California employers should already be aware that as of July 1, 2024, in accordance with California’s SB 553, they must have established, implemented, and be maintaining a comprehensive written Workplace Violence Prevention Plan (WVPP).  

The legislature’s involvement in the Cal/OSHA regulatory process was driven by the fact that Cal/OSHA’s process was moving too slowly. Proposed regulatory changes to address workplace violence in all industries were proposed by the agency in 2018 but not revisited until 2022. In response to rising incidents of workplace violence during that time, the state forced completion of the regulatory process by enacting SB 553.  

Under SB 553, Cal/OSHA is required to develop and submit a workplace violence prevention standard to the Cal/OSHA Standards Board by December 31, 2025. Subsequently, the Standards Board must adopt this standard no later than December 31, 2026. In compliance with this mandate, Cal/OSHA revised its initial draft regulation on workplace violence and opened it for public comment. The public comment period concluded on September 3, 2024, and the agency conducted its first open discussion on the amended draft during an all-day advisory committee meeting on January 24, 2025.   

Broadly summarized, the key changes discussed at the advisory committee meeting included the addition of more specific compliance obligations, hazards, and engineering controls and new requirements aimed at employee conduct (i.e., what employees can and cannot be asked to do). Employer representatives present at the meeting expressed concerns about the timing and feasibility of imposing new obligations. It was generally observed that there has not been sufficient time to effectively assess the impact of existing obligations, making it difficult to determine their effectiveness.  

What Does it Mean 

The status of the revised draft regulations has not changed. In alignment with regulatory administrative procedures, the revision process is expected to continue throughout this year, with an anticipated Standard’s Board final vote by late 2026. 

In the interim, employers should continue to monitor Cal/OSHA’s progress, review current workplace violence prevention plans and training programs to ensure they align with SB 553, and be prepared for potential new requirements. Monitoring will also provide those interested with additional opportunities to provide input on the draft regulations through additional public comment and discussion periods which will also continue throughout the year. Keeping employees informed about potential changes and involving them in discussions about workplace safety will also aid compliance efforts and help foster a collaborative environment as required by SB 533.