Comprehensive Guide to Target Audience, Time, and Materials for Workplace Sexual Harassment Prevention Training

Workplace sexual harassment prevention training is a legally mandated annual course that must be conducted at all workplaces, and standards regarding target audience, time, materials, and documentation must be managed together.

Key Summary

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
Educational materials	You can utilize the Ministry of Employment and Labor's prevention education videos, standard lecture plans, 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 may result in a fine of up to 5 million won.

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 corrective measures, and grievance counseling and relief procedures for victimized employees.

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.

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.

Who needs to check?

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, and 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.

Procedures that the person in charge must check

1. 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.

When creating a list of trainees, it is recommended to check the following items together.

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 of absence	Additional guidance or separate training required after returning to work
New hires	Additional training required at the time of hiring
dispatched workers	Need to verify the roles of the user employer and the dispatching employer
Employees absent due to business trips or vacations	Supplementary education needed

The list of trainees must be finalized before the training, and after the training, actual completion must be verified using the list of attendees or online completion records.

2. Check the training hours.

Workplace sexual harassment prevention training must be conducted at least once a year. The 2026 workplace sexual harassment prevention training materials provided by the Ministry of Employment and Labor suggest a one-hour schedule as an example of in-house training.

composition	Example time	Main contents
Introduction	10 minute	Explanation of training purposes and the company's sexual harassment prevention policy
System explanation	30 minute	Concept of workplace sexual harassment, relevant laws, prevention and response procedures
Workplace internal regulations	10 minute	Procedures for handling sexual harassment, standards for measures, victim protection, and grievance counseling procedures
Q&A and Discussion	10 minute	Re-guidance on Staff Questions and Reporting/Consultation Procedures

In practice, if training sessions are conducted too briefly, it is difficult to verify whether the content has been sufficiently conveyed. In particular, rather than simply playing videos, it is necessary to dedicate time to explaining our company's grievance counseling channels and case handling standards.

3. 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.

4. 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.

The person in charge can compose educational materials by combining the materials below.

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 data	“ Summary of questions such as “Where does sexual harassment end?” and “Is anonymous reporting possible?”
List of training attendees	Keeped as proof of completion of training
Online Certificate	Stored as verification material for remote education completion

It is important to note that simply using the Ministry of Employment and Labor's standard materials as is may not be sufficient. In addition to the 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.

5. 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	Storage of attendee lists, training logs, training materials, photos, etc.
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 the appropriateness of educational institution contracts, certificates of completion, and educational 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.

6. We retain supporting documents after the training.

If you have conducted training, you must be able to prove its completion. 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
Education photos or access logs	Proof of conducting group training/video training
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.

Practical Checklist

item	check
We have finalized the schedule for this year's workplace sexual harassment prevention training.	□
The training targeted employers and all workers.	□
Standards were established for supplementary training for new hires, employees on leave, those returning from leave, and those who missed business trips or vacations.	□
The educational materials included laws regarding workplace sexual harassment.	□
It includes our company's procedures and standards for handling sexual harassment incidents.	□
It included grievance counseling and relief procedures for affected workers.	□
I informed the staff about the grievance counseling manager or reporting channels.	□
We did not stop at simply distributing materials but also verified whether the educational content was delivered.	□
We checked whether it was eligible for special provisions, such as having fewer than 10 people at all times.	□
The list of training participants, certificates of completion, training materials, and training logs were kept.	□
After the training, the managers were informed of the standards for preventing secondary damage and responding to reports.	□
Following sexual harassment prevention training, the process was connected to counseling, investigation, and psychological support.	□

parts that are often missed

first, There are cases where training is concluded simply by showing a video. While common videos are helpful for conveying laws and basic concepts, it is more likely to be recognized as proper training if additional explanations are provided regarding our company's processing procedures, action standards, and grievance counseling and relief procedures.

Second, There are cases where employers are excluded from the training. However, workplace sexual harassment prevention training is not something only employees must receive; employers must also participate.

Third, There are cases where special provisions regarding the posting and distribution of materials are applied to all workplaces. The method of posting and distributing materials may be utilized in certain situations, 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.

Fourth , There are cases where reporting and counseling procedures are not provided after the training. The purpose of sexual harassment prevention training is not merely to convey knowledge, but to ensure that victims know where to seek help in the event of an actual incident.

Fifth , There are instances where people are swayed by exaggerated claims from external vendors. The Ministry of Employment and Labor has previously advised caution against practices 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.

EAP Situations where it 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	EAP Directions for use
The victimized employee complained of anxiety, sleep problems, and difficulty going to work after reporting sexual harassment.	Individual psychological counseling, recovery support
There are concerns about internal team 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.

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?

Legally, this must be conducted at least once a year, and the Ministry of Employment and Labor's 2026 internal training materials provide an example of a one-hour session. In practice, it is recommended to conduct the session sufficiently by including the training objectives, explanations of relevant laws, internal company procedures, grievance counseling and relief procedures, and a Q&A session.

Q3. Will showing only materials from the Ministry of Employment and Labor be recognized as training?

Common videos and lecture materials may be used. However, the workplace's procedures for handling sexual harassment, standards for corrective measures, and grievance counseling and relief procedures for victimized employees must also be provided. Therefore, it is safer to conduct training by adding the company's internal procedures to the materials provided by the Ministry of Employment and Labor.

Q4. 10 For workplaces with fewer than 10 employees, is it permissible to just distribute the materials?

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.

Next step

If you want to go beyond simply completing legal sexual harassment prevention training and connect it to grievance counseling, victim protection, organizational culture improvement, and psychological support, review the training, counseling, and organizational support system tailored to your organization through a Nudge EAP implementation consultation.

👉 Go to Nudge EAP Implementation Consultation →

source

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.

Workplace Sexual Harassment Prevention Training