Reference Guide
California SB 553: The Complete Guide
Everything California employers need to know about Senate Bill 553, Workplace Violence Prevention Plans, Cal/OSHA enforcement, and the 2026 permanent standard.
In this guide
1. What is SB 553?
SB 553 is California Senate Bill 553, signed into law by Governor Newsom in 2023. It added Section 6401.9 to the California Labor Code, requiring nearly every employer in California to establish, implement, and maintain an effective written Workplace Violence Prevention Plan (WVPP).
The law took effect on July 1, 2024. Cal/OSHA has been actively enforcing it since that date. Inspectors can arrive unannounced at any worksite and request to see the employer’s written plan, training records, and violent incident log.
SB 553 is the broadest workplace violence prevention mandate in the United States. Unlike previous California regulations that targeted specific industries (healthcare facilities under Section 3342), SB 553 applies to nearly all employers regardless of industry or size.
2. Who must comply
Nearly all California employers must comply with SB 553. The exemptions are narrow:
- Employers with fewer than 10 employees that are not accessible to the public
- Workplaces already covered by specific Cal/OSHA violence prevention standards (healthcare facilities under Section 3342, certain law enforcement agencies)
- Remote employees working from locations not controlled by the employer
- Department of Corrections and Rehabilitation facilities
The “fewer than 10 employees” exemption is frequently misunderstood. A 5-person restaurant, retail store, or salon must comply because these businesses are accessible to the public. The exemption applies only to businesses with fewer than 10 employees that are also not open to public access.
3. The 12 required WVPP sections
Labor Code Section 6401.9 requires every WVPP to include the following 12 sections. The Cal/OSHA model plan provides a framework for each:
- Names of responsible persons. Individuals with authority and responsibility for implementing the plan.
- Employee involvement procedures. How employees participate in developing, implementing, and reviewing the plan.
- Coordination with other employers. Methods for coordinating with other employers at shared worksites (multi-tenant buildings, construction sites, shared facilities).
- Procedures to accept and respond to reports. How employees can report workplace violence hazards, threats, or incidents without fear of retaliation.
- Procedures to ensure compliance. How the employer ensures all employees, including supervisors, comply with the plan.
- Communication procedures. How the employer communicates with employees about workplace violence matters, including the reporting mechanism.
- Training procedures. Initial training for all employees, annual refresher training, and additional training when new hazards are identified.
- Identification of workplace violence hazards. Procedures for identifying workplace violence hazards specific to the worksite and industry.
- Evaluation of workplace violence hazards. Methods for evaluating the hazards identified, including employee input.
- Correction of workplace violence hazards. Timely procedures for correcting hazards, including interim protective measures.
- Emergency response procedures. Procedures for responding to actual or imminent workplace violence emergencies, including the Run-Hide-Fight framework or equivalent.
- Post-incident procedures. Investigation and response procedures after a workplace violence incident, including provision of employee support services.
4. NIOSH Type 1-4 workplace violence classification
Cal/OSHA uses the NIOSH (National Institute for Occupational Safety and Health) classification to categorize workplace violence into four types. A WVPP must address the types relevant to the employer’s industry and worksite:
Type 1
Criminal Intent
The perpetrator has no legitimate relationship with the workplace. Examples: robbery, burglary, trespassing. Most common in retail, restaurants, and businesses handling cash.
Type 2
Customer / Client
Violence from someone receiving services. Examples: aggressive patient, hostile customer, intoxicated patron. Most common in healthcare, hospitality, and service industries.
Type 3
Worker-on-Worker
Violence between current or former employees, including threats, harassment, intimidation, and physical assault. Can occur in any industry.
Type 4
Personal Relationship
Violence from someone with a personal relationship with an employee, such as domestic violence that follows an employee to the workplace. Elevated in workplaces with predictable schedules and public-facing locations.
5. Training requirements
SB 553 requires employers to provide workplace violence prevention training to all employees:
- Initial training when the plan is first established and for all new employees
- Annual refresher training for all employees
- Additional training when new hazards are identified or after a workplace violence incident
Training must cover: the employer’s WVPP, how to report workplace violence concerns, the types of workplace violence specific to the industry, de-escalation techniques, and emergency response procedures.
Record retention: Training records must document who was trained, when, and what topics were covered. Records must be retained for at least one year.
6. Incident log requirements
Labor Code Section 6401.9(d) requires employers to maintain a violent incident log. The statute specifies six categories of information that must be recorded for every workplace violence incident:
- Date, time, and location of the incident
- Detailed description of the incident
- Classification of who committed the violence (client/customer, coworker, supervisor, person with a personal relationship, or stranger)
- Type of incident (physical attack, attack with a weapon or firearm, threat of force, sexual assault or threat, animal attack, or other)
- Detailed description of any weapons involved
- Consequences of the incident and actions taken in response, including whether security or law enforcement was contacted
Incident logs must be retained for five years. The log must not contain information that would identify the victim, and employee medical records must be kept confidential.
For detailed guidance, see our Incident Log Requirements Guide.
7. Enforcement and penalties
Cal/OSHA enforces SB 553 through workplace inspections. Inspectors can arrive unannounced at any worksite. During an inspection, they will request:
- The written WVPP
- Training records showing employee completion
- The violent incident log with all 8 required fields
- A functioning employee reporting mechanism
- Evidence of a workplace hazard assessment
- Proof that identified hazards were corrected
Penalties per the DIR penalty schedule:
| Violation Type | Maximum Penalty |
|---|---|
| Serious violation | $25,000 per violation |
| Willful or repeat violation | $162,851 per violation |
Each missing element (no written plan, no training records, no incident log, no reporting mechanism) can be cited as a separate violation. Penalty amounts are subject to annual adjustment. See our Enforcement Tracker for current data.
8. Annual review requirements
SB 553 requires employers to review and update their WVPP at least annually. In addition, the plan must be reviewed and updated:
- After any workplace violence incident
- When new workplace violence hazards are identified
- When a new hazard assessment is conducted
- When deficiencies in the plan are identified
The annual review should include a reassessment of workplace hazards, an update to responsible persons if staffing has changed, and verification that employee reporting mechanisms are still functioning.
9. The 2026 permanent standard
SB 553 directed Cal/OSHA to adopt a permanent workplace violence prevention standard by December 31, 2026. This permanent standard may introduce additional requirements beyond the current statute, including:
- More specific hazard assessment criteria
- Enhanced training requirements
- Industry-specific provisions
- Expanded recordkeeping obligations
Employers who already have a compliant WVPP under the current SB 553 requirements will be better positioned to adapt to the permanent standard. Plans built on the Cal/OSHA model plan structure are most likely to align with whatever additional requirements the permanent standard introduces.
For more details, see our 2026 Permanent Standard Guide.
10. Key dates
September 2023
Governor Newsom signs SB 553 into law
July 1, 2024
SB 553 takes effect. Cal/OSHA enforcement begins.
July 1, 2025
One year of enforcement. First annual WVPP reviews due for employers who adopted plans at the deadline.
December 31, 2026
Deadline for Cal/OSHA to adopt the permanent workplace violence prevention standard.
Frequently asked questions
Serious violations carry penalties up to $25,000 per violation. Each deficiency (no written plan, no training records, no incident log) can be cited separately. Willful violations can reach $162,851.
Cal/OSHA has stated that copy-paste plans generally fail inspection. The template is a starting point that must be customized to your specific worksite, industry hazards, and personnel.
Remote employees working from locations not controlled by the employer are generally exempt. However, hybrid employees who work on-site any amount of time must be covered.
At minimum annually. The plan must also be reviewed after any workplace violence incident, when new hazards are identified, or when a new hazard assessment is conducted.
Training records must be retained for at least one year. Violent incident logs must be retained for five years. The WVPP itself must be maintained at all times.
See our complete FAQ with 80+ questions for more detail.
This guide is provided for informational purposes only and does not constitute legal advice. While we verify all regulatory references against primary sources, laws and regulations change. Consult a qualified attorney for advice specific to your situation. Cynserus is not a law firm. See our Terms of Service for details.
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