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It has been more than a year since SB 553 (California’s comprehensive workplace-violence prevention law) became mandatory for most California employers. Employers now enter the first cycle of annual review and retraining, and Cal/OSHA’s expectations are rising.
Before SB 553, workplace-violence policies were largely elective and inconsistent. Plans were often generic, rarely updated, and reactive rather than preventive. Over the past year, every California employer covered by SB 553 has been required to build and maintain a formal, site-specific Workplace Violence Prevention Plan (WVPP), and to integrate it into day-to-day operations.
What the First Year Taught Employers
1. A WVPP Must Be More Than a Template
Cal/OSHA has made clear that “copy-paste” plans generally fail. Effective plans list responsible personnel, describe site-specific hazards, outline reporting channels, and provide realistic emergency procedures.
2. “Workplace Violence” Is Broad
Employers should log incidents involving threats, attempted violence, electronic communications, psychological distress, customers, trespassers, and domestic-violence spillover.
3. Training Must Be Interactive and Specific
Annual training should allow employee questions and cover the employer’s actual WVPP, not just hypothetical content or generic safety videos.
4. Post-Incident Investigations Require Structure
Employers learned that timely investigations, hazard corrections, and updated documentation are not optional steps; they are core compliance duties.
Annual Requirements: Year Two Starts Now
SB 553 imposes continuing, not one-time, duties. Employers must:
- Review and update their WVPP based on incidents, new hazards, and corrective actions.
- Retrain all employees, even if no changes were made to the plan.
- Ensure violent-incident logs and investigation records are up-to-date and preserved for the required time periods.
Employers who have not yet completed their 2025 WVPP review or annual retraining should do so promptly.
What Employers Should Do Now
- Conduct and document the annual WVPP review
- Refresh hazard assessments and corrective measures
- Complete interactive annual training
- Verify incident logs and investigation records are maintained properly
- Coordinate with contractors, property managers, and vendors
SB 553 is a long-term compliance commitment. Employers who stay proactive will be better positioned to protect their workforce and avoid enforcement risk.
JMBM’s Labor & Employment attorneys counsel businesses and management on workplace issues, helping to establish policies that address problems and reduce job-related lawsuits. We act quickly to resolve claims and aggressively defend our clients in all federal and state courts, before the Department of Labor, the NLRB, and other federal, state and local agencies, as well as in private arbitration forums. We represent employers in collective bargaining negotiations and arbitration. If you have questions or need guidance on how these changes may affect your business, please contact a JMBM attorney.
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