Unknown User1
Year-End Checklist for Workplace Sexual Harassment Prevention Training | Management of Missed Participants, Supplementary Training, and Evidence (Excel)
2026.11.03 17:52
Sexual Harassment Prevention Education · Year-End Inspection
Workplace Sexual Harassment Prevention Training Year-End Checklist
Management of Omissions, Supplementary Training, and Proofs (Excel)
In November, training managers are flooded with similar questions: “We conducted training in the first half of the year, but what about those who joined later?”, “Do employees on leave need to take the training separately now?”, “Is sending just the videos considered as training?”
This article is about this year's sexual harassment prevention training Verification of omitted individuals → Supplementary training → Preservation of evidence → Posting of training content and reporting channels I have organized the schedule to be reviewed before December. I have separated the obligations stipulated by law from the operational standards to be established by the company, and you can immediately compare the status by employee using the attached Excel file.
The core of this article
- What is prescribed by law: Both employers and employees receive training every year, post the training content for regular viewing, and preserve proof of training for three years.
- What the company will decide: Since there are no specific laws regarding when and how to handle employees on leave, mid-term hires, or resignations, internal standards are established in writing.
- Things to do before December: It compares the list of current employees with completion records to identify missing individuals, and updates supplementary session schedules, postings, and reporting channel information to the latest status.
📌 What needs to be finished before December 31st?
The law stipulates that sexual harassment prevention training must be conducted “every year,” “at least once a year.” The Ministry of Employment and Labor’s manual [regarding] this At least once for all employees between January 1 and December 31 of each year We would like to inform you that this will be conducted. The year-end inspection is based on whether all training for the year has been completed without omission within this year.
| Inspection items | Laws and Official Information | Things to check before December |
|---|---|---|
| Conducting training | Implemented annually, at least once a year (Article 13(1) of the Act, Article 3(1) of the Enforcement Decree) | Whether this year's regular session actually took place |
| Target audience | Both employers and employees must receive training (Article 13, Paragraph 2 of the Act) | Whether the representative's completion records also remained along with the employee records |
| Essential content | Laws and regulations, our company's processing procedures and standards for measures, our company's grievance counseling and relief procedures, etc. (Article 3, Paragraph 2 of the Enforcement Decree) | Check if our company's procedures were omitted from external video or outsourced training |
| Training time | There are no statutory regulations regarding a common minimum time. The Ministry of Employment and Labor manual recommends conducting it for at least one hour. | Whether essential content was delivered and completion records remained along with the time |
| Posting/Display | Training materials must always be posted or kept available in a place where workers can freely view them (Article 13, Paragraph 3 of the Act) | Whether this year's content is posted on the company bulletin board or intranet |
| Document preservation | Retention of documents confirming that education has been provided for 3 years (Article 33 of the Act, Article 19 of the Enforcement Decree) | Whether the list, completion history, and educational materials are gathered in one place |
When deciding what to address first, the standards for administrative fines are also a useful reference. Based on the attached table of the Enforcement Decree. Failure to conduct training and failure to post or display training content are each 5 million won. If educational documents are not preserved for 3 years, the fine is 2 million won, and it may be reduced or increased by up to half depending on the severity of the violation.
👥 Establishing Standards for Supplementary Training for Employees on Leave and Mid-Year Hires
The statutes merely stipulate that employers and employees must receive training, but they do not separately specify when or how to replace employees on leave or those hired mid-year. This part Whether the company set standards and applied them to all employees in the same way This is important. The table below is an operational example to refer to when establishing internal standards.
| Employee status | Internal Operation Example | Records to keep |
|---|---|---|
| Employment, Incomplete | We will hold the December supplementary sessions (including online) and provide further notice. | Notice Date, Make-up Course Date |
| Joining the company after regular training | Included in onboarding or in the year-end make-up session | Date of hiring, date of completion |
| Returning to work after leave of absence this year | Included in the nearest make-up session after returning to work | Reinstatement date, completion date |
| On leave until the end of the year | Establish processing principles to ensure completion upon reinstatement and record | Leave of absence period, processing principles |
| Resignation throughout the year | Verify the sessions that could have been attended and completion status prior to resignation, and record the company's processing principles. | Resignation date, completion status, processing principles |
There are no legal provisions regarding whether it is permissible to collectively exclude former employees from training. Since the judgment may vary depending on the timing of resignation and the training schedule, please check with the Employment Equality Counseling Support Officer at the Ministry of Employment and Labor (☎1551-9811) or a labor expert if the criteria are ambiguous.
Omissions are usually List 기준일 ( 기준 date) This occurs when [this] is missing. If you only look at the list from the time of training, subsequent hires and those returning to work are excluded. If you generate a new list of current employees at the end of November and compare it with the completion records, the missing individuals are immediately visible. The method for managing by status is... Management Methods for Supplementary Training for Employees Who Have Not Completed Sexual Harassment Prevention Training and Mid-Year Hires It is organized in more detail in.
🎬 How supplementary education via video is recognized
Online training is also available. The enforcement decree, along with employee training, briefings, and meetings Cyber education using information and communication networks such as the Internet ...is recognized as an educational method. However, limited to distributing or posting educational materials, sending emails, or making announcements on bulletin boards If it is difficult to verify whether the educational content was delivered, it is not considered education.
- Course Enrollment Confirmation: Check if a record of course completion by employee remains, rather than a record of sending links.
- Our company procedure: The Ministry of Employment and Labor advises that in addition to the common video, training on the relevant workplace's processing procedures, action standards, and grievance counseling and relief procedures must be provided to be recognized as proper implementation. Please provide internal procedure materials along with the video.
- Commissioned Training: When entrusting the training to a designated educational institution, you must notify the institution of the essential content in advance so that it is included in the training (Article 13-2, Paragraph 2 of the Act). Please also obtain the certificate of completion and the list of trainees issued by the educational institution.
Online operation standards are Criteria HR Must Verify When Conducting Sexual Harassment Prevention Training Online You can continue reading at.
🏢 A record that must be kept even if only a few people are added
Even if the number of supplementary personnel is 3 to 4, proof of education is required in the same way. Article 33 of the Act and Article 19 of the Enforcement Decree Retain documents confirming that sexual harassment prevention training was conducted for 3 years. It is decided to do so. Since supplementary sessions are also records of training, please keep them according to the same standards as regular sessions.
Records to be left in the supplementary session
Training date, method, instructor or content name, list of participants and completion results, training materials used, and completion records by employee if online
If you gather them in a folder for the same year as the regular issue, you can check them all at once later.
Workplaces with fewer than 10 regular employees Ina A workplace where both the employer and the workers are of the same gender Education may be provided by posting or distributing educational materials or promotional items containing essential information (Article 3, Paragraph 4 of the Enforcement Decree). Even in this case, ensure that our company's processing procedures and grievance counseling and relief procedures are not omitted, and keep a record of when and what was posted or distributed.
🪧 Checking the posting of training content and guidance on reporting channels
Even if the training is completed, failure to post or keep the training materials on hand constitutes a separate violation. The year-end inspection is Whether the employee can look it up now Please use this as a reference. It is common for last year's data to remain posted as is, or for the contact information to remain the same even if the person in charge has changed.
- Post location: Whether this year's training content is available in places employees can freely view, such as internal bulletin boards, the intranet, and break areas
- Reporting and Consultation Desk: Anyone may report to the employer (Article 14, Paragraph 1 of the Act), and grievances may be received verbally, in writing, by telephone, or via the internet (Article 18, Paragraph 1 of the Enforcement Decree). Check if the name of the person in charge, contact information, and the method of receipt are up to date.
- Processing criteria: Whether the notice includes an investigation without delay after reporting, protection of affected workers, etc. during the investigation, prohibition of adverse treatment, and confidentiality (Article 14 of the Act).
- colon: Whether a grievance reception and processing register is prepared and maintained, and related documents are preserved for 3 years (Article 18, Paragraph 3 of the Enforcement Decree)
The wording of the notice is Guidelines for Writing Notices for Sexual Harassment Prevention Education Reporting and Counseling Centers You can see examples at.
💬 Connect to consultation after a report is received
When a report is filed, both the employee alleging harm and the officer in charge of the investigation spend their time in great tension. The law protects the victimized workers, etc., during the investigation period, but Measures must not be taken against the person's will. It is fixed (Article 14, Paragraph 3 of the Act).
EAP counseling is Psychological support separated from reporting and investigation procedures If you guide the employee who reported the harm to support services available whenever they wish, it creates a space for them to sort out their emotions independently of the investigation. Please also keep this channel open to the investigator and their colleagues. By informing them that the use of counseling and the content will not be used as investigation data, the employee can choose to seek help without feeling burdened.
📁 Attached Excel: Instantly compare completion status by employee
Excel Writing Guide · Participants_Completion Status · Supplementary Education_Plan · Evidence/Posting_Check · Basis It consists of 5 sheets. If you enter data only in the yellow cells, the status display and aggregation will be filled in with formulas.
| sheet | Input | Things that are automatically visible |
|---|---|---|
| Writing Guide | doesn't exist | Order of writing, how to select employee status, distinguishing between laws and internal standards |
| Participants_Completion_Status | List reference date, Employee ID/Name, Employee Status (Currently Employed, On Leave, Returned, Hired Mid-term, Resigned), Hire Date, Status Change Date, Completion Date, Training Method, Retention of Proof | Markings for completion, supplementary work needed, documentation required, and completion after return to work by employee, target personnel and completion rate |
| Supplementary Education Plan | Session, scheduled date, training method, person in charge, target audience/number of trainees, implementation date, inclusion of mandatory content/retention of supporting documents | Current number of personnel required for supplementary hiring, number of uncompleted personnel per session, status (scheduled, completed, verification needed, not scheduled for this year) |
| Verification and Posting Inspection | Verification results for each of the 16 items (Completed/Incomplete/Not Applicable), Verification date, Person in charge | Status by item, number of completed, incomplete, and unentered items |
| reason | doesn't exist | Summary by Article and Link to Original Text on the National Law Information Center |
In the Target Personnel sheet, mark resigning employees separately as 'Exclude (Record Resignation Date)' and subtract them from the target personnel count. Since this is a distinction made for the purpose of aggregation, please record the principles for handling resigning employees in the remarks column in accordance with the internal standards established above. In the Proof/Posting Checklist sheet, legal provisions and 'Internal Standards (Recommended)' are displayed separately for each item. The '(Example)' row is for verification purposes, so please delete it before use.
📥 Download Sexual Harassment Prevention Training Year-End Checklist Excel
Recommended Posts
Source and Verification Criteria
Article 13 of the Equal Employment Opportunity Act: Sexual harassment prevention education, etc.
Article 14 of the Equal Employment Opportunity Act: Measures in Case of Workplace Sexual Harassment
Article 33 of the Equal Employment Opportunity Act: Preservation of related documents
Article 39 of the Equal Employment Opportunity Act: Administrative fine
Ministry of Employment and Labor: Workplace Sexual Harassment Prevention and Response Manual
Date of verification of laws: 2026.11.03 (Original text from the National Law Information Center). The handling methods for employees on leave, mid-term hires, and resignees are examples of internal operations, not legal standards.
👉 Year-end supplementary training: From list uploading to verification all at once
Nudge EAP provides four types of mandatory statutory training, including sexual harassment prevention training, free of charge with no limit on the number of participants. You can check the course enrollment status and those who have not completed the training on the administrator screen, and download certificates of completion and training confirmation forms.
Learn about Nudge EAP Mandatory Legal Training넛지EAP(관리자)
Dain Co., Ltd.
Health Management | psychological counseling | Safety Management | Organizational culture | greeting
넛지EAP(관리자)'s Expert Column
How was this expert column?
Comments1
Most Engaging Posts in the Community
- 0110026.11.04
- 06
- 07
- 08
