Since 2019, California law has required most employers to provide sexual harassment prevention training to their entire workforce — not just managers. If your company has five or more employees anywhere in California, including temporary and seasonal staff, you're very likely covered under SB 1343.
Under Senate Bill 1343, any employer with five or more employees — full-time, part-time, or temporary — must train everyone working in California, not only supervisors. Temporary and seasonal workers must be trained within 30 days of hire or within their first 100 hours worked, whichever comes first. Everyone else must be trained within six months of starting their role, and again every two years after that.
The law sets a different requirement depending on role:
Both have to be refreshed every two years — which is why PixelPupil's California certificates are valid for exactly that long, timed to your actual renewal deadline rather than an arbitrary date.
SB 1343 didn't appear out of nowhere — it's the latest step in a requirement that's been expanding for two decades:
In short: what started as a supervisor-only rule for large employers is now a whole-workforce requirement for almost any California business with a handful of staff.
California's Civil Rights Department (CRD, formerly the DFEH) enforces this requirement, and it isn't a rule that's quietly fading — the CRD issued a substantially revised Harassment Prevention Guide as recently as March 2025, restating the same training obligations for employers. In practice, enforcement is largely complaint-triggered: most employers don't hear about a training gap from the CRD directly, they hear about it because an employee has already filed a harassment complaint, and the training question comes up as part of that case.
That timing is what makes documentation matter more than it looks. Under the Fair Employment and Housing Act, failing to take "all reasonable steps" to prevent harassment is its own separate violation — not just a detail inside a harassment claim, but distinct legal exposure. The case most California employment attorneys point to here is State Department of Health Services v. Superior Court (2003) 31 Cal.4th 1026, where the California Supreme Court held that an employer can limit its damages in a harassment case only by showing it took reasonable preventive steps and the employee unreasonably failed to use them. A documented, up-to-date training record — who was trained, when, for how long — is exactly the kind of evidence that defense runs on. Skip the training, or lose the paperwork, and you're not just risking a CRD citation; you've given up one of the few defenses available once a claim is actually filed.
PixelPupil's California Sexual Harassment Prevention course is built around these exact requirements — 1 hour for employees, 2 hours for supervisors, available in English and Spanish, with a certificate valid for the full 2-year renewal cycle. Add your team in minutes, and everyone gets a certificate the moment they finish.
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