October 29, 2025
Hostile or Helpful? How Workplace Trainings Can Create Legal Risks
Employers use workplace trainings—on topics like discrimination, harassment, and implicit bias—to educate employees and create a respectful environment. These trainings can also be an important part of a defense if discrimination or harassment claims arise.
A recent case, Leslie Chislett v. New York City Department of Education, illustrates how trainings themselves can sometimes lead to legal claims. In Chislett, an employee argued that certain implicit bias trainings created a racially hostile work environment. While most of her claims were dismissed, the court allowed the hostile work environment claim to proceed because there were questions about how the training was conducted.
Key Takeaways for Employers:
- Training is essential: Programs that educate employees on workplace laws and policies help prevent discrimination and harassment and support your legal defenses. In New York and some other states, harassment prevention training is mandatory.
- Content matters: Even well-intentioned programs can cross the line if they include inappropriate or offensive statements. Training should be carefully designed to align with your policies, legal requirements, and workplace goals.
- Consult counsel: Employers should work with legal counsel to review trainings to ensure they comply with applicable laws and support a positive, inclusive culture.
Bottom Line:
Workplace trainings are a critical tool to promote inclusion and reduce risk—but they must be thoughtfully implemented. Chislett is a reminder that how trainings are conducted can matter as much as why they are offered.
If you have questions about workplace trainings or would like to schedule harassment
prevention training or employment law compliance review, please reach out to Chaim Book at cbook@booklawllp.com, Sheryl Galler at sgaller@booklawllp.com, Rebecca Nathanson at
rnathanson@booklawllp.com or Andrew Heighington at aheighington@booklawllp.com.
