Dear Valued Customers,

As we move further into 2026, we want to take a moment to remind you of an important — and ongoing — compliance requirement that’s easy to lose track of: Senate Bill 1343 (SB 1343).

What SB 1343 Requires

California law requires any employer with 5 or more employees — including temporary and seasonal staff — to provide sexual harassment prevention training on a recurring basis:

• Supervisory employees: at least 2 hours of training
• Nonsupervisory employees: at least 1 hour of training

Training must be completed within 6 months of an employee’s hire date or promotion into a supervisory role, and must be repeated every 2 years after that. For seasonal or temporary employees working less than 6 months, training must be completed within 30 calendar days or 100 hours worked, whichever comes first.

Why This Still Matters

SB 1343 has been in effect for a few years now, so it’s easy to assume it’s “old news” and that your business is already covered. But compliance isn’t a one-time task — it’s a recurring obligation. If your last round of training was two years ago (or you’re not sure when it was), now is a good time to check.

Falling out of compliance carries real risk. If a harassment claim is ever filed against your business, a lack of documented training can be used as evidence that reasonable steps weren’t taken to prevent it — turning a training oversight into a much bigger liability.

What You Should Do

1. Check your records. Confirm when each employee — supervisory and non supervisory — last completed training, and flag anyone approaching their 2-year renewal date.
2. Train new hires promptly. Don’t let new employees or newly promoted supervisors slip past the 6-month window.
3. Keep documentation. Save certificates of completion, training dates, and attendance records. If you’re ever questioned, this is your best evidence of compliance.
4. Set a recurring reminder. Because this requirement repeats every two years, building it into your regular HR calendar can help you avoid last-minute scrambles.

A Quick Note on Enforcement

While the training requirements themselves haven’t changed, agencies are placing more emphasis on documentation and consistency when reviewing complaints. In other words: it’s not just about doing the training — it’s about being able to prove it happened.

If you have any questions about your compliance status or how to structure ongoing training for your team, our office is happy to help point you in the right direction.

Thank you, as always, for your continued business.

Sincerely, The RKM Team