Workplace Violence Regulatory Requirements for California Employers

Author Headshot Written by Liz McDermott

SB533 workplace violence labor law requirements for California employers

California is introducing some significant workplace safety changes effective July 1, 2024.

All employers in the state need to develop a Workplace Violence Prevention Plan, aligning with the new Labor Code Section 6401.9. This plan covers various aspects, including hazard identification, post-incident procedures, and training. Employers must maintain records for at least five years and be ready to present them to Cal/OSHA upon request.

What makes this interesting is the legislative involvement in crafting these regulations, a departure from the usual Cal/OSHA-driven process. It reflects a sense of urgency after a 2021 workplace shooting incident.


New Employer Training on SB 533 Requirements


Navigating these new workplace safety regulations doesn't have to be a maze! Our newly crafted 30-minute online course will demystify the intricacies of the Workplace Violence Prevention Plan mandated by the latest legislation.

By taking this online California Workplace Violence Prevention for Employers training course, business owners and managers will learn:

  • The specific requirements that need to be developed and implemented to be compliant with the new Workplace Violence Prevention Plan (WVPP) law
  • The provisions for using a Violence Incident Log for documenting all workplace violence incidents
  • The mandated components of violence prevention employee training
  • Recordkeeping requirements for preventing workplace violence


Updates To Restraining Orders under California Code of Civil Procedure section 527.8


Additionally, there are updates to workplace violence restraining orders under California Code of Civil Procedure section 527.8, effective January 1, 2025. Employers can now seek restraining orders not just for violent threats but also for harassment. Collective bargaining reps can get involved, and considerations for free speech rights are introduced. Employees seeking restraining orders can now remain anonymous if they wish.