[Sexual Harassment Prevention Training] HR Operations Checklist

Sexual harassment prevention training must be checked not only for whether it is conducted once a year, but also for the target audience, training content, completion records, and support system following a report.

 

Sexual harassment prevention training does not end with managing completion records. HR managers should not view training merely as a mandatory requirement, but must also design guidance, reporting, and counseling systems to ensure employees can work in a safe environment.

The Equal Employment Opportunity Act stipulates that employers must conduct workplace sexual harassment prevention training annually. According to guidelines from the Ministry of Employment and Labor, workplaces with one or more regular employees must conduct prevention training for all employees at least once a year. Since specific implementation methods may vary depending on the size and composition of the workplace, it is necessary to verify internal standards.

After the training, you must ensure that the organization is prepared with reporting channels, victim protection, prevention of secondary harm, manager response phrases, and connections to external counseling.

 

📊 Sexual Harassment Prevention Training Operation Standards Table

 

Confirmation items	HR Operating standards	caution
Target audience	Whether it applies to all workers	Confirmation of inclusion of new hires
Training cycle	Operated at least once a year	Reflecting the internal training calendar
Educational content	Concept of sexual harassment, prevention, and reporting procedures	Avoidance of formal education
Record management	Training date, participants, data storage	Need to prepare for inspection
Post-support	Reporting Channels, Consultation Channels, and Administrator Guide	EAP Connection review possible

 

✅ Practical Preparation Checklist

By checking the items below, you can go beyond managing training completion and establish an organizational protection system.

•      I checked the full list of subjects.

•      The training schedule was reflected in the annual plan.

•      We informed the members of the reporting channels and processing procedures.

•      I prepared the administrator response text in advance.

•      Principles for preventing secondary damage were included in the training content.

•      We reviewed whether to provide guidance on EAP counseling channels.

 

Sexual harassment prevention training does not end with managing completion records. Standards must be prepared for victim protection, manager response, and connecting to counseling after a report is filed. Check the inquiry board for practical response directions.

 

Recommended reading

•      [ [Workplace Harassment] HR Response Standards for 72 Hours After Report Filing

You can check the HR response flow after the report is received.

•      [ [Confidentiality] Are EAP counseling details shared with the company?

You can check the confidentiality guidelines for consultations on sensitive issues.

•      [ [Worker Support Program] Operational Standards to Increase Utilization Rates

After the training, you can see how to establish a counseling channel within the organization.

 

Written by: Nudge EAP Content Team  |  Review Recommended: Labor & EAP Expert  |  This content is for general informational purposes only, and consultation with a relevant expert is recommended for specific matters.

# Sexual harassment prevention education  #MandatoryLegalEducation  #HR Practice  #WorkplaceSexualHarassment  #EAP  #ReportResponse  #Administrator Training