Solutions · Workplace compliance

Same training. Different rules in every place you employ people.

Harassment prevention alone runs on different hours, different frequencies and different record-retention periods depending on the jurisdiction. aircpd holds each rule separately and shows you one view.

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The aircpd console · Workplace compliance

The shape of the problem

The training every employer owes is the hardest to administer, because it is the least standardised. Harassment prevention requirements differ between neighbouring jurisdictions on who is covered, how many hours, how often and how long you must keep the record. Health and safety, fire safety and equality duties add more.

And an increasing number of obligations are constructed as a defence. If something goes wrong, you are the one who has to prove you had reasonable procedures in place. A defence built on training is only as good as the evidence that the training happened.

How the rules vary

MarketWhat is requiredShape

United States, CaliforniaOne hour for employees and two for supervisors every two years, within six months of hire or promotion, records kept at least two yearsHours, biennial, records

United States, New York CityAnnual interactive training for covered employers, with a signed acknowledgment retained for three yearsAnnual, signed record

United States, IllinoisAnnual training by 31 December, to state content standards, with records requiredAnnual, content standards

United States, ConnecticutTwo hours, refreshed periodically, within six months of hireHours, one-off plus refresh

United KingdomA duty to take reasonable steps to prevent sexual harassment, with compensation uplifts of up to a quarter where the duty is breachedOutcome based, with a penalty

United Kingdom, fraudA corporate offence with a defence of reasonable procedures, which the organisation must prove, and guidance expecting the effectiveness of training to be monitoredDefence based

Cross-jurisdiction, health and safetyInformation, instruction, training and supervision as necessary, with training on recruitment and on exposure to new risksOutcome based

Where aircpd helps

Every jurisdiction's rule, held separately.

One employee population, different requirements by location, one console.

Retention handled.

Where a jurisdiction requires the record for two years, three years or five, the record is simply there.

A defence that is evidenced.

Where your protection depends on proving reasonable procedures, the evidence exists before you need it.

Refreshers on the right clock.

Per person, per jurisdiction, rather than one annual campaign that ignores both.

“The same harassment training carries different hours, different frequencies and different record-retention rules in almost every jurisdiction that mandates it.”

Who this is for

Heads of HR and peopleEmployment counselCompliance and riskMulti-site and multi-state operators

Every jurisdiction's rule held separately, retention handled, and a defence that is evidenced before you need it.

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Regulators and professional bodies are named to illustrate the markets aircpd is designed for. No partnership or endorsement is implied. Requirements change: this page is a guide, not legal advice.

Start with the record you already have.

Connect your calendar and files, and aircpd will show you the CPD you've already completed this year. Most people are further along than they think.

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