Cal/OSHA SB 553 Workplace Violence Prevention, What California Businesses Must Do in 2026
California businesses covered by SB 553 must have a written Workplace Violence Prevention Plan. Employers must also provide required training. They must identify and correct workplace violence hazards. They must have clear reporting and response procedures. They must investigate incidents and keep required records. SB 553 became enforceable on July 1, 2024. The law created California Labor Code Section 6401.9 and added new workplace violence prevention requirements for covered employers. Cal/OSHA is also developing a permanent workplace violence prevention standard for general industry. The Occupational Safety and Health Standards Board must adopt the new standard by December 31, 2026. This guide explains the main SB 553 requirements for California businesses in 2026. It covers the WVPP, workplace violence types, training, records, penalties, compliance steps, and the role of security services. Important: This article provides general information. It is not legal advice. Employers should review their specific situation with a qualified workplace safety or legal professional. SB 553 Key Takeaways California employers should understand these key requirements: Written WVPP: Covered employers must establish, implement, and maintain an effective written Workplace Violence Prevention Plan. Site specific plan: The WVPP must address the hazards and corrective measures for each work area and operation. Employee involvement: Employees must have a role in the workplace violence prevention process. Training: Covered employees must receive effective workplace violence prevention training. Incident log: Employers must maintain a Violent Incident Log for workplace violence incidents. Recordkeeping: Employers must maintain required workplace violence records. Reporting: Employers must provide procedures for reporting workplace violence hazards and incidents. Plan access: The WVPP must be available and accessible to employees and other authorized parties. Cal/OSHA enforcement: Cal/OSHA can enforce applicable SB 553 requirements. 2026 standard: California must adopt a permanent general industry workplace violence prevention standard by December 31, 2026. What Is California SB 553? California SB 553 is a workplace safety law. The law was signed on September 30, 2023. It amended California Labor Code Section 6401.7 and created Section 6401.9. The law requires covered employers to establish and maintain a written Workplace Violence Prevention Plan. The plan must address workplace violence hazards. It must also explain how the employer will prevent, report, respond to, and investigate workplace violence. The requirements became enforceable on July 1, 2024. What Is the Purpose of SB 553? SB 553 gives employers a framework for preventing workplace violence. The requirements focus on: Identifying workplace violence hazards Correcting identified hazards Reporting workplace violence concerns Training employees Responding to incidents Investigating incidents Keeping required records Reviewing and updating the workplace violence prevention plan SB 553 is not simply a requirement to create a document. The WVPP must be effective and specific to the workplace. What Is a Workplace Violence Prevention Plan? A Workplace Violence Prevention Plan is commonly called a WVPP. It is a written plan that explains how an employer will prevent and respond to workplace violence. Covered employers must establish, implement, and maintain an effective written WVPP. The plan must be specific to the hazards and corrective measures for each work area and operation. It must remain in effect at all times. A company can include its WVPP as a separate section of its Injury and Illness Prevention Program. It can also maintain the WVPP as a separate document. Who Must Comply With SB 553? SB 553 applies broadly to California employers, employees, places of employment, and employer provided housing. However, the law includes specific exceptions. Employers should review California Labor Code Section 6401.9 before deciding whether their workplace is covered. The rules can also differ for workplaces covered by other workplace violence requirements. For example, certain health care locations are subject to separate Cal/OSHA workplace violence requirements. Does SB 553 Apply to Small Businesses? Business size alone does not determine whether SB 553 applies. A small California business should review the law and its applicable exceptions. Employers should not assume that a workplace is exempt because it has a small number of employees. Does SB 553 Apply to Non Union Workplaces? Yes. Cal/OSHA states that the requirements apply to covered workplaces whether or not employees are represented by a union. Who Is Exempt From SB 553? SB 553 includes specific exceptions in California Labor Code Section 6401.9. The exceptions depend on the employer, workplace, and circumstances. Some workplaces are subject to other workplace violence requirements. Employers should review the specific statutory exceptions instead of assuming that their business is exempt. If coverage is unclear, a qualified workplace safety professional or legal adviser can help review the situation. What Are the 4 Types of Workplace Violence? Cal/OSHA identifies four types of workplace violence under Labor Code Section 6401.9. Type 1 Violence Type 1 violence involves a person who has no legitimate business at the workplace. This can include a person who enters or approaches the workplace with the intent to commit a crime. Type 2 Violence Type 2 violence involves customers, clients, patients, students, inmates, or visitors. The violence is directed at employees. Type 3 Violence Type 3 violence involves a present or former employee, supervisor, or manager. The violence is directed at another employee. Type 4 Violence Type 4 violence involves a person who does not work at the workplace but has or is known to have had a personal relationship with an employee. These four types help employers identify different workplace violence risks and plan appropriate prevention measures. What Must a California WVPP Include? A covered employer must create a written WVPP that meets the requirements of California Labor Code Section 6401.9. The plan should clearly explain how the workplace will prevent and respond to workplace violence. Important areas include: Employer responsibility for the plan Employee involvement Workplace violence reporting procedures Communication with employees Workplace violence hazard identification Hazard evaluation Corrective measures Emergency procedures Response procedures Incident investigation Training Recordkeeping Plan review and updates Access to the plan The plan must address the actual workplace. A generic document may not address the hazards of a particular location. Cal/OSHA states that the WVPP must