State-Specific Compliance Training: What You Need to Know by Industry and State 

May 5, 2025

Required Annual Training for Employees 

State-specific compliance training isn’t just another HR checkbox—it’s a legal must-have. From mandatory harassment prevention in California to fair workweek laws in Oregon, each state sets its own rules for what employees need to know. Ignoring these local requirements can lead to costly penalties, lost licenses, or worse. As regulations change and remote work blurs geographic lines, understanding and delivering location-specific training has never been more important. Here’s what every employer needs to know to stay compliant, stay safe, and stay ahead. 

What Industries Require State-Specific Compliance Training? 

Not all compliance training is one-size-fits-all—many industries are governed by unique state laws that require specific topics, timelines, and certifications. Whether you’re in healthcare, construction, or customer service, it’s important to know which rules apply based on where your employees work. Below are some of the key industries where state-specific training is often required. 

Healthcare 

  • HIPAA compliance + state privacy laws 
  • Mandatory elder abuse or patient rights training in some states 

Construction & Trades 

  • OSHA state plans (permissible online in some states but not others) 
  • State licensing board training requirements 

Hospitality & Food Service 

  • Alcohol server training (e.g., TIPS, ServSafe) 
  • Harassment prevention in customer-facing roles 

Education & Childcare 

  • Mandated reporter training 
  • State-specific childcare licensing hours 

Retail & Customer Service 

  • Harassment prevention, wage/hour laws 
  • Youth labor compliance (work permits, shift restrictions) 
  • Workplace violence prevention 

Corporate & Office Environments 

  • Harassment prevention  
  • Cybersecurity awareness depending on state laws (e.g., NY SHIELD Act) 

How to Track Employee Compliance Training 

Keeping up with state-specific compliance training can feel like a juggling act—especially if you’re managing teams across multiple states. That’s where a good Learning Management System (LMS) comes in. With the right LMS, you can easily track training completion, send automatic reminders, and store downloadable certificates all in one place (no more chasing spreadsheets!). Many systems also integrate with your HRIS or payroll tools, making it easier to stay organized and audit-ready.  

For multi-state employers, it’s smart to segment training by work location to ensure everyone’s getting exactly what their state requires. The right LMS can do that for you too! And don’t forget your remote workers—just because they’re out of sight doesn’t mean they’re off the hook. Setting up regular audits and refresher schedules can help you stay compliant, no matter where your team logs in from. 

Can State-Mandated Training Be Completed Online? 

In many cases, yes—state-mandated compliance training can be completed online, and it’s often the most convenient option for employers and employees alike. Online training allows for flexible scheduling, easy tracking, and built-in recordkeeping. However, some states have specific rules about what qualifies. For example, certain trainings must be completed through state-approved providers, or may require interactive components like quizzes or live sessions. A few states or industries still mandate in-person training for high-risk roles or sensitive topics. The key is to always check the latest requirements for your state and industry to ensure your online training meets the legal standard. 

To find out the compliance standards for your industry in your state, start by checking with your state’s labor department, licensing board, or regulatory agency—they usually publish official training requirements and updates. Industry-specific organizations or associations (like the American Medical Association or National Restaurant Association) often provide state-by-state compliance resources too. Another helpful option is to work with an HR consultant or legal advisor who specializes in employment law in your state. And if you’re working with a learning and development provider like BizLibrary, some training content libraries include pre-built, state-aligned training modules and regular compliance updates. 

BizLibrary partners with Ogletree Deakins, an international law office that has received commendations for its employment and labor law specialties for 14 years and running. This partnership is a powerful resource for delivering reliable compliance training. 

The key is staying proactive—regulations change, and what worked last year might not cut it today.  

Compliance Training Requirements by State  

California 

  • SB-1343 harassment training states mandates that employers with at least five employees must provide: (1) at least two hours of sexual harassment prevention training to all supervisory employees; and (2) at least one hour of sexual harassment prevention training to all non-supervisory employees in California within six months of their assumption of either a supervisory or non-supervisory position. The training must be provided once every two years. 
  • Workplace violence prevention (SB 553 starting July 2024) 

New York 

  • Annual sexual harassment training 
  • Cybersecurity compliance under NYDFS for financial services 
  • Workplace violence prevention for the retail industry (NY Retail Safety Worker Act) 

Texas 

  • Childcare training for licensed daycare workers 
  • Alcohol seller/server training (TABC certification) 

Illinois 

  • Harassment prevention for all employers 
  • Ethics training for state-affiliated employees 
  • Bystander Intervention training (specific to Chicago) 

Washington 

  • Human trafficking awareness for hospitality workers 
  • Healthcare fraud and abuse education 

Connecticut  

  • Employers with 3 or more employees must provide 2 hours of interactive sexual harassment prevention training within 6 months of hire. Supervisors must also take 2 hours of additional training within 6 months of being promoted or hired into a supervisory role.  

Delaware 

  • Employers with 50 or more employees must provide interactive sexual harassment prevention training within 1 year of hire and every 2 years thereafter. Supervisors must be provided with additional training covering responsibilities and retaliation prevention within 1 year of hire and every 2 years afterward. 

Maine 

  • Employers with 15 or more employees must provide anti-harassment training with 1 year of hire, with supervisors being provided with additional training covering their responsibilities in case of a harassment report within 1 year of hire or promotion. 

BizLibrary provides specific anti-harassment training for all of the states listed above – learn more! 

Tracking State-Specific Compliance Requirements 

We get it—keeping up with all the different state training requirements can feel like a full-time job on its own. With so much on your plate already, staying compliant at the state level might seem overwhelming. But the good news? You don’t have to do it alone. Taking time to audit your current training programs is a great first step, and tools like BizLMS can make organizing, tracking, and updating state-specific training much more manageable. And if you’re ever unsure, leaning on a legal or compliance expert, like BizLibrary does, can provide peace of mind. Working with a trusted compliance content expert can also free up time and resources for other learning and development programs, such as leadership development and skill-building! If you’re looking to take back some of your time and deploy compliance programs you can trust, contact BizLibrary for a demo today. 

Erin Weirrick | Training & Development Industry Researcher | Erin researches, analyzes, and writes about the impacts of employee learning on organizations and individuals. She looks at the industry shifts and trends that matter to L&D and HR professionals, and helps them understand how to create better training programs that grow their employees and their business.