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Comprehensive Guide to Target Audience, Time, and Materials for Workplace Sexual Harassment Prevention Training (2026 for HR Managers)
2026.07.01 10:32
Mandatory Statutory Training ยท HR Practical Guide
Workplace sexual harassment prevention training,
Check the subject, time, materials, and proof all at once.
Check the subject, time, materials, and proof all at once.
Workplace sexual harassment prevention training is provided to employers and employees at workplaces employing workers. Mandatory legal training that must be conducted at least once a year Since there is no separately defined minimum training time applicable to all workplaces under the law, the training targets, mandatory content, operation methods, and completion records must be managed together.
The most important point in this article
Rather than just stopping at watching the video
You must also provide guidance on our company's reporting, processing, and protection procedures.
You must also provide guidance on our company's reporting, processing, and protection procedures.
You must check the management of trainees, essential content, supporting documents, and continuous posting together.
It becomes easier to explain whether actual implementation took place.
It becomes easier to explain whether actual implementation took place.
๐ Key Summary of Workplace Sexual Harassment Prevention Training
| item | Items to check by the person in charge |
|---|---|
| Education Name | Workplace sexual harassment prevention training |
| Educational nature | Mandatory legal education |
| Main targets | Employers and all workers |
| Number of training sessions | At least once a year |
| Training time | There is no separately defined minimum statutory common training time, and the Ministry of Employment and Labor's internal training materials provide an example of a one-hour schedule. |
| Educational materials | You can utilize the Ministry of Employment and Labor's prevention education videos, standard lecture materials, examples of workplace prevention guidelines, etc. |
| Essential content | Relevant laws and regulations, workplace processing procedures, standards for measures, grievance counseling and relief procedures, and matters necessary for prevention |
| special provisions | Workplaces with fewer than 10 regular employees, or those where both the employer and employees consist exclusively of a specific gender, are permitted to post and distribute materials. |
| fine | Failure to conduct training or failure to permanently post or make available training materials may result in a fine of up to 5 million won for each case. |
Workplace sexual harassment prevention training is not merely about watching videos or distributing materials. In particular, general workplaces must provide guidance on the procedures for handling sexual harassment incidents, standards for action, and grievance counseling and relief procedures for victimized employees.
๐ What is Workplace Sexual Harassment Prevention Training?
Workplace sexual harassment prevention training is education conducted by employers to prevent sexual harassment in the workplace and ensure that employees can work in a safe working environment. The Act on Equal Employment Opportunities for Men and Women and Support for Work-Family Balance stipulates that employers must conduct training for the prevention of workplace sexual harassment annually, and that both employers and employees must receive such training.
In addition to conducting preventive training, employers must widely disseminate the training content by always posting or making it available in a place where employees can freely access it. Therefore, even after the annual training is completed, it is necessary to continuously provide information on the training content and reporting and grievance counseling procedures on internal bulletin boards, the intranet, or in locations easily accessible to employees.
The core of this training does not end with "knowing what sexual harassment is." In actual workplaces, it is necessary to also inform employees who to report or seek counseling for in the event of sexual harassment, what procedures the company follows to investigate and take action, and what protection and relief procedures are available to the victimized worker.
Therefore, workplace sexual harassment prevention training is a mandatory legal requirement, while simultaneously serving as training for improving organizational culture, providing guidance on grievance handling procedures, and outlining victim protection systems.
๐ฅ Who needs to check this?
Workplace sexual harassment prevention training is for all employees, but the responsibility for its operation lies primarily with HR, management support, and managers.
| Target | Things to check |
|---|---|
| business owner | Obligation to conduct training, establishment of preventive guidelines, responsibility for taking action in the event of an incident |
| HR Manager | Management of training schedule, participant list, completion status, training materials, and supporting documents |
| Management Support Manager | Contracts with external educational institutions, online education operations, and management of tuition fees and materials |
| Manager/Team Leader | Encouraging team member participation, delivering sexual harassment prevention messages, and connecting to reporting and counseling |
| Grievance handling officer | Counseling reception, investigation procedures, victim protection measures, record management |
| all workers | Understanding the concept of sexual harassment, prevention standards, and reporting and counseling procedures |
The Ministry of Employment and Labor's FAQ advises that all workplaces with one or more regular employees must conduct workplace sexual harassment prevention training for all employees at least once a year. However, workplaces with fewer than 10 regular employees, or workplaces where both the employer and employees consist of only men or only women, may conduct the training by posting or distributing educational materials or promotional items.
๐งญ Procedures for HR Managers to Check
STEP 01
First, we determine the trainees.
Workplace sexual harassment prevention training targets employers and employees. In practice, however, details such as whether the training applies only to regular employees, whether part-time workers are also included, and how to handle new hires are often overlooked.
| division | Verification criteria |
|---|---|
| Business owner/representative | Included in the target audience for education |
| regular workers | Target audience |
| Contract workers and fixed-term workers | Target audience |
| Part-time workers/part-time jobs | Target audience |
| employees on leave | Establish standards for supplementary training upon return to work for cases where employees were unable to participate due to being on leave at the time of training. |
| New hires | Schedule additional training to ensure that employees hired after the annual training are not missed. |
| dispatched workers | Verification of the training responsibilities of the dispatching business owner and the user business owner, and whether the training was actually completed |
| Employees absent due to business trips or vacations | Classify non-completioners and manage supplementary training schedules |
Although the timing of separate training for new hires and returning employees is not uniformly stipulated by law, it is advisable to establish company standards for supplementary training and record completion results to ensure they are not omitted from the training for the relevant year.
STEP 02
Check the number of training sessions and scheduled times.
Workplace sexual harassment prevention training must be conducted at least once a year. The law does not separately specify a minimum training time that applies universally to all workplaces. However, the Ministry of Employment and Labor's 2026 internal training materials provide an example of a one-hour session that includes explanations of laws and regulations, internal company procedures, and Q&A.
| composition | Example time | Main contents |
|---|---|---|
| Introduction | 10 minutes | Explanation of training purposes and the company's sexual harassment prevention policy |
| System explanation | 30 minutes | Concept of workplace sexual harassment, relevant laws, prevention and response procedures |
| Workplace internal regulations | 10 minutes | Procedures for handling sexual harassment, standards for measures, victim protection, and grievance counseling procedures |
| Q&A and Discussion | 10 minutes | Re-guidance on Staff Questions and Reporting/Consultation Procedures |
Although there is no separately stipulated minimum legal time, if the training is excessively short and fails to adequately convey relevant laws, the company's processing procedures, action standards, and grievance counseling and relief processes, it may be difficult to justify that the training was conducted properly. In particular, rather than simply playing a video, it is necessary to dedicate time to explaining our company's grievance counseling channels and case handling standards.
STEP 03
Includes mandatory training content.
Workplace sexual harassment prevention training must include the following content.
| Essential content | Examples of practical application |
|---|---|
| Laws and regulations regarding workplace sexual harassment | Prohibition of sexual harassment, mandatory preventive education, and employer's obligation to take measures under the Equal Employment Opportunity Act |
| Procedures for Handling Sexual Harassment in the Workplace | Report reception, consultation, investigation, measures, and recurrence prevention procedures |
| Workplace Action Standards | Protection of victims, disciplinary action or other measures against perpetrators, prevention of secondary harm |
| Grievance counseling and relief procedures for affected workers | How to contact consultation desks, staff, external consultation agencies, and labor offices |
| Other matters necessary for the prevention of sexual harassment | Organizational culture, manager roles, and prevention standards for company dinners, messengers, and customer service situations |
The Ministry of Employment and Labor's 2026 educational materials guide also explains that it must include laws and regulations regarding workplace sexual harassment, workplace handling procedures and standards for measures, grievance counseling and relief procedures for victimized workers, and other necessary preventive measures.
STEP 04
Prepare educational materials.
Workplace sexual harassment prevention training can also be conducted in-house. The Ministry of Employment and Labor provides training videos and lesson plans for use when workplaces conduct in-house training without the assistance of professional agencies or instructors.
| Data types | How to use |
|---|---|
| Ministry of Employment and Labor prevention education video | Used for education on common laws and concepts |
| Standard Lecture Plan PPT | Used as lecture material for in-house training |
| Examples of workplace prevention guidelines | Reference when drafting internal company procedures and action standards |
| Notice on Internal Grievance Handling Procedures | Guide employees to actual consultation and reporting channels |
| FAQ | Summary of questions such as โWhere does sexual harassment end?โ and โIs anonymous reporting possible?โ |
| List of training attendees | Keeped as proof of completion of training |
| Online Certificate | Stored as verification material for remote education completion |
When entrusting training to an external institution, you must verify whether it is a commissioned training agency designated by the Ministry of Employment and Labor, and provide the institution in advance with the procedures and standards for handling sexual harassment at the workplace, as well as grievance counseling and relief procedures. You must also verify the actual training content to ensure that the training is not conducted solely using standardized materials.
caution Simply using the Ministry of Employment and Labor's standard materials as is may not be sufficient. In addition to common training materials, you must include the specific workplace's procedures for handling workplace sexual harassment, standards for measures, and grievance counseling and relief procedures for victimized employees.
STEP 05
Check the accreditation standards for each training method.
Workplace sexual harassment prevention training can be conducted in various ways, such as group training, online training, employee workshops, assemblies, and meetings. However, it may be difficult to verify whether the training content has been properly conveyed if materials are simply sent via email or posted on a bulletin board.
| Educational methods | Precautions for Operation |
|---|---|
| Offline group training | Keep the list of attendees, training logs, and actual training materials used, and manage photos as supplementary evidence when necessary. |
| Online education | It must be possible to verify completion status, training hours, and training content. |
| Video Education | Storage of access logs, participant lists, and educational materials |
| Utilization of meetings and briefings | Training agenda, training time, and attendance records needed |
| Posting and distribution of materials | It is necessary to verify eligibility for special provisions, such as for workplaces with fewer than 10 regular employees. |
| External commissioned training | Verification of whether it is a commissioned training institution designated by the Ministry of Employment and Labor, reflection of company-specific processing procedures, and confirmation of completion certificates and actual training materials |
Workplaces with fewer than 10 regular employees or workplaces where both the employer and the employees consist exclusively of a specific gender may conduct training by posting or distributing educational materials or promotional items. However, even in such cases, care must be taken to ensure that the workplace's processing procedures, standards for measures, and procedures for victim grievance counseling and relief are not omitted.
STEP 06
We retain supporting documents after the training.
If you have conducted training, you must be able to prove that it was completed. Even if training was provided, the absence of records may cause difficulties during the verification process later.
| Supporting documents | Management purpose |
|---|---|
| Education plan | Confirm annual training schedule and target audience |
| Educational materials | Check if mandatory training content is included |
| List of Attendees | Check completion status for each worker |
| Certificate of Completion | Proof of completion of online/outsourced training |
| Training Log | Record of training date, time, location, instructor, and content |
| Training photos or online access records if necessary | Materials to supplement and verify the training implementation process |
| Supplementary education records | Checking training status of absentees and new hires |
Proof of education is not merely for storage purposes; it is also used as data to plan the following year's education and identify those who missed it.
โ Workplace Sexual Harassment Prevention Training Practical Checklist
Rather than just finalizing the training schedule, please check the target audience, essential content, internal procedures, supporting documents, and permanent posting status together.
๐ How to use the check results
| Checked items | Confirmation direction |
|---|---|
| 11~13 | A basic operational system for preventive education is in place. We regularly verify that the personnel in charge, reporting channels, and internal processing procedures are up to date. |
| 6~10 pieces | Although training is being conducted, there may be gaps in the target participants, company-specific processing procedures, supplementary training, regular posting, or documentation management. We will determine the person in charge and the deadline for supplementation for the incomplete items. |
| 0~5 | Rather than finalizing the training schedule, it is necessary to first organize the list of participants, mandatory training content, the company's grievance counseling and reporting procedures, and completion management standards. |
You cannot conclude that all statutory training obligations have been fulfilled based solely on the number of checks. You must also verify the actual training content, delivery method, completion status of participants, the company's processing procedures, and the status of continuous posting.
RELATED RESOURCE
๐ Related Practical Materials
If you need training materials that cover not only common laws and case studies but also the company's reporting channels, incident handling procedures, protection standards for affected workers, and grievance counseling personnel, please use the editable PPT below.
Free Download of Workplace Sexual Harassment Prevention Training PPT โ
This material consists of relevant laws, key judgment criteria, case studies by situation, company processing procedures, victim protection, and verification questions following training. You must modify the company name, contact person, reporting channel, and actual internal regulations to suit your organization's specific situation before use.
โ ๏ธ Commonly missed points
Cases where the training ends after only showing a video
While common videos can be used to convey laws and basic concepts, to meet the legally mandated training requirements, our company's processing procedures and action standards, as well as grievance counseling and relief procedures for affected workers, must be additionally explained.
Cases where employers are excluded from training
Workplace sexual harassment prevention training is not just for employees; employers must also receive it.
Cases where special provisions for posting and distributing materials are applied to all workplaces
The method of posting and distributing materials may be utilized in certain cases, such as workplaces with fewer than 10 regular employees or workplaces where both the employer and employees consist exclusively of a specific gender. For general workplaces, it is safer to operate in a manner that allows verification of whether the training content was actually delivered.
Cases where reporting and counseling procedures are not provided after training
The purpose of sexual harassment prevention education is not merely to convey knowledge, but to help victims know where to seek help in the event of an actual incident.
If you are swayed by exaggerated claims from external vendors
The Ministry of Employment and Labor has advised caution regarding acts such as impersonating sexual harassment prevention training institutions to sell financial products or coercing attendance by claiming that online or outsourced training is mandatory. Since workplace sexual harassment prevention training can be conducted in-house, it is advisable to first verify official materials and legal standards.
๐ฌ Situations where EAP is needed
While workplace sexual harassment prevention training is fundamental for preventing incidents, training alone may not be sufficient when actual reports or conflicts arise. It may be necessary to provide support for the protection of victimized employees, prevention of secondary harm, alleviation of anxiety within the organization, and management response assistance.
In the following situations, you may consider EAP or external psychological counseling and organizational support systems together.
| situation | Directions for EAP Utilization |
|---|---|
| Following the sexual harassment report, the victimized employee complained of anxiety, sleep problems, and difficulty coming to work. | Individual psychological counseling, recovery support |
| There are concerns about internal rumors, factionalism, and secondary damage. | Manager coaching, organizational communication support |
| The team atmosphere deteriorated rapidly after the incident investigation. | Team-based recovery program, organizational diagnosis |
| Managers struggle with victim protection and work coordination | Provides administrator consultation and response guides |
| Repeated occurrence of inappropriate speech and behavior | Organizational culture diagnosis, advanced preventive education |
| The psychological burden is significant for victims, witnesses, and managers alike. | Crisis intervention, provision of external counseling channels |
Sexual harassment prevention training should not end with merely fulfilling legal obligations, but must lead to safe procedures for counseling, reporting, protection, and recovery in the event of an actual incident. EAP can be utilized to design not only psychological support for victimized employees but also managerial responses, organizational culture improvement, and training to prevent recurrence.
However, EAP counseling does not determine whether workplace sexual harassment has occurred or replace the company's official investigation or disciplinary procedures. It is important to manage report reception, investigation records, and victim counseling records by distinguishing their purposes and access permissions.
๐ Related Posts
โ Frequently Asked Questions
Q1. Is workplace sexual harassment prevention training required at all workplaces?
Yes. The Ministry of Employment and Labor's FAQ advises that all workplaces with one or more regular employees must conduct workplace sexual harassment prevention training for all employees at least once a year. Both employers and employees are subject to this training.
Q2. How many hours of workplace sexual harassment prevention training are required?
While the law mandates that workplace sexual harassment prevention training be conducted at least once a year, it does not specify a minimum training time that applies universally to all workplaces. Since the Ministry of Employment and Laborโs 2026 internal training materials suggest a one-hour schedule, it is advisable to structure the training time to adequately convey relevant laws, the companyโs handling procedures, standards for measures, and grievance counseling and relief procedures, rather than adhering to the statutory minimum.
Q3. Is showing only materials from the Ministry of Employment and Labor recognized as training?
Common videos and lecture materials from the Ministry of Employment and Labor may be used for in-house training. However, in addition to the common materials, you must include the workplace's procedures for handling sexual harassment, standards for measures, and grievance counseling and relief procedures for victimized employees. Even when utilizing external outsourced training, you must verify that the company's actual handling procedures are reflected in the training content.
Q4. For workplaces with fewer than 10 employees, is it permissible to distribute materials only?
Workplaces employing fewer than 10 workers on a regular basis, or workplaces where both the employer and the workers consist exclusively of a specific gender, may conduct training by posting or distributing educational materials or promotional items. However, even in such cases, essential training content and workplace processing procedures must not be omitted.
Q5. Is there a fine for not providing training?
Failure to conduct workplace sexual harassment prevention training may result in a fine of up to 5 million won. Furthermore, even if training has been conducted, it may be difficult to prove compliance if participants are omitted, essential content is missing, or supporting documentation is insufficient; therefore, training materials and completion records must be managed together.
In addition, employers must always post or keep the contents of preventive education available in a place where employees can freely access them, and failure to do so may result in a fine of up to 5 million won.
In addition, employers must always post or keep the contents of preventive education available in a place where employees can freely access them, and failure to do so may result in a fine of up to 5 million won.
NEXT STEP
Sexual harassment prevention education
If you want to connect this to a protection and counseling system after the education,
If you want to connect this to a protection and counseling system after the education,
Consider grievance counseling, victim protection, organizational culture improvement, and psychological support together.
Nudge EAP supports both employee counseling and the establishment of an organizational support system.
Go to Nudge EAP Implementation Consultation โNudge EAP supports both employee counseling and the establishment of an organizational support system.
๐ Source
โข Ministry of Employment and Labor FAQ, Workplace Sexual Harassment Prevention Education
โข Ministry of Employment and Labor, 2026 Workplace Sexual Harassment Prevention Education Materials
โข Ministry of Employment and Labor, Workplace Sexual Harassment Prevention and Response Manual
โข Easy-to-find Information on Daily Life Laws, Employer's Obligation to Provide Sexual Harassment Prevention Education
โข National Law Information Center, Act on Equal Employment Opportunities for Men and Women and Support for Work-Family Balance
โข National Law Information Center, Enforcement Decree of the Act on Equal Employment Opportunities for Men and Women and Support for Work-Family Balance
โข Ministry of Employment and Labor, 2026 Workplace Sexual Harassment Prevention Education Materials
โข Ministry of Employment and Labor, Workplace Sexual Harassment Prevention and Response Manual
โข Easy-to-find Information on Daily Life Laws, Employer's Obligation to Provide Sexual Harassment Prevention Education
โข National Law Information Center, Act on Equal Employment Opportunities for Men and Women and Support for Work-Family Balance
โข National Law Information Center, Enforcement Decree of the Act on Equal Employment Opportunities for Men and Women and Support for Work-Family Balance
This content is intended for general informational purposes. Specific legal, labor, employment, and psychological counseling matters may vary depending on workplace conditions and the latest laws, so review by relevant experts may be necessary.
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