Sexual Harassment Prevention Training Operation Checklist (For HR Managers)

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.

short answer

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.

When will it be applied?

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

What HR Managers Should Do

First, you must finalize the list of trainees.
It is standard practice to conduct sexual harassment prevention training for all employees. HR must identify those who require training guidance based on the organizational situation, including not only current employees but also new hires, employees on leave, those returning from leave, and dispatched or contract personnel.

Second, the training content must include reporting procedures and protection standards.

The Ministry of Employment and Labor's 2026 guidelines for workplace sexual harassment prevention education also state that the education must include laws and regulations regarding workplace sexual harassment, procedures for handling and standards for measures when it occurs within the workplace, and grievance counseling and relief procedures for victimized workers.

Third, you must keep records of completion and supporting documents.
You must record the training date, trainees, list of attendees, training materials, completion status, and details of actions taken against non-completionists to enable a response when follow-up inspections or internal verification are required.

Fourth, you must provide the administrator with the response phrase after the report.
When a sexual harassment report or counseling is received, if a manager says things like, "Just put up with it," or "Let's not make a fuss," it can lead to secondary harm. HR must provide managers with neutral and protection-oriented guidance statements in advance.

Fifth, you must also provide information on EAP counseling channels.
EAP is not a channel for determining or investigating sexual harassment. However, it may refer victims, reporters, witnesses, managers, etc., to external counseling and support channels that can be used when they experience psychological distress.

Sexual Harassment Prevention Training Operation Standards Table

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

Practical Checklist

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.	☐

Common mistakes

The most common mistake is ending sexual harassment prevention training merely by completing it online. While the record of having taken the training is important, the actual organizational risk can be more significantly revealed during the response process following a report.

The second mistake is providing information on reporting channels merely as a formality. Channels that members cannot actually contact, channels with unclear contact persons, or channels where confidentiality standards are not explained are difficult to operate in practice.

The third mistake is failing to prepare a managerial response. In sexual harassment cases, victim protection and organizational trust can vary significantly depending on the initial response. Managers must avoid assuming the facts, telling the victim to endure it, or discouraging them from reporting the incident.

The fourth mistake is guiding users to use EAP as if it were an investigation procedure. EAP is not a channel for investigating the facts of sexual harassment or making legal judgments. It should be guided as a channel for counseling, emotional support, stress relief, and recovery assistance.

If EAP support is needed

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.

Frequently Asked Questions

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

According to guidelines from the Ministry of Employment and Labor, employers at all workplaces with one or more regular employees must conduct workplace sexual harassment prevention training for all employees at least once a year. However, since the training methods may vary depending on the size and composition of the workplace, it is advisable to check both the latest official standards and internal regulations.

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

Online training can be utilized depending on the workplace situation and training methods. However, rather than simply providing training materials and stopping there, it is important to guide employees so that they can actually understand the reporting procedures and grievance counseling channels within the workplace.

Q3. What should be included in the training content?

It is recommended to include the concept of sexual harassment, relevant laws and regulations, prevention standards, workplace reporting procedures, victim protection, prevention of secondary harm, and grievance counseling and relief procedures. In particular, internal handling procedures and contact points must be outlined together to ensure practical functionality.

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

First, inform the complainant of their safety and confidentiality, and accept the complaint according to internal grievance procedures without assuming the facts. Subsequently, it is recommended to verify the investigator, victim protection measures, prevention of secondary harm, communication with managers, and the need for counseling support in that order.

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

It is possible. However, EAP should not be described as a channel for sexual harassment investigations or legal adjudication. It is appropriate to guide people to EAP as a counseling and emotional support channel that victims, reporters, witnesses, managers, and others can use when they feel psychologically burdened.

Next step

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.

👉 Go to Nudge EAP Implementation Consultation →

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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 relevant experts.

Workplace Sexual Harassment Prevention Training