Free Download of Workplace Sexual Harassment Prevention Training PPT (For HR Managers)

Workplace sexual harassment prevention training is not a session that ends with merely explaining concepts and examples. Members must understand which words and actions can be problematic and know where within the company to seek counseling or report the incident when it actually occurs.

In particular, if only common training videos or external lecture materials are used, the company's reporting channels, incident handling procedures, standards for protecting affected workers, and grievance counselors may be omitted.

So that HR and training managers can modify and use it to suit the company's situation Workplace Sexual Harassment Prevention Training PPT We have prepared this. It is an editable document that allows you to organize relevant laws, key judgment criteria, case studies by situation, company processing procedures, and even post-training verification questions all at once.

The Act on Equal Employment Opportunities for Men and Women and Support for Work-Family Balance stipulates that employers must conduct workplace sexual harassment prevention training annually. The Enforcement Decree stipulates that prevention training must be conducted at least once a year and must include not only relevant laws and regulations but also the incident handling procedures and standards for measures at the workplace, as well as grievance counseling and relief procedures for victimized workers.

Free Download of Workplace Sexual Harassment Prevention Training PPT

In the attached file Workplace Sexual Harassment Prevention Training PPT (for HR Managers) Download it, modify the company name, contact person, and reporting channel, and then use it.

▶ [Download Workplace Sexual Harassment Prevention Training PPT]

Contents included in this material

Data organization	Content to check and modify
Educational Sign	Company Name, Training Date, Department in Charge
Educational purposes	The necessity of a safe working environment and preventive education
Relevant laws and regulations	Mandatory Sexual Harassment Prevention Training and Employer Measures
concept of sexual harassment	Basic Concepts and Judgment Factors of Workplace Sexual Harassment
applied area	Office, company dinner, business trip, messenger, online space, etc.
Cases by situation	Verbal, physical, and visual acts and conditional acts
Member behavior standards	Consent, refusal, and the response of those around
Administrator role	Report reception, confidentiality, prevention of secondary damage
Internal processing procedures	Counseling, reporting, investigation, protection, measures, prevention of recurrence
Grievance Counseling Guide	Person in charge, contact information, internal/external consultation channels
Victim protection	Information on Prevention of Disadvantageous Treatment and Counseling & Support
Verification problem	Checking understanding of training content
Finishing up the training	Re-guidance on Reporting and Consultation Channels and Inquiry Methods

This material is not intended to automatically determine whether specific behavior legally constitutes workplace sexual harassment. It is an editable PPT designed to provide common content necessary for training and to guide users through the company's actual handling procedures and grievance counseling channels.

Contents that must be included in the prevention education PPT

Workplace sexual harassment prevention training must include the following:

Legal training content	Content to include in the PPT
Laws and regulations regarding workplace sexual harassment	Prohibition of sexual harassment, preventive education, and employer's obligation to take measures
Workplace Incident Handling Procedures	Receiving consultations and reports, verifying facts, investigation, and follow-up actions
Workplace Action Standards	Protection of victims, measures against perpetrators, prevention of recurrence
Grievance counseling and relief procedures for affected workers	Internal personnel, reporting channels, and external assistance organizations
Other matters necessary for prevention	Organizational culture, manager roles, prevention of secondary damage

Explaining only common laws or precedents may omit the specific workplace's processing procedures and grievance counseling methods. Even when using external training institutions or online content, you must verify whether the company's processing procedures, action standards, and grievance counseling and relief procedures are included in the training materials.

Recommended PPT Configuration

order	Slide Topic	Main contents
1	cover	Training Name, Company Name, Training Date
2	Educational goals	Educational Objectives and Structure
3	What is workplace sexual harassment?	Basic Concepts and Scope of Application
4	Factors to check when making a judgment	Work-relatedness, nature of speech and conduct, and the other party's situation
5	space where it may occur	Workplace, company dinner, business trip, messenger, online meeting
6	Linguistic examples	Evaluations of appearance, sexual jokes, questions about private life
7	Physical and visual cases	Unnecessary contact, image/video transmission
8	Conditional and environmental examples	Demands conditional on personnel benefits, creation of an unpleasant environment
9	Preventive behavior of members	Respecting refusal, not standing by, documentation and counseling
10	Administrator response	No assumptions, confidentiality, connection to reporting channels
11	Company Processing Procedures	Consultation/Reporting, Investigation, Protective Measures, Result Notification
12	Protection of injured workers	Prevention of adverse treatment and secondary damage
13	Grievance counseling and reporting channels	Person in charge, phone, email, external consultation agency
14	Verification problem	Key Content Quiz or Checklist
15	finish	Company's preventive principles and inquiry methods

The number of cases and slides may be adjusted depending on the company's situation. However, the company's actual consultation and reporting procedures and contact information for the person in charge must be updated with the latest information.

How to use the Sexual Harassment Prevention Education PPT

1. Modify the company information first.

Enter the following information into the PPT cover and guide slides.

Company name and training date
Education Department
Workplace Sexual Harassment Prevention Guidelines
Grievance counseling officer
Email and contact information for filing the report
Whether anonymous reporting is possible
External Consultation and Reporting Channels
Internal Regulations Check Location

You must check to ensure that the training materials do not contain the contact information of the previous person in charge or unused email addresses.

2. Reflects the company's actual processing procedures.

Modify the following order to comply with company regulations.

Consultation or report submission
Check report details and protection request
Review emergency protective measures if necessary
Objective fact verification and investigation
Review of Protection for Affected Workers and Measures Against Perpetrators
Result notification and prevention of recurrence
Post-counseling and organizational recovery support

In training, guidance is not provided in a way that prejudges investigation results or requires proof from the complainant. It is also advisable to explain the distinct purposes of counseling, investigation, and psychological support.

3. Supplement with examples that may occur in the company.

We add examples that members may actually encounter, taking into account the industry and work environment.

Inappropriate speech and behavior at company dinners or workshops
Sexual expressions in internal messengers and group chat rooms
Repetitive questions related to appearance, dating, and marriage
Sexual harassment by customers or business partners
Situations that occur during business trips and fieldwork
A request made by a manager while mentioning performance reviews or job assignments
Inappropriate behavior occurring during online meetings and remote work

Cases are reconstructed so that specific events or members cannot be identified, and care is taken to avoid repeated exposure to provocative language.

4. Check understanding after the training.

Instead of ending immediately after showing the educational materials, you can use simple quizzes or verification questions.

For example, it is as follows.

Is the place where workplace sexual harassment can occur limited to the office?
Who is the company's sexual harassment grievance counselor?
What actions should a manager take when they become aware of a report?
Are the counseling and investigation procedures operated for the same purpose?
Who is responsible for ensuring that no adverse treatment occurs to the victimized worker?

For online education, it is recommended to operate the system in a way that allows you to check access records, progress rates, evaluation results, and completion status. It is difficult to verify whether the educational content was properly delivered simply by sending PPTs or links via email.

5. Organize training supporting documents.

After completing the training, keep the following materials together.

Annual education plan
List of trainees
The PPT actually used
Training Log
List of attendees or completers
Education photos or online access records
Comprehension evaluation results
Records of supplementary training for absentees and those who did not complete the course
External training institution contract and certificate of completion
Internal reporting and consultation procedures used during training

It is recommended to manage not only educational materials and attendance lists, but also records confirming that the educational content was actually delivered.

Target Audience and Operation Methods

Workplace sexual harassment prevention training must be conducted at least once a year for employers and employees. While laws do not separately stipulate the same minimum training hours for all workplaces, the training must be structured to ensure that relevant laws, the company's handling procedures, standards for measures, and grievance counseling and relief procedures are sufficiently conveyed.

Training can be conducted through employee training, morning assemblies, meetings, group training, or online training using the internet.

However, simply distributing or posting educational materials, or relying solely on email or bulletin board announcements, may not be recognized as preventive education if it is difficult to verify whether the educational content has been delivered.

Workplaces employing fewer than 10 workers on a regular basis, or workplaces where both the employer and the workers are of the same gender, may provide education by posting or distributing educational materials or promotional items. Whether a workplace qualifies for this special provision must be verified based on the number of employees and the composition of the workplace.

Items frequently missed by training managers

Target for verification	Items to check by the person in charge
Business owner/representative	Whether or not they were excluded from the training
Mid-term hires	Joined after annual training, checking to see if anything was omitted
employees on leave of absence or returning to work	Timing of training and whether supplementary training is necessary after returning to work
Contract workers and part-time workers	Using only the list of regular employees to check if anything was omitted
Absentees from business trips and vacations	Whether separate supplementary training was conducted
manager	Whether you understood the standards for filing reports and preventing secondary damage
Online education participants	Whether connection, progress rate, evaluation, and completion status are verified
Reporting Channel	Is the person in charge and contact information up to date?
Educational materials	Whether the company's processing and relief procedures are included
Supporting documents	Whether the PPT, roster, log, and supplementary training records were kept

Precautions when using PPT

Common educational materials are not used as is without modification.
We do not determine whether something constitutes workplace sexual harassment based on just one or two cases.
It does not portray only a specific gender as victims or perpetrators.
We do not use actual events or cases where members can be estimated.
Education does not inform reporters that the burden of proof for the damage lies with the complainant.
Update the contact information for the internal reporting and consultation manager to the latest information.
Distinguishes the purposes of counseling, investigation, and EAP psychological support.
Completion is not considered finished merely by sending educational materials.
After the training, we verify the attendees, those who completed the course, and those eligible for supplementary training.
Matters requiring specific legal or labor judgments may require expert review.

Re-download Workplace Sexual Harassment Prevention Training PPT

It consists of relevant laws, judgment criteria, case studies by situation, internal processing procedures, grievance counseling channels, and post-training verification questions. Editable PPT for HR Managers no see.

▶ [Download Workplace Sexual Harassment Prevention Training PPT]

The related article is content on the same topic where you can check the target audience, essential content, online operation standards, and practical checklist before and after training in order.

Frequently Asked Questions

Q1. How many hours of workplace sexual harassment prevention training are required?

While the law mandates that preventive education be conducted at least once a year, it does not separately specify a minimum training time that applies universally to all workplaces. The training time must be structured to adequately convey relevant laws, the company's processing procedures, action standards, and grievance counseling and relief procedures.

Q2. Is it okay to use only the Ministry of Employment and Labor materials or the common PPT?

While common training materials may be used, you must add the company's actual incident handling procedures, action standards, grievance counselors, and relief procedures. Even when using external outsourced training, you must verify that the company's internal procedures are included.

Q3. Can sending the PPT via email be considered as having conducted the training?

In typical workplaces, if the training is limited to sending PPTs via email or posting announcements on a bulletin board, making it difficult to verify whether the content was properly conveyed, it may not be recognized as preventive training. You must manage records confirming the training implementation method and completion status.

Q4. What should I do if I receive reports or inquiries after the training?

If a request for counseling is received during or after training, do not review the details in a public setting; instead, refer the matter to the designated grievance counselor or reporting channel. It is recommended to separate the purpose and record-keeping of report reception, investigation, and psychological support for victims.

Q5. Can sexual harassment prevention training be outsourced to an external organization?

You may utilize external organizations or online platforms. However, you must provide necessary information in advance to ensure that the training content includes the company's incident handling procedures and response standards, as well as grievance counseling and relief procedures for affected employees, and verify completion and supporting documents after the training.

Inquiry regarding the operation of sexual harassment prevention training

If you are managing participants, preparing training materials, distributing online training, and issuing certificates of completion for workplace sexual harassment prevention training, try using Nudge EAP's mandatory legal training operation service.

You can manage everything from training distribution and checking employee enrollment to managing non-completioners and organizing supporting documents within a single administrator environment. If you require an operational method tailored to your company's training schedule and workforce, you can find it on the page below.

▶ Inquiry regarding the operation of sexual harassment prevention training

Source and Information

This content and the attached PPT were prepared for the purpose of providing general information and conducting in-house preventive training. They are not intended to determine whether specific acts constitute workplace sexual harassment or to establish legal liability, and review by relevant experts may be required for specific cases and legal or labor assessments.

Workplace Sexual Harassment Prevention Training