20Which%20states%20have%20harassment%20prevention%20policy-1.jpeg --- [![ADP® logo](https://sbshrs.adpinfo.com/hs-fs/hubfs/Logo/ADP_logo.png?width=55&height=25&name=ADP_logo.png "ADP® logo")](https://www.adp.com/?utm_medium=display&utm_source=https://sbshrs.adpinfo.com/blog&utm_campaign=SBS_FY24_Q1_HR+Tip+of+the+Week+UTM&elqCampaignId=43754) - [Tip of the Week](https://sbshrs.adpinfo.com/blog) - Topics - [Compliance](https://sbshrs.adpinfo.com/blog/topic/compliance) - [Employee benefits](https://sbshrs.adpinfo.com/blog/topic/employee-benefits) - [Hiring and onboarding](https://sbshrs.adpinfo.com/blog/topic/hiring-and-onboarding) - [HR101](https://sbshrs.adpinfo.com/blog/topic/hr101) - [Nondiscrimination](https://sbshrs.adpinfo.com/blog/topic/nondiscrimination) - [Pay](https://sbshrs.adpinfo.com/blog/topic/pay) - [Performance management](https://sbshrs.adpinfo.com/blog/topic/performance) - [Policies](https://sbshrs.adpinfo.com/blog/topic/policies) - [Termination](https://sbshrs.adpinfo.com/blog/topic/termination) - [Training and development](https://sbshrs.adpinfo.com/blog/topic/training-and-development) - [Workplace safety](https://sbshrs.adpinfo.com/blog/topic/workplace-safety) - [Webinars](https://sbshrs.adpinfo.com/hrwebcasts) - [Podcast](https://hrpreneur.podbean.com/) - Resources - [Newsletter](https://sbshrs.adpinfo.com/newsletter) - [ACA Reporting Road Map](https://sbshrs.adpinfo.com/aca-road-map) - [FLSA & Overtime Rule Guide](https://sbshrs.adpinfo.com/flsa) - [COVID-19 Resource Center](https://sbshrs.adpinfo.com/covid19) ## HR Tip of the Week Posted on June 30, 2025 |  [Policies](https://sbshrs.adpinfo.com/blog/topic/policies), [Compliance](https://sbshrs.adpinfo.com/blog/topic/compliance) # Which States Require a Written Harassment Prevention Policy? ![A woman writing on a clipboard.](https://sbshrs.adpinfo.com/hubfs/Mariana/TOW%20Which%20states%20have%20harassment%20prevention%20policy-1.jpeg) Several states and the District of Columbia require certain employers to adopt and maintain a written policy on preventing harassment in the workplace. Below, we identify the jurisdictions that currently require such policies and provide a brief overview of each requirement. | ## **Jurisdiction** | ## Overview of policy requirements | | --- | --- | | ### **California** **![CA_red](https://sbshrs.adpinfo.com/hs-fs/hubfs/Mariana/States%20-%20Red%20icons/CA_red.png?width=100&height=172&name=CA_red.png)** | All employers must develop and disseminate a written harassment-, discrimination-, and retaliation-prevention policy. The policy must [include certain elements, which are listed here](https://govt.westlaw.com/calregs/Document/I677D23F35A0A11EC8227000D3A7C4BC3?viewType=FullText&originationContext=documenttoc&transitionType=CategoryPageItem&contextData=(sc.Default)). Employers must disseminate the policy using one or more of the following methods: - Printing and providing a copy to all employees with an acknowledgment form for the employee to sign and return; - Sending the policy via email with an acknowledgment return form; - Posting the policy on a company intranet with a tracking system ensuring all employees have read and acknowledged receipt of the policy; - Discussing policies upon hire and/or during a new hire orientation session; and/or - Any other way that ensures employees receive and understand the policy. | | ### **Connecticut** **![CT](https://sbshrs.adpinfo.com/hs-fs/hubfs/Mariana/States%20-%20Red%20icons/CT.png?width=100&height=98&name=CT.png)** | Employers with three or more employees must provide their employees, within three months of hire, a copy of the [Commission on Human Rights and Opportunities notice](https://portal.ct.gov/CHRO/Sexual-Harassment-Prevention-Training/Pages/Sexual-Harassment-Prevention-Resources) concerning sexual harassment by email, if the employer has provided an email account, or the employee has provided an email address. The email must have a subject line that includes the words "Sexual Harassment Policy" or words of similar import. If an employer hasn't provided an email account, the employer must post the required information on the employer's website, if the employer maintains a website. An employer may comply with the written notice requirements by providing an employee with a link to the [commission's webpage](https://portal.ct.gov/CHRO/Sexual-Harassment-Prevention-Training/Pages/Sexual-Harassment-Prevention-Resources) concerning sexual harassment via email, text message, or in writing. | | ### **District of Columbia** **![DC_red](https://sbshrs.adpinfo.com/hs-fs/hubfs/Mariana/States%20-%20Red%20icons/DC_red.png?width=100&height=116&name=DC_red.png)** | Under District of Columbia law, employers of tipped employees must create and implement a written harassment prevention policy. The policy must outline how employees may report an incident of harassment to the employer and to the District of Columbia Office of Human Rights (OHR). Employers must also distribute the policy as follows: - Provide a copy of the policy to employees; - Post a copy of the policy in a conspicuous location accessible to all employees; and - File a copy of the policy with the OHR. | | ### **Illinois** **![IL_red](https://sbshrs.adpinfo.com/hs-fs/hubfs/Mariana/States%20-%20Red%20icons/IL_red.png?width=75&height=132&name=IL_red.png)** | Bars and restaurants must maintain written harassment prevention policies. The written policy must meet the [minimum standards](https://dhr.illinois.gov/training/minimum-standards-for-policy-on-sexual-harassment-prevention.html) established by the Illinois Department of Human Rights. The policy must be made available in English and Spanish. Covered employers must provide employees with a written copy of their sexual harassment prevention policy within the first calendar week of the employee's employment. Hotels and casinos are subject to [similar requirements](https://www.ilga.gov/legislation/ilcs/ilcs4.asp?DocName=082003250HArt.+5&ActID=4010&ChapterID=68&SeqStart=100000&SeqEnd=700000), except that hotels and casinos must also post the policy in English and Spanish in conspicuous places, such as supply rooms or employee lunch rooms, where employees can reasonably be expected to see it. Each hotel and casino must also make all reasonable efforts to provide employees with a current copy of its policy in any language other than English and Spanish that, in its sole discretion, is spoken by a predominant portion of its employees. | | ### **Maine** **![ME_red](https://sbshrs.adpinfo.com/hs-fs/hubfs/Mariana/States%20-%20Red%20icons/ME_red.png?width=100&height=159&name=ME_red.png)** | All employers must provide a written sexual harassment notice/policy to employees on an annual basis. The notice/policy must include at least the following information: - The illegality of sexual harassment; - The definition of sexual harassment under state law; - A description of sexual harassment, utilizing examples; - The internal complaint process available to the employee; - The legal recourse and complaint process available through the Maine Human Rights Commission; - Directions on how to contact the Commission; and - The protection against retaliation. | | ### **Massachusetts** **![MA_red](https://sbshrs.adpinfo.com/hs-fs/hubfs/Mariana/States%20-%20Red%20icons/MA_red.png?width=135&height=73&name=MA_red.png)** | Employers with six or more employees must provide all employees with a written copy of the employer's policy against sexual harassment on an annual basis. New employees must be provided with a copy when they start employment. The policy must include at least the following elements: - A statement that sexual harassment in the workplace is unlawful; - A statement that it is unlawful to retaliate against an employee for filing a sexual harassment complaint or for cooperating in an investigation of a sexual harassment complaint; - A description and examples of sexual harassment; - A statement of the range of consequences for employees who are found to have committed sexual harassment; - A description of the process for filing internal complaints about sexual harassment and the work addresses and telephone numbers of the person or persons to whom complaints should be made; and - The identity of the appropriate state and federal employment discrimination enforcement agencies, and directions as to how to contact such agencies. | | ### **New York** **![NY_red](https://sbshrs.adpinfo.com/hs-fs/hubfs/Mariana/States%20-%20Red%20icons/NY_red.png?width=115&height=95&name=NY_red.png)**   | All employers must adopt the state's [model sexual harassment prevention policy](https://www.ny.gov/sites/default/files/2024-08/SexualHarassmentModelPolicyUpdated.pdf) or establish a sexual harassment prevention policy that equals or exceeds the minimum standards provided in the state's model. The employer must provide the sexual harassment prevention policy to all employees in writing or electronically. If a copy is made available on a work computer, workers must be able to print a copy for their own records. | | ### **Oregon** **![OR_red](https://sbshrs.adpinfo.com/hs-fs/hubfs/Mariana/States%20-%20Red%20icons/OR_red.png?width=100&height=84&name=OR_red.png)**   | All employers must adopt and disseminate a written policy containing procedures and practices for the reduction and prevention of discrimination and harassment, including sexual assault. The policy must [contain certain elements, which are listed here](https://www.oregon.gov/boli/employers/Documents/SB726_model_policy_03292022.docx). Employers must make the policy available to employees within the workplace; provide it at the time of hire; and require any individual who is designated to receive complaints to provide a copy of the policy to an employee who discloses information regarding prohibited discrimination or harassment. | | ### **Rhode Island** **![RI_red icon](https://sbshrs.adpinfo.com/hs-fs/hubfs/Mariana/States%20-%20Red%20icons/RI_red%20icon.png?width=50&height=67&name=RI_red%20icon.png)**   | Employers with 50 or more employees must adopt a sexual harassment policy [that includes certain provisions, which are listed here](http://www.richr.ri.gov/documents/harassmentemployers.pdf). A written copy must be provided to all current employees and to all new hires at the start of employment. Employers must also provide a copy upon request. | | ### **Vermont** **![VT_red](https://sbshrs.adpinfo.com/hs-fs/hubfs/Mariana/States%20-%20Red%20icons/VT_red.png?width=50&height=94&name=VT_red.png)**   | All employers must adopt a policy prohibiting harassment, provide a written copy of the policy to employees upon hire, and post the policy in a prominent place in the workplace. The [policy must include certain elements](https://legislature.vermont.gov/statutes/section/21/005/00495h), which are listed below. The policy must include: - A statement that sexual harassment in the workplace is unlawful; - A statement that it is unlawful to retaliate against an employee for filing a complaint of sexual harassment or for cooperating in an investigation of sexual harassment; - A description and examples of sexual harassment; - A statement of the range of consequences for employees who commit sexual harassment; - If the employer has more than five employees, a description of the process for filing internal complaints about sexual harassment and the names, addresses, and telephone numbers of the person or persons to whom complaints should be made; and - The complaint process of the appropriate state and federal employment discrimination enforcement agencies, and directions as to how to contact such agencies. | | ### **Washington** **![WA_red](https://sbshrs.adpinfo.com/hs-fs/hubfs/Mariana/States%20-%20Red%20icons/WA_red.png?width=100&height=75&name=WA_red.png)** | Hotel, motel, retail, and security guard entities, as well as property service contractors, must adopt a sexual harassment prevention policy and provide a list of resources for employees, including contact information for the federal Equal Employment Opportunity Commission, the Washington State Human Rights Commission, and local advocacy groups focused on preventing sexual harassment and sexual assault. **Currently**, the requirements cover any individual: - Who is employed as a janitor, security guard, hotel or motel housekeeper, or room service attendant; and - Who spends a majority of their working hours alone or whose primary work responsibility involves working without another co-worker present. **Effective January 1, 2026**, the requirements cover any individual: - Who is employed as a janitor, security guard, hotel or motel housekeeper, or room service attendant; and - Who performs work in an area where two or more co-workers, supervisors, or a combination thereof are unable to immediately respond to an emergency without being summoned by the employee; or - Who spends at least 50 percent of their working hours without a supervisor or another co-worker present. The state has a [separate requirement](https://lawfilesext.leg.wa.gov/biennium/2019-20/Pdf/Bills/Session%20Laws/Senate/6205-S2.SL.pdf?q=20220504121546) for home care agencies. The state has also developed a [model policy](https://www.hum.wa.gov/publications#Sexual%20Harassment) that employers in general industry may voluntarily use. | ### **Conclusion** Employers covered by these laws should read the requirements in full and ensure compliance. Even if your state hasn't enacted legislation requiring a written policy, there may be caselaw that favors a written policy, your state may recommend that employers adopt one, and it is generally considered a best practice. ![](https://sbshrs.adpinfo.com/hubfs/Jaime/search-black.svg) ### Most popular This content is based on generally accepted HR practices, is advisory in nature, and does not constitute legal advice or other professional services. ADP does not warrant or guarantee the accuracy, reliability, and completeness of the content. 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