How to Procure Harassment Prevention Training with Certificates and Audit Reports

Brazilian Law 14,457/2022 requires annual harassment awareness and prevention training for all companies with an internal accident prevention committee (CIPA), utilizing accessible formats and covering topics such as workplace violence, equality, and diversity.

An auditable training program must issue individual certificates (participant name, Tax ID/CPF, course hours, completion date), detailed completion reports per employee, and logged records of the curriculum delivered.

Evaluate whether the provider offers learning assessments with a minimum passing score, customizable content, practical workplace scenarios, and LMS compatibility (SCORM).

TothBe has trained over 170,000 employees in harassment prevention through its proprietary platform, gamified modules, bulk certification, and periodic reporting for HR and Compliance teams.

Procuring corporate harassment prevention training that delivers individual certifications and auditable reports is now both a regulatory and operational necessity. Law 14,457/2022 mandates, among other measures, “conducting, at least once every 12 months, training, guidance, and awareness initiatives for employees of all hierarchical levels regarding workplace violence, harassment, equality, and diversity, delivered in accessible formats.” Beyond legal compliance, proper documentation protects the organization during labor audits and tax inspections.

This guide outlines the essential criteria HR, Compliance, and Legal teams must consider prior to procurement, a step-by-step implementation plan, and a evaluation checklist to compare vendor proposals.

Why Harassment Training Requires Certification and Auditable Reports (Law 14,457/2022 and NR-1)

Individual certificates and completion reports represent the primary evidence that a company fulfilled its legal obligation to train its workforce. Without these records, the organization remains exposed to administrative fines, labor liabilities, and legal challenges, even if training sessions actually took place.

What Law 14,457/2022 Requires in Practice

Law 14,457/2022 established four mandatory measures to combat sexual harassment and workplace violence for companies required to maintain a CIPA. Among these, periodic training initiatives stand out. The law imposes this duty on all CIPA-mandated companies, with the requirement that training must be verifiably effective for its target audience.

It is important to distinguish between two frequently confused obligations: CIPA member training (under Regulatory Standard NR-5, conducted prior to taking office) and general employee training under Article 23, Item IV (conducted annually for all hierarchical levels). Annual training applies across the board, from operational staff to executive leadership.

Connection to NR-1 and Psychosocial Risks

Three of these four mandatory measures were incorporated into Regulatory Standard NR-1 (Item 1.4.1.1) via Ministry of Labor Ordinance MTP 4,219/2022. This shifted the subject from purely labor relations into the domain of occupational health and safety inspections.

Ministry of Labor Ordinance MTE 765/2025 extended the transition timeline. During the educational enforcement period (May 2025 to May 2026), companies were able to prepare without risk of financial penalties. As of May 26, 2026, however, inspections transitioned to a punitive regime. Consequently, harassment prevention training is now an integral component of Occupational Risk Management (GRO); documenting its execution with certificates and reports strengthens the company’s posture within its Risk Prevention Program (PGR).

Why a Simple Lecture Is Not Enough

The statute explicitly mandates training, not a one-off informational speech. Awareness is merely the first step; true training involves structured content, learning evaluation, and formal completion tracking. Without testing, an organization cannot prove that employees absorbed the material. Without certificates and reports, there is no way to demonstrate documented compliance.

A certificate alone rarely withstands legal scrutiny by itself. To build an ironclad defense, companies must also archive attendance logs (or digital access/participation logs). Ideal providers deliver a complete evidence package: certificates, completion reports, access logs, and recorded evaluation results.

5 Criteria to Evaluate a Harassment Training Platform Before Contracting

Selecting a harassment training vendor requires analyzing far more than price and course length. The following five criteria help HR, Compliance, and Legal teams select a solution that delivers true compliance, high engagement, and auditable records.

1. Updated, Practical, and Customizable Content

Training must move beyond abstract legal terminology. Realistic workplace scenarios—such as meeting dialogues, hallway interactions, and digital messaging exchanges—help employees recognize improper behavior and know how to act.

Ensure that the course covers moral harassment, sexual harassment, discrimination, and other forms of workplace violence as required by Law 14,457/2022. Verify whether the vendor continuously updates materials to reflect legislative changes and judicial precedents. Generic content that cannot be customized to a company’s specific Code of Conduct or industry sector yields low engagement.

TothBe’s Harassment and Discrimination Prevention training addresses complementary legal themes through practical, consistent, and fluid content. The ability to customize scenarios to an organization’s reality directly improves knowledge retention.

2. Differentiated Approaches for Staff and Leadership

Employees need to identify harassment scenarios and know how to utilize reporting channels. Leaders, in addition, must understand their specific responsibilities regarding prevention, team management, and handling reported incidents.

3. Gamification, Interactivity, and Learning Evaluation

Static training based solely on slides or lengthy videos suffers from low completion rates and poor retention. Gamification features (quizzes, scoring, badges) and animated storytelling make learning engaging.

Learning evaluation is what separates mere awareness from actual training. Demand a completion test with a defined minimum passing score (70% is a standard compliance benchmark). TothBe provides a gamified platform with interactive content that boosts retention and active participation, along with SCORM packages for client-hosted LMS environments.

4. Individual Certification with Comprehensive Data

Completion certificates bind individual employees to the training delivered. To carry evidentiary weight during audits, a certificate must contain at a minimum:

• Full name of the participant;

• Course title and syllabus summary;

• Recorded course duration (hours);

• Completion date;

• Passing criteria (minimum passing score);

• Identification of the responsible training provider.

TothBe offers dedicated support that manages program launches, automated reminders, periodic reporting, bulk certificate issuing, and post-training satisfaction surveys.

5. Scalable Online Format Compatible with Company LMS

For organizations with distributed operations, a 100% online format is the most viable option for scale, standardization, and traceability. Training can be accessed from any connected device, offering convenience and continuity.

SCORM (Sharable Content Object Reference Model) is a technical standard that dictates how a course is packaged and how progress, test scores, and completion metrics are communicated to an LMS. TothBe produces fully compatible SCORM modules. Companies can choose between using TothBe’s proprietary platform or importing content directly into their internal learning management system while keeping full traceability intact.

Step-by-Step Implementation Plan for HR Teams

Deploying harassment training with auditable documentation requires structured planning, controlled execution, and rigorous data governance. The following process works whether using an internal LMS or a vendor platform.

Step 1: Diagnosis and Scope Definition

Before contracting, map out:

• Target Audience: Total employee headcount, leadership figures, and third-party contractors to include.

• Applicable Legislation: If the company maintains a CIPA, annual training is legally mandatory (Law 14,457/2022, Art. 23, IV). If psychosocial risks are integrated into the PGR, harassment training should connect directly to that program.

• Delivery Format: Vendor platform, internal SCORM deployment, or a hybrid model.

• Completion Window: Set a realistic timeframe (30 to 60 days is standard) aligned with the corporate compliance calendar.

Step 2: Content Customization

Request the inclusion of company-specific elements: internal policy names, whistleblowing channel contact details, industry-specific examples, and brand visual identity. Generic training is less effective because it fails to connect with an employee’s daily routine.

Step 3: Platform Setup and User Roster Onboarding

Upload the employee database with the fields required for traceability: Name, Tax ID (CPF), Job Title, Business Unit, and Direct Manager. The platform should support role-based segmentation (general workforce vs. leadership) and automated invitation and reminder workflows.

If choosing SCORM for an internal LMS, validate integration within a sandbox environment prior to launch. SCORM adoption ensures interoperability, portability, progress tracking, and reliable reporting.

Step 4: Launch, Communication, and Tracking

Program launches should be accompanied by clear internal communication (email broadcasts, intranet posts, executive announcements). During the execution window, monitor:

• Participation rate (percentage initiated);

• Completion rate (percentage passed);

• Average test scores;

• Outstanding users (with automated follow-up reminders).

Real-time oversight allows HR to intervene before deadlines expire, preventing documentation gaps.

Step 5: Certificate Issuance and Report Extraction

Upon cycle closure:

• Download individual completion certificates for all passing participants;

• Review consolidated status reports (completed, failed, pending);

• Archive data packages as compliance proof tied to the reference period.

Digital compliance success relies on an organization’s ability to instantly produce a complete training history for labor audits, internal investigations, or legal proceedings.

Essential Audit Report Requirements for Labor and Tax Inspections

A completion report is the consolidated document proving that a company fulfilled statutory training obligations. To withstand scrutiny during labor, tax, or compliance audits, it must be detailed, traceable, and exportable.

Minimum Audit Report Fields

Field	Reason Required
Employee Name and ID (CPF)	Binds training records to a verified individual.
Start and Completion Dates	Proves training occurred within the required statutory window.
Status (Completed/Pending/Failed)	Demonstrates actual coverage across the workforce.
Assessment Score	Proves learning verification rather than passive exposure.
Logged Course Hours	Demonstrates actual time spent studying.
Curriculum Delivered	Proves mandatory topics were covered.

Critical elements in an audit-ready report include user status listings, timestamped access logs, itemized quiz results, and learning history broken down by department and job role.

Traceability: Turning Reports into Legal Proof

A report stating a generic “100% completion rate” without granular backing data holds little evidentiary weight. Well-organized, auditable reports minimize the time needed to produce evidence during inspections. Platforms that centralize data and export to CSV, PDF, or API integrations simplify Legal and Compliance workflows.

Historical Records by Employee and Cycle

Law 14,457/2022 mandates training initiatives at least once every 12 months. Companies must maintain comparative historical data across cycles to prove ongoing program continuity. Vendors like TothBe deliver periodic reports and pending user alerts, enabling HR to manage recurring requirements without manual spreadsheets.

Vendor Comparison Matrix: Mandatory Evaluation Checklist

To select the right vendor, build an evaluation matrix using objective criteria. The lowest-cost proposal is not always the most economical; the cost of an administrative fine or labor lawsuit due to inadequate documentation far outweighs the investment in a complete solution.

Question Checklist for Vendor RFP

Before signing a contract, submit these questions to vendors and compare responses:

• Content and Updates:

  • Does the course cover moral harassment, sexual harassment, discrimination, and workplace violence?

  • Is content updated in response to legislative changes (Law 14,457/2022, NR-1)?

  • Can examples and references be customized to match our company Code of Conduct?

• Format and Accessibility:

  • Is the training 100% online and mobile-accessible?

  • Is content available with sign language (Libras) or multi-language options if needed? (TothBe develops training in Libras and multiple languages).

• Learning Evaluation:

  • Is there a final passing exam? What is the required minimum passing score?

  • Can failing participants retake the assessment?

  • Are individual test scores recorded in the system?

• Certification:

  • Do certificates list full name, Tax ID, course hours, date, test score, and vendor details?

  • Does the platform support bulk certificate generation and download?

• Reporting and Traceability:

  • Does the system generate completion reports broken down by employee, role, unit, and date range?

  • Are reports exportable in CSV, PDF, or API formats?

  • Are automated progress alerts and periodic summary reports sent to HR?

• Technical Infrastructure:

  • Does the vendor provide a hosted platform?

  • Is the course available as a SCORM package for internal LMS integration?

• Vendor Experience:

  • How many employees has the vendor trained on this specific topic?

  • What level of operational support is provided during and after implementation?

Evaluating Beyond Commercial Proposals

Request a live demo of the platform. Evaluate visual quality, clarity of examples, and user navigation experience.

Examine client references. Organizations consistently report positive experiences working with TothBe, highlighting precise content development for diverse workforce profiles. Real-world client references offer a far more reliable benchmark than sales presentation promises.

Finally, ensure the vendor delivers more than just a digital course: what your company needs is a documented training program backed by operational support, data governance, and auditable proof capable of withstanding regulatory scrutiny.

Explore TothBe’s Harassment and Discrimination Prevention Training.

Contact our team: contato@tothbe.com.br

Frequently Asked Questions (FAQ)

• Why is certification important in harassment prevention training?

  Certification provides legal proof that the company trained its workforce in accordance with Law 14,457/2022, mitigating labor liabilities and regulatory fines.

• What information must appear on a harassment training certificate?

  An auditable certificate must include the participant’s full name, Tax ID (CPF), course duration, completion date, minimum passing score, and vendor details.

• How should a company select a harassment training platform?

  Choose a platform that offers updated and customizable content, gamification, individual certification, and LMS compatibility to ensure high engagement and full compliance.

• What are the key criteria for evaluating harassment training vendors?

  Evaluate vendors based on content accuracy, interactive formats, auditable certification, exportable reporting, and technical support.

• What makes a training completion report audit-ready?

  An audit-ready report details employee names, Tax IDs, job roles, completion timestamps, status, test scores, and access logs to ensure traceability.

• How should a company deploy harassment training internally?

  Define project scope, customize content, configure platform settings, launch internal communications, and monitor completion metrics to ensure full participation.

• What are the benefits of gamified harassment training?

  Gamification increases engagement and knowledge retention by utilizing interactive quizzes, scoring, and storytelling to make compliance content accessible.

• Why is a traditional lecture insufficient for harassment compliance?

  Lectures provide general information but fail to verify knowledge retention or generate auditable records. Compliance requires structured evaluation and verifiable certification.

• How does TothBe stand out in harassment prevention training?

  TothBe features gamified learning modules, bulk certification, SCORM availability, and automated reporting, having trained over 170,000 employees.

• What is the connection between Law 14,457/2022 and harassment training?

  Law 14,457/2022 mandates annual harassment training with auditable documentation for CIPA-mandated companies to prevent workplace risks and foster safe environments.