Across the world, governments are tightening regulations, employees are demanding accountability, and organizations are being held to higher standards than ever before.

Workplace harassment isn’t just an HR concern — it’s a global challenge that’s constantly changing, and one that requires a swift, coordinated response from every level of your organization.

The 2024 Fama Benchmark Report revealed that 1 in 15 candidates screened that year showed signs of workplace misconduct, with online harassment, intolerance, and sexual misconduct being the most common flags. Alarmingly, violent threats increased dramatically, tripling from 5% to 14% of all reports reviewed.

In response, regulatory bodies have continued to adapt worldwide. The EEOC expanded its definition of workplace misconduct, for example, to encompass social media activity, acknowledging the impact of online behavior in today’s work environment. Similarly, the UK’s Worker Protection Act focused on prevention, reinforcing the global trend of proactive, rather than reactive, workplace safety measures.

As the compliance guardrails and definitions continue to shift, the stakes are especially high for multinational organizations.  Ensuring compliance across borders requires delivering training that resonates culturally while meeting the legal standards in each region. Let’s explore how to make that happen.

The State of Workplace Harassment Training Compliance in 2025

Lawmakers, regulators, and employees around the world are raising expectations for how organizations prevent and respond to workplace harassment.

United States

Today, a growing number of states require formal harassment prevention training as part of their legal frameworks. In California, New York, Illinois, and other states, laws outline specific requirements for content, duration, and frequency. These mandates cover everyone, from frontline employees to executive leaders, and continue to evolve with new case law and social expectations.

The United States remains one of the most litigious environments for workplace harassment claims, making compliance not just a regulatory matter but a legal risk strategy. As expectations grow, companies must adapt training programs to meet both state mandates and federal oversight.

state-by-state harassment prevention training

Europe

Across the European Union, there is no singular requirement for harassment training, but strong anti-discrimination and workplace safety directives drive local regulation. The EU’s Directive on Equal Treatment guides member states, many of which have adopted national policies requiring or recommending training for employees and managers.

Countries like France, Germany, and Sweden have their own enforcement mechanisms. While Europe emphasizes cultural inclusion alongside legal compliance, the message is clear: prevention, reporting structures, and education must be in place. Companies operating across borders must keep pace with these evolving, decentralized standards.

Asia-Pacific

In the Asia-Pacific region, several countries have made workplace harassment training a legal requirement. India’s Prevention of Sexual Harassment (POSH) Act is a law designed to protect women from sexual harassment in the workplace. This act mandates internal committees, awareness programs, and formal training for all employees. Non-compliance can result in steep penalties, including fines and reputational harm.

Australia’s Work Health and Safety (WHS) laws also frame harassment as a health and safety issue, placing a clear duty on employers to provide education and take preventive action. Other countries in the region, including Japan, South Korea, and Singapore, have introduced or expanded anti-harassment laws in recent years.

workplace harassment training

The Real-World Challenges of Global Compliance

Workplace harassment is still largely underreported. A 2024 survey by Personio found that nearly half (49%) of employees who experienced or witnessed workplace sexual harassment did not report it, citing their primary reasons as fear of retaliation (43%), lack of confidence in the organization’s ability to handle the issue properly (44%), and concerns that the issue wouldn’t be taken seriously (43%). 

Additionally, federal estimates suggest that more than 85% of people who experience workplace harassment never file a formal complaint. These statistics reflect a serious gap in trust and highlight the importance of making harassment training and anonymous reporting channels more meaningful and effective — not just a basic requirement.

But rolling out consistent training across multiple regions comes with operational hurdles:

  • Legal definitions vary: What qualifies as harassment in one country may not meet the legal threshold in another.
  • Cultural norms shift perception: A scenario that resonates in one region may fall flat (or cause confusion) in another.
  • Language and access matter: Translation is just the start. Tone, accessibility, and delivery channels are equally critical.
workplace harassment training

How to Close Gaps and Rebuild Trust

Workplace harassment training shouldn’t just be seen as a legal requirement. Its real purpose is to empower employees to recognize, report, and prevent inappropriate behavior before it escalates.

To build trust and ensure training has a lasting impact, compliance leaders should:

  • Collaborate with regional HR and legal teams early in the development process
  • Customize content to reflect local laws and cultural norms
  • Provide multilingual access and mobile-friendly formats
  • Clearly communicate reporting options and reinforce anti-retaliation policies

Programs that follow these principles – like Mitratech’s recently updated U.S. harassment training – serve as strong models. They offer a balance of structure and flexibility, making it easier to scale globally while staying relevant locally.

Blueprint for a Strong and Scalable Training Program

So, what does an effective, globally defensible program look like? It blends consistency with customization, and it includes more than just the basics.

Here’s a quick compliance checklist for 2025:

  • Core policies aligned with international standards
  • Localized examples and role-based learning paths
  • Clear, accessible reporting mechanisms and whistleblower protections
  • Thorough documentation to support audit readiness
  • Ongoing training cycles (not one-and-done)
workplace harassment training

Compliance Requires a Global View

Workplace harassment training will never be a one-department job. It’s a compliance imperative, risk management strategy, and critical part of building a safe, inclusive workplace that everyone should be involved in.

The data makes the case. Laws are tightening. Expectations are rising. And the cost of doing too little is growing every year. Organizations that approach training with intention, cultural awareness, and legal rigor will be better equipped to protect their people (and their business) around the world.

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