Workplace violence isn’t just a statistic — it’s a reality that security professionals confront daily. Imagine a manufacturing company blindsided by an incident on the shop floor. Safety protocols are in place, yet they’re unprepared for violence involving an employee or visitor. Legal complications arise, claims are filed, and productivity takes a hit.
Unfortunately, situations like this are not uncommon. With over 57,000 incidents reported in 2021, workplace violence ranks among the top causes of work-related deaths in the U.S., impacting morale, safety, and exposing businesses to legal risks.
Steve Powers, an Associate Managing Director of ESRM at Kroll, (Resolver’s parent company) emphasizes that, when it comes to implementing workplace violence laws, “Legislation is rarely proactive; it often comes after a tragedy has occurred.” Take, for example, the 2021 Valley Transportation Authority (VTA) shooting in San Jose, which claimed nine lives. The tragic incident led to the passage of California Senate Bill 553 (SB 553) — the first legislation of its kind mandating comprehensive workplace violence prevention plans.
For security teams and leaders, laws like SB 553 mean shifting from reactive to proactive measures. Compliance now requires building systems that don’t just respond to violence but prevent it. This approach transforms security operations, emphasizing preparation, documentation, and collaboration to enhance resilience in high-stakes environments. Read on to learn how to comply with today’s workplace violence legislation requirements and get ahead of what lies ahead.
How U.S. workplace violence laws evolved: 1970-2024
High-profile tragedies have continually shaped U.S. workplace violence laws, as lawmakers respond to exposed safety gaps. Paying attention to the evolution of the legislation helps us spot patterns in what may be coming in the days ahead.
Initially aimed at domestic violence, protective orders or restraining orders, expanded to address threats that could follow employees into the workplace. The 1999 Columbine tragedy prompted schools and workplaces alike to implement systematic threat assessment processes to recognize early warning signs.
Today, red flag laws allow authorities to act on warning signs, including firearm restrictions for individuals deemed high-risk. Meanwhile, formal threat assessment frameworks like RAGE-V support organizations in identifying and managing high-risk behaviors before incidents escalate. Now, state-specific legislation like SB 553 and NY’s Retail Worker Protection Act are setting new standards for prevention.
Read more about RAGE-V in our comprehensive guide
Understanding today’s workplace violence laws
Workplace violence laws have changed significantly over the years, often due to tragic incidents that exposed gaps in safety protocols. Two laws are reshaping workplace violence prevention requirements: California’s SB 553 and New York’s Retail Worker Protection Act. Here’s what security teams need to know:
California’s Senate Bill 553 (SB 553)
California’s SB 553, which took effect in July 2024, sets a new standard for workplace safety. If your organization has 11 or more employees in California, the law requires a detailed safety plan, ongoing employee training, clear incident documentation, and cross-departmental collaboration among security, HR, and legal. This standard is one of the most comprehensive in the country, with other states following its lead.
New York’s Retail Worker Protection Act
Set to roll out in mid-2025, New York’s Retail Worker Protection Act will introduce new safety requirements specifically aimed at protecting retail workers. If you operate a retail business with 10 or more employees in New York, these rules will apply to your organization. The law requires written safety plans addressing retail-specific risks, annual hands-on training, emergency panic buttons for larger stores, and ongoing updates as risks evolve.
These laws show how workplace safety requirements are becoming more detailed and demanding. For your security team, this means establishing robust systems to prevent violence, respond to incidents, and prove compliance with the latest regulations.
4 Key steps for security teams to meet workplace violence laws
New workplace violence laws demand that security teams take a proactive approach, moving beyond a reactive stance. Your teams must now anticipate potential security incidents, identify early violence threats, and prevent dangerous situations from escalating.
For security leaders like you, this means moving beyond quick fixes. Compliance with these laws is more than simply following rules. It builds resilience, reduces legal risks, and makes workplaces safer. Here’s what an effective prevention program should include (and why it matters):
- Create a practical prevention plan: Craft a clear, actionable plan that spells out roles and responsibilities when threats surface. Powers insists that policies “can’t be top-down only —they need frontline input from those closest to hazards.” Frontline staff know the early warning signs, so involve them in planning. This isn’t theory; it makes sure every team member knows their role and can act quickly and consistently.
- Provide hands-on, scenario-based training: Effective training needs to go beyond annual PowerPoints. Your team needs regular, hands-on practice that keeps skills sharp and instincts ready. Powers emphasizes that “good training goes beyond checking boxes.” Real-life scenarios allow teams to respond naturally and recognize risks in the moment, giving them tools, not just knowledge.
- Document every incident, training session, and safety check: If it’s not documented, it’s as if it didn’t happen. Logging every incident, response, and safety check helps you catch patterns early, track what’s working, and prove your team’s efforts if questioned. Well-organized records also provide concrete evidence of your preventive efforts and response protocols, which is essential in the event of a legal or regulatory review. With everything logged and ready, you won’t be scrambling for data in an audit — you’ll be prepared, confident, and positioned to keep your workplace safe.
- Coordinate closely with HR, Legal, and management: Workplace violence prevention isn’t a solo mission for security — it’s a cross-functional effort. Powers advises, “Bring all departments to the table — HR, Legal, and management. When every team knows their role, responses are faster and stronger.” HR can support employee-related issues, Legal ensures compliance, and managers reinforce safety practices daily. Working together across departments strengthens your program and shows employees that safety is a company-wide commitment.
These steps go beyond meeting basic requirements — they build a safer, stronger workplace. When your team takes a proactive, organized approach, you reduce risks, build resilience, and earn the trust of everyone relying on a secure environment.
Streamline your workplace legislation compliance efforts with Incident Management Software
For experienced security leaders, compliance with laws like California’s SB 553 do more than tick boxes. They help you maintain airtight records, provide smooth team coordination, and keep you audit-ready. Real-time tracking and centralized documentation are the backbone of a proactive approach, and Incident Management Software makes that easier.
With Incident Management Software, Security, HR, and Legal stay connected without endless back-and-forth. Automated logs and intuitive reporting tools let your team make faster, data-backed decisions and keep records audit-ready. It’s compliance made manageable, without the hassle.
And as workplace safety laws like SB 553 and New York’s Retail Worker Safety Act raise the bar, this technology keeps you ahead. For a real-world look at how one team tackles these demands, check out our case study with an award-winning security team.
