California anti-hate speech training will become a required part of workplace harassment prevention training for many employers beginning January 1, 2028. Under Assembly Bill 1803 (“AB 1803”), signed into law in September 2026, employers with five or more employees that already provide California sexual harassment prevention training will need to add a component addressing workplace speech that vilifies, humiliates, or incites hatred against individuals based on characteristics protected under California’s Fair Employment and Housing Act (“FEHA”). The start date gives employers time to update their training programs and policies.
For California business owners, the change is important because workplace conduct and communication can create employment-law issues even when the conduct does not involve traditional sexual harassment claims. Employers should consider whether their current harassment prevention policies adequately address inappropriate workplace communications, whether they occur in meetings, over email, or through messaging platforms, social media, or other channels. Managers and supervisors should also understand how to recognize and respond to potentially problematic workplace speech rather than ignoring complaints or handling them informally. Because California employers with five or more employees are already subject to harassment prevention training requirements, many businesses will need to incorporate this new subject into their existing training programs.
What Business Owners Should Do Now
Although the new training component does not begin until 2028, employers can use the additional time to review their employee handbooks, anti-harassment policies, complaint procedures, and supervisor training materials. Businesses should also make sure employees know how to report workplace conduct that may violate company policy and that complaints are handled consistently and without retaliation. For employers, the broader lesson is that workplace-culture issues can quickly become HR and litigation issues when complaints are ignored, inconsistently handled, or poorly documented. Reviewing these procedures now can help businesses prepare for the new training requirement while strengthening their overall workplace compliance program.
If you need legal guidance, please contact us at info@mnklawyers.com.
This material is provided for informational purposes only. It is not intended to constitute legal advice, nor does it create a client-lawyer relationship between MNK Law and any recipient. Recipients should consult with counsel before taking any actions based on the information contained within this material.