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California Workplace

Violence Prevention

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California Workplace Violence Prevention
California Workplace Violence Prevention

New California Workplace Violence Law Summary

Effective July 1, 2024, SB-553 provides employee protections against workplace violence by requiring employers to adopt workplace violence protection plans, maintain records of any threats or incidents of workplace violence, and provide effective training to all employees on workplace violence and prevention.

This new law applies to ALL California employers.

The Detailed Version

SB-553 specifies that all employers must have a written workplace violence prevention plan.

The plan must include:

  • The name and job title of the person responsible for implementing the plan
  • Procedures to receive and respond to workplace violence reports and prevent retaliation
  • Information on how employees can submit a report without fear of reprisal
  • Methods to alert employees to workplace emergencies
  • Evacuation and shelter in place plans
  • Information about how investigations will take place and how results will be communicated to employees
  • Procedures on how to involve employees to be involved in the plan development and more.

This law is extremely broad, encompasses all employers and requires employers to keep logs of all reported threats and incidents for five years.  Employers found in violation will be fined. Lastly, effective January 1, 2025 supervisors will be able to apply for protective orders on behalf of employees once a credible threat has been established.

California Workplace Violence Prevention

Get your Customized Workplace Violence Prevention Plan

Humanity HR creates a customized Workplace Prevention Plan that works for your business.

Choose the following plan based on your company work space and get started today.

Workplace Violence Prevention Plan

For employers with 1 worksite or remote workers only


Workplace Violence Prevention Plan

For employers with 2 or more worksites

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How to Prepare for the California Workplace Violence Law

1.) Work with your HR consultant to start the plan development process.

2.) Survey employees to determine who is interested in participating in plan development.

3.) Determine and formally announce your plan leader to your team.