Starting in 2025, a major shift is coming for California employers. With new legal requirements in place, every business in the state will need to implement workplace violence prevention plans. These aren’t just best practices anymore—they’re legal mandates under California Labor Code Section 6401.9. The goal? To reduce and respond to workplace violence incidents, better protect employees, and establish a safer, more secure workplace across industries.
This guide will walk you through the core of workplace violence prevention plans: California’s new requirements for 2025, what compliance looks like, and how your business can prepare.
What Is a Workplace Violence Prevention Plan?
A workplace violence prevention plan, or WVPP, is a detailed written program designed to identify and mitigate workplace violence hazards. It addresses how to prevent, report, and respond to incidents involving threats, physical assaults, and any act of aggression that can cause harm to an employee.
As part of the workplace violence prevention regulation, California employers must now ensure that these plans are thorough, updated regularly, and fully implemented. And importantly, they apply to all employers—no matter your industry or employee headcount.
What Prompted California’s New Workplace Safety Rules?
Violent incidents in the workplace—ranging from altercations between coworkers to attacks by a former employee or customer—have led to increased scrutiny. Cal OSHA and other safety organizations received public pressure to develop proposed regulations that address these risks head-on.
Several high-profile incidents, increased rates of psychological trauma, and evidence of hostile work environments were strong indicators that more needed to be done. As a result, California passed new legislation requiring workplace violence prevention plans that are both proactive and enforceable.
An employment lawyer can help you better understand the technical details, but here’s the general breakdown.
Understanding Workplace Violence Prevention Requirements
1. Develop a Written WVPP
Every California employer must develop a formal WVPP that includes:
- Hazard identification for all potential workplace hazards
- Detailed reporting processes to report workplace violence incidents
- A defined post incident response plan, including access to trauma counseling
- Steps to correct workplace hazards and implement corrective measures
- Use of engineering controls and work practice controls to minimize exposure
- Clear guidelines on how to handle persons suspected of violence
- Training records and plans for workplace violence prevention training
2. Involve Employees in the Process
Active employee involvement and collaboration with authorized employee representatives are required throughout the development and review of the WVPP. Businesses must also encourage employees to share input, report concerns, and participate in discussions around violence prevention. Moreover, employers also need to record retention rules and make sure everything is up to the mark.
3. Maintain Thorough Records
You’ll need to keep:
- Violent incident logs
- A full incident log
- Relevant inspection records
- Any written comments and feedback
- Details on training relating to prevention, response, and safety awareness
Moreover, a violence prevention plan wvpp will also help employees and requiring employers to have effective training. The training assists employees working under inadequate staffing and requiring immediate support.
What Counts as Workplace Violence?
According to the workplace violence prevention regulation, workplace violence includes more than just physical altercations. It covers:
- Verbal threats
- Harassment stemming from a personal relationship
- Use or threat of a dangerous weapon or other dangerous weapon
- Physical force, including pushing, grabbing, or hitting
- Any behavior that could lead to psychological trauma or emotional harm
- Any incident where an employee sustains an injury
- Retaliation, intimidation, or actions that result in significant burdens
It also includes scenarios of self defense, where an employee may act to protect themselves from harm. We also recommending into how to sue for workplace violence? to get a better idea of your options and legal facilities.
Risk Factors and Common Settings
Certain work environments carry higher risks, especially jobs involving frequent or regular contact with the public. High-risk sectors include:
- Health care
- Social services
- Retail and hospitality
- Education
- Government offices
These workplaces are particularly vulnerable to criminal acts, conflicts involving former employees, or tensions arising from customer interactions.
Incorporating WVPPs with Existing Safety Plans
While many companies already maintain an illness prevention plan, the WVPP must be a distinct document. However, integrating the two can streamline training, resource allocation, and communication with employees.
Employers should also look at additional protections, like using security personnel, installing emergency alert systems, and improving environmental design.
Training and Prevention
To meet the 2025 requirements, employers must implement thorough workplace violence prevention training. This includes:
- De-escalation tactics
- How to safely confront persons suspected of threatening behavior
- Steps for reporting incidents immediately and accurately
- Role-specific protocols (e.g., for receptionists, night shift staff, or lone workers)
Employers are expected to train employees on recognizing risks, protecting themselves, and responding effectively.
Addressing Legal and Compliance Concerns
The plan must comply with:
- California Labor Code Section 6401.9
- Any applicable labor code provisions regarding occupational safety
- Requirements to submit written comments during reviews or audits
Employers should also include updated policies and procedures based on draft regulations, revised language, and any proposed changes to compliance rules.
Examples of Violent Incidents to Consider
An effective WVPP must account for a wide range of possibilities, such as:
- A violent act by a client against staff
- Verbal threats escalating into physical force
- A violent incident involving a former employee
- An assault with a dangerous weapon
- Abuse tied to personal relationships
The plan must clearly state that it includes violent acts, even if no injuries occur.
Ensuring the Plan Is Legally Sound
To stay compliant:
- Clearly state your effective procedures for reporting and response
- Make sure your WVPP outlines steps for confronting persons suspected of aggression
- Include language that differentiates lawful acts such as self defense
- Keep robust documentation through training records, violent incident logs, and a central incident log
- Highlight how your plan helps maintain legitimate business operations while reducing risk
Final Thoughts: Workplace Violence Prevention Plans and California’s Push for Safer Workplaces
With 2025 around the corner, workplace violence prevention plans: California’s new requirements for 2025 are more than a compliance task—they’re an opportunity to build safer, more responsive workplaces. By taking these regulations seriously and planning ahead, California employers can protect their teams from preventable harm and create more resilient work environments.
The need for strong violence prevention policies is clear. Whether your company has faced issues before or you’re preparing for the first time, this is your moment to act.
Get Help With Your WVPP from Bourassa Law Group
At Bourassa Law Group, we understand the importance of staying ahead of new regulations. Our team helps employers draft, update, and implement customized workplace violence prevention plans that meet California’s legal standards and genuinely improve safety.
From legal interpretation of the labor code to policy development, employee training, and risk mitigation—our employment lawyers are here to help you navigate it all.
Contact Bourassa Law Group today to get started with a consultation and make sure your business is ready for 2025.
1-800-870-8910