What Employers Need to Know About California’s SB 553 Workplace Violence Law
April is Workplace Violence Prevention Month — There’s No Better Time to Strengthen Your Safety Culture
Workplace violence remains a serious and growing concern across every industry. In response, California enacted Senate Bill 553 (SB 553) — a landmark law that places a legal obligation on nearly all employers to take proactive steps to protect their workforce.
The law officially took effect on July 1, 2024, ushering in the most comprehensive workplace violence prevention requirements in the nation. For organizations that haven't yet addressed this law or want to ensure ongoing compliance, now is the time to act.
Why SB 553 Was Enacted
Prior to SB 553, most California industries lacked clear legal mandates around workplace violence prevention, even as incidents continued to rise. The law was signed by Governor Gavin Newsom on September 30, 2023, and aims to prevent harm before it occurs by requiring all employers to establish formal, preventative measures.
Unlike traditional safety policies focused on physical risks, SB 553 emphasizes behavioral threats, interpersonal aggression, and violence from both internal and external sources.
SB 553 Requirements: What Employers Must Do
Although the July 1, 2024 deadline has passed, compliance is ongoing — and it’s never too late to get your program in order. Here’s what the law requires:
1. Maintain a Written Workplace Violence Prevention Plan (WVPP)
Every employer must maintain a WVPP, either as part of their existing Injury and Illness Prevention Program (IIPP) or as a standalone document. This plan must be tailored to the unique risks present in each facility, department, or job function.
2. Involve Employees in Development and Implementation
Employees and their representatives must be included in identifying risks and developing the WVPP. This is not just a best practice — it's a legal requirement, recognizing that those on the front lines often have the most insight into early warning signs.
3. Create Clear Incident Reporting and Response Procedures
Employees must be able to report incidents or threats of violence without fear of retaliation. Employers must respond promptly and appropriately, documenting actions taken and offering support where needed.
4. Log All Violent Incidents
Employers are required to maintain a Violent Incident Log that documents every instance of workplace violence — including verbal threats or near misses. This log helps organizations detect patterns and adapt prevention strategies accordingly.
5. Identify and Correct Hazards
SB 553 requires employers to proactively assess their workplaces for violence-related hazards and take immediate steps to correct them. This includes physical and procedural changes based on risk factors.
6. Provide Annual and New-Hire Training
All employees must receive:
- Initial training on the WVPP (if hired after July 1, 2024)
- Annual refresher training for all employees
Training must cover how to recognize risks, de-escalate threats, and respond to incidents appropriately.
7. Keep Detailed Records
In addition to the Violent Incident Log, employers must retain records of hazard evaluations, training rosters, and WVPP updates for set retention periods. These may be reviewed by Cal/OSHA for compliance verification.
Understanding the Four Types of Workplace Violence
SB 553 recognizes that workplace violence is not one-size-fits-all. The law requires your WVPP to address all of the following:
- Type 1 (Criminal Intent): Violence by individuals with no legitimate business on the premises (e.g., robbery).
- Type 2 (Customer/Client): Violence from clients, patients, or the public (e.g., a patient attacking a nurse).
- Type 3 (Worker-on-Worker): Violence or threats from a current or former employee.
- Type 4 (Personal Relationship): Domestic violence that spills into the workplace (e.g., a spouse threatening an employee at work).
What Employers Should Be Doing Now
Even though the initial deadline has passed, this law is not a “one-and-done” requirement — it’s a living program that must be reviewed, updated, and practiced regularly. Employers should:
- Confirm their WVPP meets all legal criteria
- Ensure documentation and logs are up-to-date
- Conduct refresher training for all staff
- Monitor for new risks or incidents
- Review plan effectiveness annually with employee input
Going Beyond Compliance
Compliance is only the baseline. SB 553 presents an opportunity for leaders to create a resilient, proactive workplace culture where safety is embedded in daily operations.
An effective WVPP does more than check boxes — it fosters trust, reduces liability, and empowers employees to recognize and prevent violence before it escalates.
Need Help? Secure Measures is Your SB 553 Partner
At Secure Measures, we specialize in helping organizations develop and sustain effective safety and violence prevention programs. Our team of experienced professionals — including law enforcement veterans, crisis intervention experts, and workplace safety consultants — is ready to help you:
- Develop a compliant Workplace Violence Prevention Plan
- Conduct threat and hazard assessments
- Train staff on real-world prevention and response techniques
- Establish reporting systems and documentation protocols
- Review and update existing policies for ongoing compliance
Whether you’re starting from scratch or refining your existing plan, we’ll work with you to create a tailored, actionable, and legally compliant program that fits your culture and operations.
Take Action This April
As we observe Violence Prevention Month, take this opportunity to prioritize workplace safety in a meaningful way.
📞 Schedule a consultation with Secure Measures
🌐 Visit www.secure-measures.com
📧 Email us at info@secure-measures.com
The law is now in effect — but safety is always in motion. Let’s build a workplace where prevention is part of the culture.