SB 553: Your Guide to CA Workplace Violence Plans

Posted on September 5, 2025

• Is your WVPP Plan Current?
• When did you last train your employees?

If your company developed a written Workplace Violence Prevention Plan (WVPP) to comply with California’s SB 553 last year, you took a critical first step. But here’s a question many California employers face: Did you know that creating the plan was just the beginning? This law requires annual reviews of your plan and annual training for all your employees.

As a senior HR advisor in California, I’ve seen many businesses scramble to meet the initial deadline. Now, the focus must shift from creation to maintenance. Failing to update your plan and retrain your team isn’t just a compliance oversight; it’s a risk to your employees’ safety and your organization’s health. Let’s break down what SB 553 requires, what your plan must include, and how to stay on track with your annual obligations.

Why SB 553 is More Than Just Paperwork

Senate Bill 553 was signed into law to address workplace violence risks proactively. It mandates that nearly all California employers establish, implement, and maintain an effective WVPP. This isn’t a “one-and-done” task. The workplace is a dynamic environment. New employees come on board, operational procedures change, and potential risks evolve.

The law recognizes this reality. The requirements for annual plan reviews and employee training are designed to ensure your safety protocols remain relevant and practical. An outdated plan sitting on a shelf does little to protect anyone. An active, living document, supported by ongoing training, creates a culture of awareness and preparedness essential for proper workplace safety.

What Your Written WVPP Must Contain

Your WVPP is the cornerstone of your compliance with SB 553. It must be a detailed, written document tailored to your worksite’s specific hazards and conditions. While you can use a template as a starting point, a generic plan that doesn’t reflect your unique environment will not meet the law’s standards.

According to Cal/OSHA, your plan must include these key elements:

1. Designated Roles and Responsibilities

Clearly identify the individuals or job titles responsible for implementing and overseeing the plan. This includes who to contact with questions and who is responsible for training, incident investigation, and plan reviews.

2. Employee Involvement

The law requires active participation from employees and their representatives in developing and implementing the plan. Describe how you will involve your team, such as through safety committees, surveys, or regular meetings.

3. Hazard Identification and Correction

Outline the procedures your organization will use to identify and evaluate workplace violence hazards. This includes inspecting the workplace, reviewing incident logs, and assessing risks specific to your industry or location. You must also detail how you will correct any identified hazards in a timely manner.

4. Incident Reporting and Investigation

Establish a clear, confidential process for employees to report workplace violence concerns, threats, or incidents without fear of retaliation. Your plan must also describe the procedures for investigating any incidents that occur, including who will investigate and how findings will be documented and used.

5. Emergency Response Protocols

Detail the procedures for responding to different types of workplace violence emergencies. This should cover how to alert employees, evacuation plans, and how to contact law enforcement or other emergency services.

6. Training Procedures

Your plan must describe the training that will be provided to all employees. It should specify the topics covered, the frequency of training (initially and annually thereafter), and how training records will be maintained.

7. Recordkeeping

The law mandates several record-keeping requirements. Your plan must explain how you will maintain:

• A log of all workplace violence incidents.
• Records of hazard identification, evaluation, and correction.
• Training records for every employee.
• Records of plan reviews and updates.

These records must be maintained for at least five years and be made available to employees or their representatives upon request.

An Example Structure for Your WVPP

To make this more concrete, here is a sample outline you can adapt for your organization. Remember, the content within each section must be specific to your worksite.

Workplace Violence Prevention Plan (WVPP) for [Company Name]

• 1.0 Policy Statement: A declaration from management committing to a safe and violence-free workplace.
• 2.0 Responsibilities:
  • 2.1 Management: (e.g., Provide resources, ensure compliance)
  • 2.2 Plan Administrator [Name/Title]: (e.g., Oversee plan, training, reviews)
  • 2.3 Supervisors: (e.g., Implement procedures, report incidents)
  • 2.4 Employees: (e.g., Follow procedures, report hazards)
• 3.0 Employee Participation:
  • 3.1 Method for Involvement: (e.g., Safety committee meetings, suggestion box)
• 4.0 Hazard Identification, Evaluation, and Correction:
  • 4.1 Identification Methods: (e.g., Scheduled inspections, employee feedback)
  • 4.2 Hazard Correction: (e.g., Improving lighting, installing security cameras)
• 5.0 Training:
  • 5.1 Initial Training Content: (Covers all required elements)
  • 5.2 Annual Refresher Training: (Covers updates, reinforces key points)
  • 5.3 Recordkeeping: (How training will be documented)
• 6.0 Incident Reporting and Investigation:
  • 6.1 Reporting Procedure: (Who to report to, methods of reporting)
  • 6.2 Non-Retaliation Policy: (Statement protecting employees who report)
  • 6.3 Investigation Process: (Steps from initial report to resolution)
• 7.0 Emergency Response:
  • 7.1 Response to Active Threats: (e.g., Evacuate, hide, defend)
  • 7.2 Contacting Emergency Services: (Procedure for calling 911)
• 8.0 Plan Review and Updates:
  • 8.1 Annual Review Process: (Who participates, what is reviewed)
  • 8.2 Update Triggers: (e.g., Post-incident, new hazards identified)
• 9.0 Recordkeeping:
  • 9.1 Violent Incident Log: (Template and storage location)
  • 9.2 Training Records: (Format and retention policy)
  • 9.3 Hazard Correction Records: (Documentation of actions taken)

The Critical Need for Annual Updates and Training

Compliance with SB 553 is a continuous cycle, not a single event. The annual review and training requirements are where your plan transitions from a document to a dynamic safety program.

Annual Plan Review: At least once a year, you must review the effectiveness of your WVPP with your employees. This is your opportunity to assess what’s working and what isn’t.

• Did you have any incidents?
• Were they handled effectively?
• Have new hazards emerged?

 This review process ensures your plan adapts to the changing realities of your workplace.

Annual Employee Training: Repetition and reinforcement are key to learning. Annual training ensures that all employees, including new hires, understand the procedures, their roles, and how to report concerns. This training must be interactive and allow employees to ask questions. It should cover the specifics of your plan, how to recognize potential threats, and what to do in an emergency.

Keeping your workplace safe is one of an employer’s most important responsibilities. SB 553 provides a clear framework for this duty. If you created your plan last year, now is the time to schedule your annual review and coordinate your employee training. Don’t let compliance lapse—your team’s safety depends on it.

Cal/OSHA Workplace Violence Prevention for General Industry (Non-Health Care Settings)

Cal/OSHA has developed this webpage ( https://www.dir.ca.gov/dosh/Workplace-Violence/General-Industry.htmlto) to serve as an overview of the new requirements found in California Labor Code section 6401.9, resulting from  Senate Bill 553 (Cortese). This webpage will also provide employers covered by these new requirements with guidance on protecting their employees from workplace violence.

Cal/OSHA is developing a workplace violence prevention standard that meets the requirements of Labor Code section 6401.9 and will submit it to the Occupational Safety and Health Standards Board (OSHSB) no later than December 31, 2025.

OSHSB is required to adopt the standard no later than December 31, 2026.