Sections On This Page:

1. What Is the Law and OHR’s Responsibilities
2. Compliance Requirements
   1. Conducting Training
   2. Reporting on Compliance with Training
   3. Submission of Sexual Harassment Policy and Reporting on Sexual Harassment Complaints Received
3. Frequently Asked Questions
4. How to File a Violation Complaint with the Office of Human Rights
5. Additional Resource
   1. Factsheets
6. How to Contact Us and Customer Conduct

What Is the Law and OHR’s Responsibilities?

Generally speaking, The Tipped Wage Workers Fairness Amendment Act (TWWF) enhanced tipped wage worker rights, increased public education, and improved systems for reporting wage theft. All of these newly added enhancements are implemented by the Department of Employment Services (DOES).

This Act also required sexual harassment training and reporting. This second part is enforced by the DC Office of Human Rights. Specifically, tipped wage businesses must provide sexual harassment training to its owners, operators, managers, and employees. Additionally, businesses must also report sexual harassment incidents and submit sexual harassment policies to the OHR.

Compliance Requirements:

Below provides details on how a business can comply with these requirements and when and how businesses must report to OHR. There are three main components: (1) conducting training; (2) reporting on compliance with training; and (3) submission of sexual harassment policy and reporting on sexual harassment complaints received.

1. Conducting Training 

• The training course must include how to respond to, intervene in, and prevent sexual harassment by co-workers, management, and patrons.
• The training requirements, including who it applies to, how to take it, and how often, are as follows:
  • Manager(s):
    • The training can be taken either in person, virtual or through pre-recorded trainings.
    • Must happen every 2 years.
  • Owner(s) or operator(s):
    • The training can be taken either in person, virtual or through pre-recorded trainings.
    • Must happen every 2 years.
  • Employee(s):
    • The training can be taken either in person, virtual or through pre-recorded trainings.
    • Must happen every 2 years.
  • New employee(s)
    • The training can be taken either in person, virtual or through pre-recorded trainings.
    • No later than 90 days after their hiring, unless the new employee has received the training within the past 2 years. 
  • When completing your training, you must take it using an OHR certified trainer. You can find a full list of OHR certified trainers here (last updated on July 10, 2026).

2. Reporting on Compliance with Training

• Employers must train new employees within 90 days of hire.
• Employers must provide the anti-sexual harassment training every two years. For example, if the employer provided anti-sexual harassment training in January 2022, they must provide another anti-sexual harassment training through a certified trainer by January 2024. Please contact [email protected] for more information regarding training requirements.
• Businesses must submit their training compliance report to [email protected] within 30 business days of the training session. Report templates may be obtained through certified trainers or by contacting
  [email protected].

3. Submission of Sexual Harassment Policy and Reporting on Sexual Harassment Complaints Received

• Sexual Harassment Policy
  • Employers must:
    1. Have a sexual harassment policy outlining how employees can report instances of sexual harassment to management and to OHR.
    2. Distribute their sexual-harassment policy to all employees and post it in a conspicuous place accessible to all employees.
    3. File the sexual harassment policy with OHR.
  • Internal sexual harassment complaints
    1. Employers must submit a compliance report to OHR detailing the number of instances of sexual harassment reported to management and indicate the total number of alleged harassers who were: (1) Non-managerial employees, (2) Managerial employees, (3) owners, or (4) operators.
  • For calendar year 2025 submissions, the platform reopened on January 1, 2026, and will remain open until the deadline for submitting a copy of your sexual harassment policy and complete certifications by May 31, 2026.
  • Please click here to submit your business sexual harassment policy, complete certifications, and number of sexual harassment claims for calendar year 2024.

Additionally, it is required that Employers must post, maintain, and distribute their anti-sexual harassment policy to all employees, including how to file a sexual harassment complaint with OHR.

Frequently Asked Questions:

How to File a Violation Complaint with the Office of Human Rights

Additional Resources

• Fact Sheet

  • Tipped Wage Workers Fairness Amendment Act - Fact Sheet (English)
  • የማበረታቻ ደመወዝ የሚያገኙ ሠራተኞችን በተመለከተ የፍትሃዊነት ማሻሻያ ህግ (Amharic)
  • 《小费员工公平修正法案薪资》(Chinese)
  • Loi portant modification de la loi sur l’équité pour les travailleurs rémunérés au pourboire (French)
  • 팁 임금 근로자 공정성 개정법 (Korean)
  • Enmienda de Ley de Igualdad para Trabajadores Asalariados que Reciben Propinas (Spanish)
  • Đạo Luật Sửa Đổi Về Sự Công Bằng Đối Với Người Lao Động Nhận Tiền Lương Típ (Vietnamese)

This webpage was last updated on July 24, 2026.