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Harassment Training Quiz Generator: Sexual Harassment Training Quiz Questions and Anti Harassment Tests From Your Own Policy

Upload your anti harassment policy, handbook section, complaint procedure, or training deck and get a scored quiz with a matching answer key. The questions come from your document, so the record shows employees understood the reporting path they actually have.

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The short answer

No state harassment training law requires a quiz, and no quiz satisfies one. California, New York, Illinois, Connecticut, Delaware, and Maine all put the mandate on interactive training of a stated length or frequency, not on a test at the end. What a quiz does is fill the gap those laws leave open: they prove the session happened, and nothing in them proves the employee understood it. Since California's own record rule at 2 CCR 11024 asks for the trainee name, date, type, and provider but says nothing about comprehension, a scored quiz built from your policy is the cheapest way to add the one piece an investigator asks about. Upload the policy here and the questions come from your reporting procedure rather than a generic course.

Last updated July 2026. Statutory text cited from California Government Code 12950.1, New York Labor Law 201-g, and 775 ILCS 5/2-109. This page is general information, not legal advice.

Which states actually require harassment training, and how often

Vendor pages tend to say "annual harassment training" as if that were one national rule. It is not. Six states impose real obligations and four different clocks. Here is what each one requires, and what it leaves to you.

Jurisdiction	Who is covered	What is required	What it does not say
Federal Title VII, EEOC	All covered employers	No training mandate at all. The EEOC's April 29 2024 harassment guidance treats an effective, widely disseminated, understandable policy and complaint process as part of reasonable care.	No hours, no interval, no format. The exposure is a liability defense, not a citation.
California Gov. Code 12950.1	Employers with 5 or more employees	Two hours of classroom or other effective interactive training for supervisory employees, one hour for nonsupervisory, once every two years. New hires within six months; seasonal or temporary staff hired for under six months within 30 calendar days or 100 hours worked, whichever is first.	Nothing about testing or a passing score. 2 CCR 11024 asks only for name, date, type of training, and provider, retained two years.
New York Labor Law 201-g	Every employer, no size floor	Annual interactive training that meets or exceeds the state model, covering prohibited conduct with examples, the statutory provisions and remedies, employee rights of redress and available forums, and supervisor specific responsibilities.	No minimum number of minutes, and no test. Interactive is the operative word, and the state reads it as employee participation.
Illinois 775 ILCS 5/2-109	Every employer, including one employee shops	Sexual harassment prevention training for all employees at least once every calendar year. An employer program is allowed if it equals or exceeds the IDHR model. Restaurants and bars get a supplemental program under 5/2-110.	No duration. The calendar year framing means a December hire and a January hire have very different real deadlines.
Connecticut CHRO	Employers with 3 or more employees	Two hours of training for all employees, and for supervisors regardless of employer size. New hires within six months of hire, with periodic supplemental material after that.	No hard retraining interval on the face of the rule, which is why Connecticut employers most often lose track of who is current.
Delaware	Employers with 50 or more employees	Interactive training for employees within one year of hire and for supervisors within one year of becoming a supervisor, repeated every two years.	No stated hours. The 50 employee floor is counted differently from California's five, so multi state employers cannot use one roster rule.
Maine	Employers with 15 or more employees	Training within one year of hire covering the definition and illegality of sexual harassment, examples, the employer's complaint process, legal recourse, and protection against retaliation.	No minimum duration and no recurring interval. Content is prescribed, time is not.
Washington	Isolated workers in hotel, motel, retail, security, and property services, plus their managers	Sector specific prevention training, with obligations expanded effective January 1 2026.	Not a general workforce mandate. Employers outside those sectors are not covered by it.

Cities add their own layers, and this table covers state level rules only. Confirm your current obligation with counsel before you set a training calendar.

The gap every one of those rules leaves open

Read the seven rules above together and a pattern shows up. Every one of them regulates the delivery of training. Not one of them regulates whether anything landed. California counts hours. New York counts years and demands interactivity. Illinois counts calendar years. The records California asks you to keep are attendance records with a provider name on them.

That is fine as regulation and thin as evidence. If a complaint turns into litigation, the question is rarely whether a session happened. It is whether the employee knew there was a second way to report when their own manager was the problem, and whether the supervisor who heard the first informal comment knew they had to escalate it. An attendance sheet cannot answer either question. A scored quiz can.

The EEOC's 2024 guidance points the same direction from the liability side. It says an effective policy has to be widely disseminated and understandable to employees, including those facing language or literacy barriers. Dissemination is easy to prove with an email log. Understandable is not something an email log speaks to at all.

So treat the quiz as the layer on top: the state rule buys you the session, and the quiz buys you the evidence that the session worked. Build it from your own policy, run it right after the training while the material is fresh, and keep the scored result with the same retention as the attendance record.

What is worth testing, and what to leave out

Generated drafts over sample definitions, because definitions are the easiest thing to turn into a question. Weight your quiz by consequence instead. This is the split that works for a 15 item quiz on a typical policy.

Policy section	Test it?	Question type that works	Why
Reporting channels, including the alternative route	Always, 2 to 3 items	Scenario: the person you would normally report to is the subject of the complaint	This is the single failure that converts an incident into an employer liability problem. If nobody knows the second route, the policy has one route.
Supervisor duty to escalate	Always, on the supervisor version	Scenario: an employee mentions something in passing and asks you not to do anything	Supervisor knowledge is usually imputed to the employer. The "do not tell anyone" request is the exact moment supervisors get it wrong.
Retaliation protection	Always, 2 items	Scenario plus one true or false on who is protected	Retaliation claims outlive the underlying claim. Include witnesses and people who participate in an investigation, not just complainants.
What happens after a report	Yes, 1 to 2 items	Ordering or short answer on the investigation steps your policy promises	Under reporting is usually driven by not knowing what a report sets off. Testing it doubles as communication.
Conduct examples, including conduct off site and online	Yes, 3 to 4 items	Applied multiple choice on borderline scenarios	The edge cases are where people disagree: a work group chat, a client dinner, a remote team call. Test those, not the obvious ones.
Statutory definitions and case history	Cap at 1 item	One recognition item at most	Nobody acts differently because they can recite a statute number. This is the section drafts always over sample.
Agency filing deadlines and external forums	Optional	One item if your state requires the content, as New York and Maine do	Required content in some states, so include it there. Elsewhere it eats space you need for scenarios.
Company history and mission language	Skip entirely	None	Zero evidentiary value and it makes the quiz feel like a formality, which is how it starts getting clicked through.

How to build the quiz from your policy

Upload the policy your employees are bound by

The anti harassment policy, the handbook section that names the reporting channels, the complaint procedure, or the deck your trainer used. Whatever the employee signed for is the right source.

Generate the draft and read it once

You get questions with a matching answer key. Expect the draft to cluster on the definitions near the front of the document. That is the predictable defect, and it takes five minutes to rebalance.

Split supervisor and employee versions

Keep the shared core and add the escalation scenarios to the supervisor set. California already distinguishes the two audiences by hours, so distinguish them by content too.

Score it and file it with the attendance record

Attach the score to the named employee and the same date as the session. Where a state sets a retention period, as California does at two years, keep the quiz for at least as long.

What to put on the training record

California's 2 CCR 11024 names four fields. The other three are what turns an attendance record into evidence of comprehension. Capture all seven and the record answers the questions people actually ask about it later.

Employee name

Named individual, not a headcount. Required by the California rule.

Date of the training

This is what your next due date is measured from, and the intervals differ by state.

Type of training

In person, live webinar, or interactive online, plus supervisory or nonsupervisory.

Name of the provider

The trainer or vendor. Required by the California rule alongside the three fields above.

Policy version the quiz was built from

Trained on the 2024 policy while the 2026 revision is in force is a recurring, avoidable finding.

Score and the threshold you set

A raw score means nothing without the bar. Decide the bar before you run the quiz, not after.

Retake, if there was one

A failed quiz with no documented follow up is worse than no quiz. It records a gap you knew about.

Questions people ask about harassment training quizzes

Does a quiz satisfy the sexual harassment training requirement?

No. In every state that mandates harassment training, the mandate is on the training itself, not on a test. California Government Code 12950.1 requires two hours of classroom or other effective interactive training for supervisors and one hour for everyone else. New York Labor Law 201-g requires annual interactive training. A quiz sits on top of that as the comprehension check and the record. It does not replace the hour.

How often is anti harassment training required?

It depends entirely on the state, and the intervals genuinely differ. New York and Illinois require it every year. California requires it once every two years, with new hires trained within six months of hire. Delaware requires it every two years for employers with 50 or more employees. Connecticut requires a single two hour session with periodic supplemental material after it. There is no federal interval at all.

What should a harassment training quiz cover?

Cover the parts of the policy an employee has to act on: what conduct is prohibited, who they can report to including the alternative route when their own manager is the problem, what happens after a report, the anti retaliation protection, and a supervisor's duty to escalate a complaint they receive informally. Procedure matters more than definitions. Cap the statutory history at one item.

Does California require employers to keep harassment training records?

Yes. California's FEHA regulations at 2 CCR 11024 require training records to be retained for at least two years, and they must include the name of the trained employee, the date of the training, the type of training, and the name of the training provider. Webinar delivery carries extra obligations, including keeping a copy of the webinar and the written questions and responses for two years.

Do supervisors need different harassment training than employees?

Yes, and California makes it explicit with two hours for supervisory employees against one for everyone else. The substantive difference is duty. A supervisor who hears about conduct informally usually puts the employer on notice, so supervisor items should be scenarios about what to do next rather than definitions to recognize.

Does federal law require sexual harassment training?

No federal statute requires it. The pressure is a liability one instead. The EEOC's Enforcement Guidance on Harassment in the Workplace, issued April 29 2024, treats an effective and widely disseminated policy and complaint process as part of reasonable care, and says the policy must be understandable to employees, including those with language or literacy barriers.

What documents should I upload to build a harassment training quiz?

Upload the document your employees are actually bound by: the anti harassment and anti retaliation policy, the handbook section naming the reporting channels, the complaint procedure, or the slide deck your trainer used. A quiz written from your own policy tests the reporting path your employees have. A generic quiz tests a policy nobody at your company has read.

Turn your harassment policy into a scored quiz

Upload the policy, get questions with an answer key, and file the score alongside the attendance record. It takes about a minute.

Upload your policy

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