California's AB 1803 Expands Harassment Training to Cover Hate Speech
Effective Sept 27, 2026, California requires hate speech training in workplace harassment prevention.
Why it matters: Employers must update training programs to meet AB 1803’s hate speech mandate, reducing legal risks. Legal teams must revise policies and guide employees amid broad, undefined hate speech standards.
- AB 1803, signed by Governor Gavin Newsom on September 27, 2026, mandates hate speech be included in harassment prevention training.
- Employers with five or more employees must provide two hours of training to supervisors and one hour to nonsupervisors every two years.
- Training covers identifying, reporting, and addressing hateful conduct targeting traits like race, religion, and sexual orientation.
- The law does not define "hate speech," requiring employers and regulators to interpret its meaning contextually, complicating compliance.
On September 27, 2026, Governor Gavin Newsom signed Assembly Bill 1803 (AB 1803), expanding California's workplace harassment training to include explicit instruction on hate speech. The update amends Government Code Section 12950.1, requiring employers to educate employees on recognizing and responding to speech or conduct that targets individuals based on characteristics such as race, religion, national origin, sexual orientation, gender identity, and other protected traits.
AB 1803 applies to employers with five or more employees. Supervisors must complete at least two hours of training every two years, while nonsupervisory staff require at least one hour. New employees and promoted supervisors must complete training within six months to ensure compliance. These timeframes remain consistent with previous harassment training mandates but now specifically integrate hate speech content.
The bill was introduced by Assemblymembers Josh Lowenthal and Rick Zbur as part of broader efforts to combat workplace hate, which include companion laws such as AB 1578 and AB 2347 focusing on employer accountability and prevention.
Unlike prior statutes, AB 1803 does not provide a strict legal definition of "hate speech." The California Civil Rights Department encourages employers to interpret hate speech based on context and evolving standards but has not released formal regulations or detailed guidance as of now. This ambiguity places additional responsibility on employers and their legal teams to define clear internal policies aligned with their workplace culture.
This legislative change builds upon California’s history of expanding worker protections against harassment. Earlier laws, such as AB 2053 (2014), addressed abusive conduct, while SB 396 (2017) added protections against discrimination based on gender identity and sexual orientation.
Legal and compliance teams should prioritize updating training content, revising harassment policies, and clarifying reporting processes. Proactive legal counsel is vital to navigating the new requirements, interpreting "hate speech" within the company context, and mitigating litigation risk.
By the numbers:
- September 27, 2026 — AB 1803 signing date by Governor Newsom
- 5+ employees — Threshold for employer training obligation
- 2 hours — Required supervisory training every two years
Yes, but: The lack of a formal "hate speech" definition in AB 1803 risks inconsistent employer interpretations and could lead to legal uncertainty and enforcement challenges.
What's next: The California Civil Rights Department is expected to issue official training guidelines and regulations in late 2026 to clarify compliance standards under AB 1803.