Mass. bill would require annual sexual‑harassment training, set employer standards

Representative Christopher J. Worrell filed House Bill No. 2190 on Jan. 13, 2025, proposing changes to Chapter 151B to require employers, employment agencies and labor organizations to adopt written policies and provide annual sexual‑harassment prevention training to employees.

The bill directs the Massachusetts Commission Against Discrimination to prepare a model policy and poster and sets minimum training standards, including at least one hour of annual training beginning Jan. 1, 2027; an interactive component that permits participants to ask questions and receive answers in a timely fashion; and, for online trainings, an anonymous question function with trainer responses within two business days.

Under the proposed law, every employer must (1) adopt a policy that states unlawful harassment will not be tolerated and explains protected characteristics under section 4 of Chapter 151B; (2) describe examples of unlawful harassment and retaliation; (3) state possible disciplinary consequences; (4) identify internal complaint procedures and contact information; and (5) list appropriate state and federal enforcement agencies and how to contact them. Employers must provide each employee a written copy of the policy by Jan. 1, 2027, provide a copy to new hires at the time of hire, and give a copy to employees who change positions at the time of the change.

The bill sets further training requirements: trainings must focus on compliance with employment nondiscrimination law and preventing unlawful harassment; include bystander intervention material; explain supervisors’ responsibilities; and, for employers with 100 or more employees, tailor examples and scenarios to the workplace or industry. Online trainings must demonstrate active employee participation (for example, confirming time spent viewing content or answering questions). Employers must keep records of employees’ completion of required trainings and of employee questions and trainer responses for at least five years while preserving employee anonymity.

The draft statute states that an employer’s failure to provide the required information “shall not, in and of itself, result in the liability” of the employer in any unlawful‑harassment action, and that compliance with the notice and training requirements likewise will not, by itself, shield an employer from liability for unlawful harassment. The bill also authorizes the Attorney General to promulgate rules, regulations, or guidelines to effectuate the section.

House Bill No. 2190 was presented by Representative Christopher J. Worrell and lists additional petitioners including Jason M. Lewis (Fifth Middlesex), Kathleen R. LaNatra (12th Plymouth), Sean Reid (11th Essex), James Arciero (2nd Middlesex), Natalie M. Higgins (4th Worcester), Kevin G. Honan (17th Suffolk), Sean Garballey (23rd Middlesex), and Samantha Montaño (15th Suffolk). The bill file identifies the committee reference as Labor and Workforce Development.

Because the text is a proposed amendment to state statute, it would take effect only if enacted by the Legislature and signed into law. The bill sets statutory standards and deadlines for employer policies, training content and recordkeeping but does not create an enforcement penalty in the text beyond existing enforcement channels; the Attorney General is authorized to adopt implementing regulations.

The bill’s provisions aim to standardize employer notice and training practices across Massachusetts, require documented interactive training and question‑and‑answer access for employees, and centralize model materials with the Massachusetts Commission Against Discrimination.