Rapidly Shifting Landscape for Employers
Workplace violence prevention is no longer just a best practice—it’s becoming a legal obligation in many states. As federal movement on this issue remains uncertain, state legislatures are stepping up, introducing laws that require businesses to implement violence prevention plans, conduct risk assessments, and provide employee training. For large, multi-state employers, tracking these changes is essential for compliance and risk mitigation.
To help businesses navigate this evolving landscape, we’ve compiled a quick-reference guide outlining recent and pending workplace violence prevention legislation across the U.S. See legislation by state.
Emerging Industries Affected
While healthcare and retail remain focal points for new legislation, several other industries are seeing increased attention in workplace violence prevention laws, including:
- Transportation & Logistics – New discussions around protecting ride-share drivers, delivery workers, and warehouse employees.
- Education – Several states are considering workplace violence protections for teachers and school staff, including mandatory reporting and security measures.
- Government & Public Sector – Laws expanding workplace violence prevention requirements for municipal employees, including social workers and emergency responders.
New Enforcement Mechanisms
States are taking workplace violence prevention more seriously by increasing enforcement measures. Key developments include:
- Mandatory Data Reporting: Several states now require employers to track and submit reports on workplace violence incidents.
- Whistleblower Protections: More laws are being written to ensure employees who report threats or violence are safeguarded against retaliation.
- On-Site Security Requirements: Some laws are mandating security personnel in high-risk environments like hospitals, large retail stores, and government agencies.
Federal Level Developments
At the federal level, workplace violence prevention remains a patchwork of initiatives rather than a unified mandate. Notable updates include:
- OSHA’s Workplace Violence Standard: While still in development, OSHA continues to push for a nationwide standard that would require all employers to implement workplace violence prevention programs.
- The Workplace Violence Prevention for Health Care and Social Service Workers Act: This bill, previously introduced in Congress, continues to be debated and could eventually set nationwide standards for violence prevention in high-risk industries.
- EEOC Guidance on Workplace Safety: The Equal Employment Opportunity Commission (EEOC) has issued updates emphasizing employer obligations to prevent workplace violence as part of maintaining a discrimination-free environment.
Note on the Current Federal Landscape:
The regulatory direction under the current administration marks a significant departure from prior efforts to establish nationwide standards. While no clear plan for workplace violence regulation has been outlined, ongoing initiatives around government restructuring and deregulation suggest a limited appetite for new federal mandates. As a result, 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.
The Big Picture: Trends and Takeaways
- Proactive Risk Mitigation Is Now a Legal Expectation
Businesses are being required to assess workplace risks before incidents occur. This is a fundamental shift from reactive crisis response to proactive prevention. - A Growing Emphasis on Employee Protection & Training
More states are mandating annual training, crisis response teams, and security staffing in high-risk industries. - Multi-State Employers Must Build Flexible Compliance Strategies
With different laws emerging nationwide, companies need a scalable approach to compliance that accommodates state-specific regulations while maintaining a unified prevention strategy.
Preparing for the Future
Organizations that prioritize early adoption of workplace violence prevention policies will be ahead of the curve as more states introduce regulations. Implementing comprehensive training programs, risk assessments, and incident reporting systems now can prevent compliance headaches later.
As these laws evolve, businesses must ask themselves: Are we equipped to protect our employees while staying compliant?
For those navigating this complex regulatory landscape, expert guidance and tailored training solutions can make all the difference.
Heart and courage.
Please note: This post is designed as a general reference. Employers should consult legal professionals for state-specific compliance requirements.
Recommended Training
Through a behavior-based approach, Atana's Getting Real About Workplace Violence course and data-driven insights help organizations achieve compliance with workplace violence mandates while driving lasting change. The solution enables organizations, including large multi-state employers, to meet their training needs without complex implementation or disruption to operations. Versions include: General Business, Retail, New York Retail, California, and California Retail.
State-Level Workplace Violence Prevention Laws (2024-25)
Alaska Workplace Violence Prevention Law
Bill: SB 49−Gives employers legal tools to protect employees from threats and attacks.
Industries Impacted: All employers
Date: 1/1/2026
Details
- Will allow employers to request workplace violence protective orders.
California Workplace Violence Prevention Law
Bill: SB 553−Requires nearly all employers to implement a workplace violence prevention plan, significantly expanding protections beyond healthcare settings.
Industries Impacted: All employers
Date: 7/1/2024
Details
- Mandates written workplace violence prevention plans, California-compliant training, and incident tracking for most CA employers.
- Applies to nearly all industries, except for businesses already covered by existing Cal/OSHA healthcare regulations.
Massachusetts Workplace Violence Prevention Law
Bill: HD.1856−Addresses WPV risks in human services, ensuring proactive prevention, employee safety, and accountability.
Industries Impacted: Human Services
Date: Pending
Details
- Requires annual risk assessments, training, and written prevention plans to reduce workplace violence.
- Mandates crisis response teams, protects whistleblowers, and enforces compliance through fines and regulations.
Bill: HD.3502 / SD.1639−Enhances workplace violence prevention in healthcare, ensuring employee safety, support, and accountability.
Industries Impacted: Healthcare
Date: Pending
Details
- Mandates annual risk assessments, training, and written prevention plans to mitigate workplace violence.
- Provides paid leave for victims, requires incident reporting, and strengthens public safety collaboration.
Bill: HD.2124 / SD.1307−Protects home healthcare workers, who often face heightened risks of workplace violence in isolated settings.
Industries Impacted: Home Healthcare
Date: Pending
Details
- Requires annual safety training, service setting risk assessments, and emergency communication tools.
- Grants workers the right to refuse unsafe assignments, mandates crisis response teams, and provides paid leave for victims.
New York Workplace Violence Prevention Law
Bill: SB S740 (NY Retail Worker Safety Act)−Requires employers with 10+ retail employees to develop and implement programs to prevent workplace violence and to provide training on these programs.
Industries Impacted: Retail employers
Date: 6/2/2025
Details
Employers must conduct a risk evaluation by examining the workplace for potential hazards related to workplace violence and also provide a written Workplace Violence Prevention Plan that:
- Identifies potential risks.
- Explains reporting procedures for identifying risks, and incidents.
- Explains prevention procedures.
- Describes emergency procedures, emergency exits, and meeting places.
Training requirements include:
- Store-specific training on the Workplace Violence Prevention Plan and emergency procedures.
- Information and interactive training for NY retail employees on various workplace violence issues and strategies that employees can use to protect themselves, including de-escalation tactics and how to stay safe during an act of violence.
Bill: S740 / A1678−Enhances retail worker safety by refining emergency response measures and adjusting training requirements.
Industries Impacted: Retail employers
Date: Adjusted training requirements effective 6/2/2025, emergency response measures 1/1/2027.
Details
- Replaces “panic buttons” terminology with “silent response buttons” (SRBs) for internal security alerts.
- Requires SRBs for retailers with 500+ employees by 2027.
- Adjusts training frequency for smaller businesses.
Bill: A 203−Strengthens hospital security and violence prevention, ensuring safer environments for healthcare workers and patients.
Industries Impacted: Hospitals
Date: 280 days post-enactment
Details
- Mandates hospital violence prevention programs aligned with CMS and accrediting standards.
- Requires trained security or off-duty law enforcement in emergency departments, prioritizing high-population areas.
Ohio Workplace Violence Prevention Law
Bill: HB 452−Strengthens hospital security and violence prevention by requiring risk-based security plans and de-escalation training.
Industries Impacted: Hospitals
Date: 4/9/2025
Details
- Mandates security plans developed with input from staff and patients, focusing on high-risk areas.
- Requires de-escalation training for security personnel and continuous presence of trained staff in ERs and psych units.
Oregon Workplace Violence Prevention Law
Bill: HB 2552−Enhances workplace violence prevention in healthcare settings through safety planning, reporting, and funding.
Industries Impacted: Healthcare
Date: 1/1/2026
Details
- Requires safety committees, annual training, and reporting of workplace violence incidents.
- Establishes a state-funded grant program and mandates enhanced safety measures for home healthcare staff.
Bill: SB 537−Reinforces workplace violence prevention in healthcare by requiring structured safety measures and reporting.
Industries Impacted: Healthcare
Date: Pending
Details
- Mandates safety committees, periodic risk assessments, and annual employee training.
- Requires healthcare employers to report workplace violence data to state regulators.
Virginia Workplace Violence Prevention Law
Bill: HB 1919−Strengthens workplace violence prevention in Virginia by mandating policies for large employers and protecting whistleblowers.
Industries Impacted: All employers
Date: Would have taken effect January 1, 2027. Legislation vetoed by Governor, March 24, 2025.
Details
- Requires employers (100+ employees) to implement tailored workplace violence prevention policies.
- Mandates reporting mechanisms and prohibits retaliation against employees who report incidents.
Bill: HB 1620−Aims to assess workplace violence in Virginia and develop strategies for prevention, education, and support.
Industries impacted: All employers
Date: Legislation has been tabled
Details
- Creates a state workgroup to evaluate workplace violence trends and recommend prevention measures.
- Focuses on workplace safety, conflict resolution training, and employee support services.
Washington Workplace Violence Prevention Law
Bill: HB 1162−Strengthens workplace violence prevention in healthcare through structured planning, training, and incident response.
Industries Impacted: Healthcare
Date: 1/1/2026
Details
- Requires healthcare employers to implement workplace violence prevention plans with committee input.
- Mandates incident investigations, annual reviews, and employee training on violence prevention.
Bill: SB 5162−Reinforces workplace violence prevention in healthcare with specific requirements for reporting and investigations.
Industries impacted: Healthcare
Date: Pending
Details
- Similar to HB 1162 but with distinct provisions on committee roles, reporting, and incident investigations.
- Mandates compliance by January 1, 2026.
Wyoming Workplace Violence Prevention Law
Bill: HB 0155−Increases accountability and data collection on workplace violence in healthcare facilities.
Industries Impacted: Healthcare
Date: Initiative failed. The House did not consider the bill for introduction.
Details
- Requires state-funded hospitals, clinics, and long-term care facilities to report workplace violence incidents monthly.
- Mandates standardized data collection on perpetrators, risk factors, and incident details, with state oversight.
James Sporleder - James has 30 years’ experience in the security industry. With a unique background in specialized captivity survival, James has trained thousands of US military personnel from some of the most elite units in the US Department of Defense. He’s worked in the corporate arena for nearly 20 years, focusing on the development and implementation of specialized training programs and helping more than 50 percent of the Fortune 100 prepare for and respond to emerging challenges related to workplace violence, intimate partner violence, and extreme violence such as active shooter.
Don Robinson - For 23 years, Don worked for the FBI—specializing in counterterrorism, organized crime and narcotics investigations, and serving as a regional program coordinator for FBI Domestic Terrorism, Civil Rights and Organized Crime programs. After retiring, Don began a second career in behavioral health where he established one of the first Behavioral Health Crisis Centers and served as the Manager of Behavioral Health Crisis Intervention Services at a 296-bed community hospital. He is an experienced Crisis/Hostage Negotiator, a Certified Threat Manager®, and a certified law enforcement instructor.
