Left of Boom – March 2025
Workplace violence prevention (WPV) programs are no longer just a best practice—they are a legal requirement in many states. Legislatures across the country are rapidly enacting laws that compel employers to implement formal prevention plans, conduct regular risk assessments, and provide workforce training. One of the first and most comprehensive efforts came from California with the passage of SB 553, which mandated nearly all employers to adopt detailed WPV prevention plans by July 1, 2024. This landmark law has set the tone for a wave of similar initiatives across other states. For organizations operating in multiple jurisdictions, compliance is especially complex, as they must navigate a patchwork of evolving legal and regulatory frameworks—each with its own timelines, scope, and enforcement mechanisms.
Legislative Trends
In our review of current legislative efforts, we have observed several emerging trends. Workplace violence prevention (WPV) legislation is expanding beyond traditional high-risk industries, with a growing number of sectors coming under scrutiny. States are also strengthening enforcement through new compliance measures, while the absence of a clear federal standard is creating a fragmented regulatory landscape. As a result, organizations must stay alert and adaptable as state-level requirements continue to evolve.
Industries Seeing Increased Focus
While healthcare and retail remain at the forefront of workplace violence prevention (WPV) legislation, other sectors are now under increasing scrutiny:
- Transportation & Logistics: New proposals aim to protect ride-share drivers, delivery personnel, and warehouse employees, who often face isolated or unpredictable work environments.
- Education: Multiple states are considering bills that offer workplace violence protections for school staff, including mandatory incident reporting systems and enhanced security measures.
- Government & Public Sector: Legislation is emerging to cover municipal employees—particularly social workers, case managers, and emergency responders—who are at elevated risk during field work and public interactions.
New Enforcement Mechanisms
States are increasing enforcement of WPV prevention measures through the following approaches:
- Mandatory Data Reporting: Employers in some states must now track and report WPV incidents to regulatory bodies, creating new obligations around documentation and transparency.
- Whistleblower Protections: Laws increasingly safeguard employees who report workplace violence or threats, ensuring they are protected from retaliation.
- On-Site Security Requirements: Certain laws mandate the presence of trained security personnel in high-risk environments, such as hospitals, large retail stores, and public agencies.
Federal Regulatory Action: Uncertain and Fragmented
The regulatory climate under the Trump administration marks a significant departure from prior efforts to establish nationwide standards. While no clear plan for WPV regulation has been outlined, ongoing initiatives around government restructuring and deregulation suggest limited appetite for new federal mandates. As a result, new meaningful federal workplace violence prevention regulations are unlikely in the near term. States will continue to lead with their own legislation—an approach that may result in inconsistent standards across the country. While a unified federal framework would provide much-needed consistency, it appears unlikely within the current political climate.
Still, several federal initiatives remain active, even if their future is uncertain:
- OSHA’s Proposed WPV Standard: OSHA continues to develop a nationwide WPV standard that would require employers to implement formal prevention programs, though no timeline for adoption has been set.
- The Workplace Violence Prevention for Health Care and Social Service Workers Act: This bill, reintroduced in Congress, would establish federal requirements for prevention programs in high-risk industries if passed.
- EEOC Guidance on Workplace Safety: The Equal Employment Opportunity Commission emphasizes that workplace violence prevention is essential to maintaining a discrimination-free, safe workplace.
Whether these proposed initiatives are ultimately enacted remains to be seen. We will monitor the progress of these efforts.
Strategic Takeaways
We have been practitioners of workplace violence prevention for many years now and see a clear pattern emerging:
- Proactive Risk Mitigation Is Becoming a Legal Standard: Employers are being required to identify and address risks before incidents occur—shifting from reactive to preventive models.
- Expanded Definition of Workplace Violence: Workplace violence extends beyond physical harm. Verbal aggression and bullying are also considered forms of workplace violence and may serve as precursors to acts of physical violence.
- Expanded Definition of Workplace: The workplace is no longer limited to a physical brick-and-mortar facility. Even with the reduction of remote work policies and current return-to-work mandates, the workplace can exist anywhere. Violence prevention policies must adapt to this evolving reality.
- Employee Safety and Training Are Top Priorities: States are mandating annual training, incident response planning, and the creation of safety committees in high-risk sectors.
- Multi-State Employers Need Flexible, Scalable Compliance Strategies: A one-size-fits-all approach will no longer suffice. Employers must accommodate varying state laws while maintaining consistent internal policies.
Implications for Employers
New workplace violence prevention laws present both operational and legal challenges for employers.
- Increased Compliance Obligations: Employers must develop comprehensive WPV prevention programs, including regular risk assessments, clear reporting procedures, and employee training.
- Enhanced Recordkeeping: Many laws require detailed documentation of incidents and employer responses, with penalties for non-compliance.
- Greater Liability Exposure: Failure to comply with WPV regulations can lead to lawsuits, fines, and reputational damage.
- Cross-Departmental Collaboration Is Essential: Successful WPV programs require alignment among HR, legal, security, and operations to ensure both policy and practice are robust and consistent.
Organizations should take the following concrete steps to stay prepared for the impact of the new workplace violence prevention laws.
- Conduct Comprehensive Risk Assessments: Evaluate physical environments, job roles, and past incidents to identify vulnerabilities.
- Develop and Implement a Tailored WPV Prevention Plan: Include prevention strategies, reporting mechanisms, emergency protocols, and compliance references for applicable laws.
- Train Employees Continuously: Educate staff on recognizing warning signs, using de-escalation techniques, and following reporting procedures.
- Establish Accessible Reporting Systems: Offer multiple, confidential reporting options to encourage early intervention.
- Foster a Culture of Safety and Trust: Promote open communication about safety concerns, free from fear of retaliation.
- Stay Informed on Legislative Changes: Monitor developments across state and federal levels and adapt your policies accordingly.
- Engage Legal and Security Experts: Work with professionals to ensure compliance, policy design, and training content meet evolving requirements.
Summary & Conclusion
Workplace violence prevention is no longer optional—it is becoming a legal and moral imperative. With an increasing number of states enacting legislation, the time for proactive implementation is now. Organizations that invest early in structured prevention strategies, employee training, and cross-functional collaboration will not only reduce risks but also foster safer, more resilient workplaces.
While the path forward may seem complex—especially for organizations operating across multiple states—it doesn’t have to be navigated alone. Understanding the nuances of new laws, aligning internal policies, and building a culture of safety takes time and expertise. But these steps are manageable with the right support and a thoughtful, phased approach.
Whether you’re just beginning to build a workplace violence prevention program or looking to align with evolving compliance requirements, we can help you make sense of the changes, identify priorities, and take meaningful action. Now is the right moment to turn compliance into a strategic advantage—one that protects your people, strengthens your operations, and reinforces your values.
