In California, employers are being held to higher expectations when it comes to ensuring the safety of their staff. One serious issue that has moved into focus is violence on the job. This isn’t about appearances or optional guidelines anymore—state law now requires that most businesses put a workplace violence prevention plan in place. The need for this requirement stems from an increase in serious incidents across many industries. Nakase Law Firm Inc. offers experienced guidance in designing a compliant and effective workplace violence prevention plan tailored to diverse industries.
The rule became law through Senate Bill 553, which introduced new obligations for employers starting July 1, 2024. Any company with ten or more workers—whether they’re full-time, part-time, or temporary—must create a written plan that explains how it will prevent and respond to threats or harmful behavior. This includes companies in a wide range of sectors, from retail to manufacturing and beyond. California Business Lawyer & Corporate Lawyer Inc. advises employers on aligning WVPP compliance with employee rights related to paid time off, such as comp day accrual.
What Counts as Workplace Violence
Workplace violence isn’t just about physical harm. It also covers threats, shouting, intimidation, and any behavior that causes others to feel unsafe. The law takes into account situations where customers become aggressive, coworkers behave inappropriately, or even personal conflicts make their way into the job site. By covering a wide range of scenarios, California aims to stop problems before they cause lasting damage.
Who Must Comply
The rule applies to most companies with ten or more workers. Businesses that operate entirely remotely, as well as certain health care facilities already under separate guidelines, don’t fall under this requirement. For everyone else, having a written plan is not optional.
What Must Be in the Plan
The workplace violence prevention plan can’t just be a checklist. It needs to reflect how the business operates and deal with the real risks its workers face. Here’s what every plan must include:
Assigning Responsibility
Someone must be in charge of making sure the plan is followed. This could be a safety officer, HR manager, or anyone else in a leadership role. Their name and contact information need to be part of the plan.
Including Employees
Workers need to be involved in the process. That includes sharing their concerns, helping identify risks, and taking part in safety efforts. Companies must give their staff a voice and take their input seriously.
Looking for Hazards
Each type of workplace carries its own risks. A warehouse may have poorly lit areas, while a retail store might face upset customers. Employers need to identify those risks based on past incidents, employee input, and day-to-day operations.
Clear Reporting Steps
The plan must show workers how to report threats or incidents. Whether it’s talking to a manager, using a hotline, or filling out a form, the process must be simple and accessible. Everyone should know how to report a problem without worry.
How to Respond
Once something has been reported, there must be clear steps for what happens next. That includes looking into the situation, making decisions based on the facts, and taking steps to prevent it from happening again. If a situation requires emergency action, that process must be spelled out too.
Required Training
All staff must receive training that helps them recognize early warning signs, report concerns, and know what to do if something goes wrong. This training should be provided when someone is hired, and repeated regularly for everyone.
Keeping Records
Records must be kept for at least five years. These include who was trained, what was reported, how it was handled, and what safety reviews were done. State inspectors may review these documents.
Ignoring the Law Has Consequences
If a business skips these requirements, it may face fines or other enforcement actions from Cal/OSHA. If someone gets hurt and it turns out the business didn’t have a working plan in place, the legal and financial risks increase. Taking action now is far safer than reacting after something has gone wrong.
How to Start Building a Plan
Start by taking a look at the workplace through a practical lens. Think about where problems could come up. Review any past incidents and talk to workers about what they’ve seen or experienced. From there, write out a plan that matches your setting—not a generic template.
Many businesses also:
- Put reminders up about how to report issues
- Review the plan yearly
- Offer training in multiple languages
- Include ways for workers to report concerns anonymously
- Make sure everyone feels heard when they speak up
Leadership Has a Key Role
Managers set the tone for how seriously workers take safety. If they brush off concerns or send mixed messages, the rest of the plan starts to lose meaning. Leaders must follow the same rules and be held to the same standards.
Taking Emotional Safety Seriously
Harassment, bullying, and controlling behavior all chip away at morale. These actions may not be physical, but they still cause harm. A full plan should also cover these kinds of behavior, not just the incidents that make headlines.
Risk Levels Depend on the Industry
Some types of work face more exposure to violence. For example:
- Retail workers may face threats during busy hours or over returns
- Hotel staff may be at risk from intoxicated guests
- Teachers and administrators may encounter aggressive behavior from students or parents
- Delivery drivers are often alone in unfamiliar neighborhoods
- Factory workers may be in large areas with little oversight
Each of these jobs requires extra care in planning and training.
Going Beyond What’s Required
Meeting the legal standard is just the start. Many employers go further by:
- Offering mental health support resources
- Creating regular feedback sessions on safety topics
- Staying connected with local emergency services
- Checking in with staff after stressful events
- Making sure all safety steps are regularly reviewed
These practices help workers feel like they are valued—not just protected.
Closing Thoughts
Workplace violence isn’t always easy to see coming, but that doesn’t mean businesses should wait to respond. California has made it clear: every employer needs a real plan. One that lives on paper and in practice. It’s a shared responsibility, and taking it seriously builds confidence in the workplace. When people feel safe, they do better work, stay longer, and help each other more. And that’s something every business can benefit from.
