Where Illinois Employers Fail in 2024–25 Harassment Training

 Posted on December 15, 2025 in Sexual Harassment

Although most Illinois employers take sexual harassment training seriously, some may approach mandatory annual sexual harassment training as something to get through as quickly as possible. The Illinois Human Rights Act (775 ILCS 5/) and the IDHR model training have very specific training requirements. Whether a business is small, large, remote, hybrid, or multi-location, it is all too easy to fall out of compliance.

Even well-intentioned employers may be relying on outdated modules, skipping key content, or failing to properly document completion. These mistakes can lead to legal exposure, reputational harm, and an increase in workplace complaints. Employees may end up feeling as though their workplace does not take the issue seriously when there is not full compliance with training requirements.

If you are an employee who feels as though your company is not complying with Illinois-mandated sexual harassment training, or you have experienced sexual harassment in the workplace, an experienced DuPage County, IL, sexual harassment lawyer can help.  

What Are the Most Common "Fails" in Workplace Sexual Harassment Training?

Each company will approach sexual harassment training a bit differently, but there are certain requirements that must be met. Despite this, many companies are not meeting all of the requirements. The most common "fails" in workplace sexual harassment training include:

Assuming a Generic HR Module Will Satisfy the State Training Requirements

Illinois requires that every single employer use every component included in the IDHR’s model training or a "compliant equivalent." Unfortunately, many off-the-shelf modules lack Illinois-specific definitions, such as missing explanations of "unlawful harassment under the IHRA." There may be no examples specifically tailored to Illinois workplaces, or the retaliation provisions could be missing. Employers should know that if the training does not explicitly cover IHRA-required material, it does not count.

Failing to Train All Employees, Including Part-time, Remote, and Temporary Staff

IHRA requires training for full-time employees, part-time employees, seasonal and temporary employees, employees working through staffing agencies, and remote workers – even if located outside the state. The most overlooked groups are remote workers and hybrid workers.

Failing to Provide Separate (Additional) Training for Supervisors

While the IHRA does not mandate a separate two-hour training module for supervisors as Chicago does, supervisors still require expanded content. Supervisors have reporting obligations, are charged with recognizing early warning signs of sexual harassment and are responsible for properly escalating sexual harassment claims. This requires additional training beyond what the staff receive.

Failing to Train Annually and Fully Document Completion

Under IHRA, sexual harassment training must occur every calendar year, and proof of this training must be maintained. Documentation failures can include a lack of certificates, no sign-in sheets for in-person training, and no record of completion for remote workers. If IDHR audits or an employee files a complaint, a lack of documentation counts as non-compliance, even if the training took place.   

The Training Has Not Been Updated to Address Digital and Remote Sexual Harassment

Training that focuses only on in-person misconduct is outdated. Illinois workplaces must include examples that involve Zoom or Teams inappropriate comments or backgrounds, emails, texts, messaging apps, social media harassment that comes into the workplace, or any type of indirect or anonymous sexual harassment through digital platforms.

Misunderstanding What Counts as "Sexual Harassment" Under the IHRA

Illinois has a broader definition of sexual harassment than federal law does. Common omissions when training for workplace sexual harassment include gender identity and sexual orientation, environmental or non-physical harassment, harassment by non-employees (customers, vendors, patients, clients), and conduct outside the workplace in a work-related situation.

Contact a Wheaton, IL Sexual Harassment Lawyer

If you believe your workplace is not properly following Illinois law regarding sexual harassment training, you could benefit from speaking to a DuPage County, IL workplace harassment attorney from Mirabella, Kincaid, Frederick & Mirabella, LLC. Our experienced attorneys believe every worker is entitled to a safe workplace, and if you feel yours is not, we are ready to help you get the justice you deserve. MKFM Law will make every effort to ensure you are fully informed about your options before and during legal proceedings. Call 630-665-7300 to schedule your initial attorney meeting.