Sexual Harassment Prevention Training Template and Checklist
A ready-to-run prevention program and the rollout checklist to go with it. Train every team, then see who is actually covered.
Reviewed by Abhijit Rao, AVP & Business Head, India
- A seven-module prevention program, with audience and coverage for each
- A rollout checklist mapped to your policy and local requirements
- A team coverage matrix that shows where training is thin
- An annual refresher and policy-acknowledgement cadence
What is inside
- A seven-module prevention program, with audience and required coverage for each session.
- A 10-point rollout checklist you can map to your policy and local requirements and mark off as you go.
- A team coverage matrix that scores each site and shows where training is thin.
- An annual refresher and policy-acknowledgement cadence so prevention stays current.
Who it is for
Anyone who has to plan what people learn, and answer for whether it landed.
- L&D and training teams
- People managers and team leads
- Heads of function and department
- HR business partners
- Compliance and risk teams
- Onboarding and enablement teams
- Operations and delivery leads
- COOs and HR directors
How to use this template in 4 steps
- Pick your format. Download the PDF to share, the Word file to edit, or the Excel file to work in live. All three are free.
- Make it yours. Adapt the sections, fields and wording to your team, roles and process so it fits how you actually work.
- Put it to work. Fill it in, circulate it to stakeholders for sign-off, or roll it out to your team.
- Track and improve. Review it on a set cadence and refine it as your goals, roles and priorities change.
What is inside
- A seven-module prevention program, with audience and required coverage for each session.
- A 10-point rollout checklist you can map to your policy and local requirements and mark off as you go.
- A team coverage matrix that scores each site and shows where training is thin.
- An annual refresher and policy-acknowledgement cadence so prevention stays current.
This is practitioner guidance, not legal advice. Adapt the modules and checklist to your own policy and the law that applies where your people work, and have your legal or employee-relations team confirm your obligations.
The training program template
Seven modules covering definitions, behaviour and the response system. Run the full set for new joiners, then use the refresher and the manager module through the year.
| Module | Audience | Duration | What it must cover |
|---|---|---|---|
| 1. What harassment is | All staff | 25 min | Clear definitions, quid pro quo and hostile-environment conduct, and that intent does not decide impact. |
| 2. Recognising the behaviours | All staff | 25 min | Realistic examples across in-person, remote and messaging, including subtle and repeated conduct. |
| 3. Bystander intervention | All staff | 20 min | Safe, practical ways to interrupt, support the person affected, and escalate. |
| 4. Reporting and your options | All staff | 20 min | Every reporting channel, what happens next, confidentiality, and the anti-retaliation commitment. |
| 5. Manager and supervisor duties | Managers | 40 min | The duty to act, how to receive a disclosure, what not to promise, and immediate escalation steps. |
| 6. Investigation and non-retaliation | HR and managers | 35 min | Fair process, confidentiality limits, protecting the reporter, and documenting decisions. |
| 7. Annual refresher | All staff | 20 min | Policy updates, a short scenario check, and a recorded re-acknowledgement for evidence. |
Delivering the refresher and acknowledgement through an LMS gives you dated completion per person and per location, the evidence an auditor, a works council or a tribunal asks for.
The rollout checklist
Ten steps to get prevention training live and keep it current. Tick items to track your own progress, it stays in this browser. The download has the same list with an owner column.
- Policy published and acknowledgement recordedPolicyOn change
- New joiners trained within their first weekOnboardingPer hire
- Reporting channels communicated, including an external routeReportingOngoing
- Managers given the supervisor-duty moduleManager dutyPer hire
- Bystander intervention covered for all staffBehaviourAnnual
- Investigation and non-retaliation process documentedResponseOn change
- Local legal requirements checked per jurisdictionComplianceAnnual
- Completion tracked by location, not just company-wideGovernanceOngoing
- Annual refresher and re-acknowledgement completedGovernanceAnnual
- Reports logged and reviewed for closure on timeGovernanceQuarterly
The most common gap is the last two. A company-wide 90 percent completion can still hide a whole site at zero, and that is exactly the site a complaint will come from.
Team coverage at a glance
The checklist tells you what is missing overall. This matrix tells you which sites are behind. Score each site on the five areas that carry the most risk. In Excel the coverage and gaps calculate as you type.
| Site | People | Policy known | Reporting | Bystander | Manager duty | Refresher | Ready |
|---|---|---|---|---|---|---|---|
| Head office | 220 | 2 | 2 | 2 | 2 | 2 | 100% |
| Regional sales | 130 | 2 | 1 | 1 | 2 | 1 | 70% |
| Warehouse | 90 | 1 | 1 | 0 | 1 | 1 | 40% |
| Retail stores | 160 | 1 | 2 | 1 | 0 | 1 | 50% |
| Field service | 110 | 2 | 1 | 1 | 1 | 2 | 70% |
| Coverage at required | 60% | 40% | 20% | 40% | 40% | 66% |
The warehouse is the exposure here: no bystander training and thin manager coverage, and those are the two things that stop conduct escalating on a shop floor.
The annual prevention calendar
| Timing | Action | Owner |
|---|---|---|
| On joining | Modules 1 to 4 and policy acknowledgement in the first week, recorded. | HR and L&D |
| On promotion to manager | Supervisor-duty and investigation modules before the role starts. | HR |
| Quarterly | Review completion by location and whether reports are closed on time. | HR and compliance |
| Annual, all staff | Refresher module and re-acknowledgement, tracked per site. | L&D |
| On policy change | Reissue the policy and record a fresh acknowledgement. | Legal and HR |
| After any complaint | Targeted refresher for the team involved, once the case allows. | HR |
How to run it
- Publish and acknowledge the policy first
Training without a signed policy behind it is hard to enforce. Get the acknowledgement recorded before the modules go out.
- Set the cadence, not just the launch
New joiners in week one, an annual refresher for all, and a manager-specific session on top.
- Train managers to a higher bar
Managers carry a duty to act on what they see or hear, so they need the reporting and investigation modules in depth.
- Track completion by location and team
Roll it up per site so an untrained location is visible before a complaint, not after.
- Make reporting channels obvious
People will not use a channel they cannot find. Publish every route, including an escalation outside the line manager.
- Review coverage and reports quarterly
Completion by team, time to acknowledge, and whether reports are being closed on time.
Frontline teams reach 45 percent-plus completion on Disprz when training is delivered in short, mobile modules in the local language, the format this program is built for.
Common mistakes this pack prevents
- A one-off video and nothing else, so nothing changes on the floor.
- A company-wide completion number that hides a whole site at zero.
- Training managers exactly like everyone else, when they carry a duty to act.
- Reporting channels nobody can find, or that route only through the line manager.
- No dated acknowledgement records, so there is nothing to show a tribunal or auditor.
Which format should you use?
| Format | Best for | What is inside | Editable | Size |
|---|---|---|---|---|
| Sharing and print | The full template, formatted to print or circulate | No | 55 KB | |
| Word | Editing the wording | Every section as editable text you can adapt | Yes | 86 KB |
| Excel | Filling it in live | The grid and fields set up as a working spreadsheet | Yes | 65 KB |
Questions people ask
Is sexual harassment prevention training mandatory?
How often should prevention training happen?
Can I adapt the modules and checklist?
Does the Excel tracker work in Google Sheets?
Do I have to fill the form three times?
Prevention only counts if people finish it and you can prove it. That is the part we run.
Bring your teams to a 30-minute working session. We will show how Disprz delivers prevention training in short mobile modules in the local language, and rolls completion up by location, so your next audit or tribunal request is a two-minute export.