What you need to know about California’s Senate Bill 553

Senate Bill 553 (SB 553) introduced new workplace violence prevention requirements for many employers across California. Covered employers are required to create and maintain a workplace violence prevention plan (WVPP), train employees, and keep records related to workplace violence prevention efforts.

SB 553 went into effect on July 1, 2024, making workplace violence prevention a formal workplace safety requirement under Cal/OSHA. Today, employers should focus not only on meeting the requirements, but on building practical prevention and response processes that employees can actually follow.

Whether you're updating an existing program or building one from scratch, this guide breaks down what SB 553 requires, who it applies to, what needs to be included in a WVPP, and how employers can strengthen workplace safety over time.

Summary of SB 553 

SB 553 is California’s workplace violence prevention law, requiring covered employers to establish, implement, and maintain a workplace violence prevention plan (WVPP). The goal of the law is to help employers identify workplace violence risks, prepare employees to respond effectively, and create consistent processes for prevention, reporting, and emergency response.

A compliant WVPP must include:

• Procedures for identifying and evaluating workplace violence hazards
• Methods for preventing and correcting workplace violence risks
• Emergency response procedures
• Processes for reporting and investigating workplace violence incidents
• Training requirements for employees
• Recordkeeping requirements for workplace violence incidents and training

The WVPP must be specific to each workplace and include the names or job titles of the people responsible for implementing it.

SB 553 is enforced by Cal/OSHA and reflects a broader shift toward proactive workplace violence prevention. Employers should also be aware that a permanent Cal/OSHA workplace violence prevention standard is expected by December 31, 2026, making it important to regularly review and update WVPPs as requirements continue to evolve.

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Who does SB 553 apply to?

SB 553 generally applies to employers with employees in California, with some exceptions. The law does not apply to:

• Employers already covered by Cal/OSHA’s workplace violence prevention requirements for healthcare settings
• Certain law enforcement and correctional facilities
• Employees who work remotely from locations outside the employer’s control
• Employers with 10 or fewer employees working at a location that is not open to the public
• Employees who work entirely outside California

Review your specific circumstances to understand whether SB 553 applies to your workplace, but note that the law applies to any location or office in California accessible to the public or where employees interact with others. (There’s no exemption for organizations headquartered outside the state.)

As of January 1, 2025, an additional provision took effect allowing union collective bargaining representatives to request temporary restraining orders on behalf of employees affected by workplace violence events.

Key SB 553 requirements

Workplace violence prevention plan requirements

Covered employers must create and maintain a WVPP that is customized to their workplace. The plan should outline:

• How workplace violence hazards are identified and evaluated
• How risks are corrected or reduced
• Who is responsible for implementing the plan
• How employees report workplace violence concerns
• Emergency response procedures
• How incidents are documented and reviewed

The plan should also account for the realities of today’s workplaces, including multiple locations, hybrid work environments, visitors, contractors, and changing risk conditions.

A strong WVPP is not just a document that sits on a shelf. Cal/OSHA has made it clear that generic, copy-pasted plans generally fail enforcement scrutiny. Effective plans list responsible personnel by name or job title, describe site-specific hazards, outline clear reporting channels, and provide realistic emergency procedures that employees can actually follow. 

In other words, if your plan could apply to any workplace, it probably needs more work.

What must be included in training under SB 553?

Employers covered by SB 553 must provide workplace violence prevention training when their WVPP is first implemented and at least once a year after. At a minimum, the training should cover:

• The employer’s workplace violence prevention plan and how to access it
• How to report workplace violence concerns and incidents
• Workplace violence hazards relevant to employees’ roles and locations
• The steps the employer has taken to reduce workplace violence risks
• How to seek assistance during an incident and strategies for avoiding physical harm
• How to access workplace violence incident records

The training must also include an opportunity for employees to ask questions and receive answers from someone familiar with the employer’s WVPP.

Employers are required to keep records of each training session, including the date, content covered, and the names and job titles of both trainers and attendees.

If you haven't reviewed your workplace violence prevention plan or completed annual employee training recently, now is a good time to do so. Under SB 553, workplace violence prevention training must be provided annually. Additional training may be required when new hazards emerge, but it doesn't take the place of the yearly training requirement.

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Workplace violence incident reporting and recordkeeping

SB 553 requires employers to maintain a violent incident log that captures information about workplace violence incidents. The log should include information such as when and where the incident occurred, what happened, the type of workplace violence involved, the actions taken in response, and any corrective measures implemented afterward.

These records help organizations identify patterns, understand risks, and improve prevention strategies over time.

Emergency response procedures

A WVPP must include procedures for responding to workplace violence emergencies, including:

• How employees receive emergency instructions
• How emergency responders are contacted
• How employees and visitors are accounted for
• How organizations communicate during an active incident
• How response efforts are coordinated across locations

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How Envoy can support SB 553 readiness

Envoy helps workplace and security teams support key SB 553 requirements by improving visibility, communication, and emergency coordination.

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The strongest workplace safety programs are built around real visibility, connected processes, and the ability to respond quickly if something does happen. With a permanent Cal/OSHA standard expected by the end of 2026, now is a good time to make sure your WVPP is current, your team is trained, and your tools are keeping up.

If you’re evaluating how your current setup supports that, learn how Envoy supports emergency management and workplace safety.

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