Workplace violence prevention is no longer limited to high-risk sectors like health care. States across the country are moving toward mandatory written prevention plans, regular risk assessments, employee training and anti-retaliation protections. Because the legal landscape is rapidly evolving, employers should review and update their workplace violence policies at least annually and confirm compliance with their state’s most current requirements.
While California leads the way, numerous states have adopted or are considering similar workplace violence prevention measures. Following is an update on specifics in ten other states.
California
Most California employers are already required under Senate Bill 553 to maintain a written workplace violence prevention plan (WVPP). On May 13, 2025, Cal/OSHA issued a new draft of its proposed Workplace Violence Prevention in General Industry regulation, updating its July 2024 version. The draft incorporates advisory committee feedback and provides important clarifications. It:
- Removes the prior “confronting criminals” ban and replaces it with a non-retaliation rule protecting employees who act in self-defense or defense of others
- Clarifies headcount exemptions, applying the WVPP requirement only to employers with 10 or more total employees (rather than 10 employees working at the same time)
- Refines definitions of “engineering” and “work practice controls,” emphasizing that listed examples (e.g., shatter-resistant glass, metal detectors, security personnel) are illustrative, not mandatory
- Expands the definition of workplace violence hazards to include factors such as hostile work environments, excessive overtime and inadequate staffing
- Requires employers to provide alternative reporting channels for employee-on-employee (type 3) violence and to maintain records for five years (training records for one year).
These revisions will eventually supersede existing SB 553 requirements once finalized—anticipated by late 2025—so California employers should review their WVPPs now for alignment.
Other states
California’s model continues to influence national policy trends, and many states have adopted or are considering similar workplace violence prevention measures. Key examples highlighted by labor and employment firm Ogletree Deakins include:
- Illinois. The state requires health care employers to implement violence prevention programs, conduct risk assessments, provide panic buttons and train employees under the Health Care Violence Prevention Act.
- Texas. As of Sept. 1, 2024, health-care facilities must maintain written workplace violence prevention plans under Senate Bill 240.
- Pennsylvania. The Health Care Workplace Violence Prevention Act passed the state House in 2025, proposing mandatory violence prevention committees, risk assessments and training for hospitals.
- Vermont. House Bill 259 of 2025 mandates hospital security and workplace violence prevention plans, including advisory teams and designated safety liaisons.
- New York. The expanded Workplace Violence Prevention Law (Labor Law §27-b) covers public educational facilities and enacts additional requirements for retail and hospital safety programs.
- Oregon. HB 2552 and SB 537 would require health-care entities to form safety committees, conduct hazard assessments, provide training and report workplace violence data.
- Washington. HB 1162 and SB 5162 propose comprehensive workplace violence prevention plans for health-care employers, with annual reviews and mandatory reporting.
- Virginia. HB 1919 of 2025 would require employers with 100 or more employees to develop and maintain workplace violence prevention policies, including anti-retaliation protections.
- Ohio. HB 452 (effective April 9) requires hospital systems to implement security plans, conduct risk assessments, train personnel and establish incident-reporting systems.
