Sexual Harassment Prevention Training Operation Checklist (For HR Managers)

Sexual harassment prevention education

Sexual harassment prevention training is not merely about verifying whether it is conducted once a year. HR managers must comprehensively review the trainees, content, completion records, reporting channels, victim protection, prevention of secondary victimization, and referral to EAP counseling. This article summarizes the operational standards for sexual harassment prevention training and a practical HR checklist.

Only whether sexual harassment prevention training is conducted once a year
This is not a verification training.

HR personnel must review the trainees, training content, completion records, reporting channels, victim protection, prevention of secondary harm, and EAP counseling linkage together.

Sexual harassment prevention training is a legally mandated training that employers must conduct to prevent sexual harassment in the workplace and ensure that employees can work in a safe working environment. Article 13 of the Equal Employment Opportunity Act stipulates that employers must conduct workplace sexual harassment prevention training, and according to the guidelines of the Ministry of Employment and Labor, all workplaces with one or more regular employees must conduct workplace sexual harassment prevention training for all employees at least once a year.

However, in HR practice, simply verifying whether the training was attended is insufficient. You must design a comprehensive plan that includes where employees can report incidents after the training, how victims are protected following a report, what language managers should use in their responses, and through which channels counseling support can be accessed.

Sexual harassment prevention training is a requirement that must be verified annually at workplaces with one or more regular employees. It is advisable to separately verify the actual scope of training targets, such as new hires, employees returning from leave, and dispatched or contract workers, based on the organization's workforce structure and internal standards.

In particular, in situations like the following, you must review not only the educational operations but also the follow-up response system.

situation	HR verification criteria	Practical Points to Note
Operation of regular statutory training	Whether conducted at least once a year	Education schedule and completion record keeping
New Hires Occurrence	Whether new employee training is included	Connected to onboarding training
Manager training required	Administrator role guidance	Prevention of inappropriate response upon receipt of report
Information on reporting channels	Information on grievance handling procedures	A channel that members can actually access is needed
Concerns about secondary damage	Whether to provide guidance on protection principles	Prevention of rumors, disadvantages, and criticism
Need consultation	Whether to connect to EAP or external counseling	Distinction between legal judgment and psychological support roles

Confirmation items	HR Operations Standards	caution
Target audience	Check if it applies to all workers	Checking whether new hires and reinstated employees are included
Training cycle	Operated at least once a year	Reflected in the annual training calendar
Educational content	Concept of sexual harassment, relevant laws, prevention standards, reporting procedures	Structured so that it does not end as formal education
Reporting procedure	Guide to Grievance Counseling Centers and Processing Procedures	Need for actual accessible personnel and channels
Victim protection	Notice regarding prohibition of disadvantage, confidentiality, and prevention of secondary damage	Prepare administrator response phrases
Record management	Retention of training date, participants, materials, and completion status	Need to prepare for post-inspection
Post-support	EAP, grievance counseling, guidance on external professional agencies	Distinction between legal judgment and counseling support roles

The items below are a checklist that HR managers can immediately use when conducting sexual harassment prevention training.

item	check
I checked the list of all trainees.	☐
We established guidelines for training new hires and returning employees.	☐
The schedule for sexual harassment prevention training was incorporated into the annual training plan.	☐
The training content included the concept of sexual harassment, relevant laws, and reporting procedures.	☐
The training content included workplace grievance counseling channels and processing procedures.	☐
Principles for protecting victims and preventing secondary harm were provided.	☐
I prepared an initial response phrase for the administrator.	☐
We determined the storage locations for educational materials, the list of attendees, and completion records.	☐
Criteria for re-notifying those who have not completed the course have been established.	☐
We checked the confidentiality notices for reporters and counselors.	☐
We reviewed whether to provide guidance on EAP counseling channels.	☐
When inquiries were received after the training, the roles of HR, grievance handlers, and external consultation channels were distinguished.	☐

After sexual harassment prevention training, members may recall past experiences, deliberate on whether to report the incident, or feel anxiety about relationships within the organization. Not only victims, but also reporters, witnesses, and managers may experience psychological burden.

In this case, EAP is not a system to replace statutory training, but can be utilized as a support channel for counseling on actual difficulties after the training. HR can include the following notice at the end of the training.

If you experience workplace sexual harassment, conflicts within the organization, emotional distress, or anxiety following a report, you may utilize the internal grievance handling procedures or EAP counseling channels. EAP does not replace investigation or disciplinary judgment, and counseling content is managed in accordance with established confidentiality standards.

If guided in this way, sexual harassment prevention training can lead to not just simple completion management, but to the prevention of harm, accessibility to reporting, and a psychological support system.

Q1. Is sexual harassment prevention training required at all workplaces?

Q2. Is it acceptable to conduct sexual harassment prevention training online only?

Q3. What should be included in the training content?

Q4. What should HR do first if a report is received after the training?

Q5. Is it okay to include EAP guidance after the sexual harassment prevention training?

Sexual harassment prevention training does not end with managing completion records. An organization can create a safe working environment only when standards are in place following the training, including reporting channels, victim protection, prevention of secondary harm, managerial response, and counseling connection.

If you want to overhaul sexual harassment prevention training, grievance counseling procedures, manager response phrases, and EAP counseling coordination at the organizational level Nudge EAP Implementation Consultation Review the operating methods that suit our organization through this.

This content is intended for general informational purposes. Specific legal, labor, medical, and psychological counseling matters may vary depending on the situation and may require review by a relevant expert.