California Requires Workplace Violence Prevention Plans by July 2024

What Changed

Senate Bill 553 (SB 553) establishes new workplace violence prevention requirements for nearly all California employers. Under this law, employers must:

• Develop and implement a written Workplace Violence Prevention Plan (WVPP) as part of their existing Injury and Illness Prevention Program (IIPP)

• Provide annual training to all employees on workplace violence hazards, prevention measures, how to report incidents, and the employer's response plan

• Maintain a violent incident log documenting every workplace violence incident, including the date, time, location, type of violence, and outcome

• Keep records of workplace violence hazard identification, training, and incident investigations for a minimum of five years

The WVPP must be specific to each work location and must involve employee participation in its development and implementation.

Who Is Affected

SB 553 applies to nearly all California employers, with limited exceptions for:

• Employers already subject to Cal/OSHA's Violence Prevention in Health Care standard

• Certain law enforcement agencies

• Facilities operated by the Department of Corrections and Rehabilitation

• Employees who telework from a location of their choice that is not under the employer's control

There is no employer size threshold — even small employers must comply.

Where It Applies

California statewide. The plan requirement applies to each work location within California.

When It Takes Effect

July 1, 2024. Employers have approximately eight months from the law's signing to develop plans, train employees, and establish record-keeping systems.

Why It Matters

Workplace violence is the third leading cause of fatal occupational injuries in the United States. California is the first state to require comprehensive workplace violence prevention plans across all industries. Cal/OSHA will enforce SB 553, and violations may result in citations and penalties consistent with other workplace safety violations, which can range from thousands to tens of thousands of dollars per violation.

This law requires significant operational effort — creating a plan, conducting hazard assessments, developing training materials, and establishing logging and record-keeping procedures. Employers should not underestimate the preparation time required.

The Humareso Take

This is a substantial new compliance obligation, and the July 2024 effective date may feel far away, but developing a meaningful workplace violence prevention plan takes time. We strongly recommend starting now. The plan must be tailored to each work location, involve employees in its creation, and include genuine hazard assessments — not just boilerplate language. If you already have a strong IIPP, you have a foundation to build on. If your IIPP is collecting dust, this is a wake-up call to bring it up to date.

Recommended Action Steps

1. Begin developing your Workplace Violence Prevention Plan for each California work location, incorporating site-specific hazard assessments and employee input.

2. Review and update your existing IIPP to ensure it provides a solid foundation for the new WVPP requirement.

3. Develop annual training materials covering workplace violence recognition, prevention, reporting procedures, and emergency response.

4. Establish a violent incident log and record-keeping system to document incidents and maintain records for the required five-year retention period.

5. Train managers and supervisors on their responsibilities under the plan, including how to respond to reports and conduct investigations.

6. Contact your Humareso representative for assistance developing a compliant Workplace Violence Prevention Plan tailored to your organization.