Workplace Violence Prevention: Cal/OSHA Issues New Draft Regulation – Key Updates Employers Need to Know

On May 13, 2025, Cal/OSHA released a revised draft of its proposed Workplace Violence Prevention in General Industry regulation, building on its original version from July 15, 2024. This updated draft reflects feedback from recent advisory committee meetings, with additional guidance expected before the end of 2025.

These changes carry important implications for California employers especially those preparing or updating their Workplace Violence Prevention Plan (WVPP) in compliance with Senate Bill 553. Here are the key updates:

🔍 What’s New in the May 2025 Draft?

1. Self-Defense Language Revised – “Confronting Criminals” Ban Removed

The controversial prohibition against engaging with suspected criminals has been replaced. The revised draft now prohibits retaliation against employees who act in self-defense or in defense of others. This pivot creates more flexibility but raises questions about employer liability, training protocols, and incident response.

2. Clarified Employer Coverage – Headcount Definition Updated

Previously vague language about the 10-employee threshold has been clarified. The revised regulation applies only to employers with 10 or more total employees, resolving confusion for small employers with fluctuating staffing levels.

3. Definitions Simplified – Engineering & Work Practice Controls

Earlier language implied that employers were required to install costly physical controls like bullet-resistant glass, weapon detectors, or hire security personnel. The new draft clarifies that these examples are illustrative, not mandatory.

However, the scope of “workplace violence hazards” has expanded to include issues like:

• Hostile work environments
• Excessive or mandatory overtime
• Inadequate staffing

This shift broadens employer exposure and places greater emphasis on environmental and cultural factors.

4. Expanded Reporting Channels

Employees must be allowed to report Type 3 violence (employee-on-employee) to someone other than their direct supervisor, ensuring safer and more accessible reporting pathways.

5. Recordkeeping Rules

Employers must now:

• Retain incident and investigation records for five years
• Maintain training records for one year

✅ What Employers Should Do Now

If your organization is already maintaining a Workplace Violence Prevention Plan—as required under SB 553—this is the time to act. Here’s how to prepare:

1. Compare your current WVPP to the May 2025 draft. Focus on revised reporting, updated headcount criteria, and expanded documentation requirements.

2. Review security practices in light of the new guidance on self-defense. Adjust policies, job descriptions, and training where needed.

3. Reassess your hazard identification process to account for newly emphasized risk areas like work culture, staffing levels, and facility access.

4. Establish a five-year recordkeeping system for all workplace violence reports, corrective actions, and hazard evaluations.

Need Help Creating or Updating Your Workplace Prevention Plan?

JorgensenHR is here to help you stay compliant and protect your employees. Contact us today at 661-600-2070 or info@jorgensenhr.com to discuss how we can support your workplace safety.