Coming Soon: Updates to California’s Workplace Violence Prevention Rules

Cal/OSHA released a revised draft rule for possible workplace violence prevention requirements. There’s a new proposed scope, a clarified small-employer exemption, and 12 required plan elements. A final vote is expected this summer with a January 1, 2027, implementation deadline.

If your organization operates in California, here’s a heads-up: On April 23, 2026, the California Occupational Safety and Health (Cal/OSHA) Standards Board released a revised draft of the workplace violence prevention regulation for general industry. This updated draft builds upon the requirements that took effect under Senate Bill (SB) 553 in July 2024 and represents a significant step toward a permanent, enforceable Cal/OSHA standard, expected to take effect January 1, 2027.

Understanding key changes and action items now can help you prepare for the upcoming June 1 comment deadline and final vote.

Key Dates At A Glance

Key Dates for CA’s Workplace Violence Prevention Rules

Background: Where We are Today

California is one of the states that is trying to be at the forefront of workplace violence prevention. When Governor Newsom signed SB 553 in September 2023, California became the first state to enact a broad, industry-agnostic workplace violence prevention law. Effective July 1, 2024, the law (codified under California Labor Code § 6401.9) required virtually every California employer to:

• Establish, implement, and maintain a written Workplace Violence Prevention Plan (WVPP)
• Maintain a violent incident log documenting each incident, threat, or concerning behavior
• Provide annual training to all employees on recognizing and reporting workplace violence hazards
• Retain certain records for five years and make them available to Cal/OSHA upon request

Employers already covered by the healthcare-specific violence prevention standard, teleworkers working from their own homes, law enforcement agencies, and certain small employers at non-public worksites were excluded from coverage.

The Standards Board was directed to adopt a permanent Cal/OSHA regulation codifying these standards. The April 23, 2026, revised draft is the latest step in that rulemaking process.

What’s New in the 2026 Revised Draft

The revised draft regulation makes several notable changes from prior versions. Here is what California employers need to know:

1. Employer-provided transportation is now covered.

The draft expands coverage to include employer-provided transportation. As such, the revised regulation would apply to “all employers, employees, places of employment, employer-provided housing, and employer-provided transportation.” If your organization provides shuttle services, company vehicles, or other transportation for employees, a Workplace Violence Prevention Program and related policies will need to address these additional settings.

2. Small employer exemption clarified.

The revised draft provides clearer guidance on when the small employer exemption applies. The regulation would not apply when:

(1) The place of employment is not accessible to the public;

(2) the employer always has fewer than 10 total employees at that location during the preceding 365 days; and

(3) the employer complies with California’s injury and illness prevention plan (IIPP) regulations.

All three of these conditions must be met for an exemption. Employers who believe they qualify for an exemption should carefully evaluate all three aspects.

3. Hazard language updated and several references removed.

The language describing workplace violence hazards was narrowed. The draft deletes prior references to hostile work environments, required and excessive overtime, working in high-crime areas, and providing security services as standalone hazard factors. While these factors may still be relevant to a workplace’s overall hazard assessment, they may no longer be explicitly listed in the regulation as enumerated hazards.

4. Stalking definition modified.

The draft removes the California Penal Code § 646.9 stalking definition from the formal definition of workplace violence. The prior Penal Code reference was broad, encompassing conduct that constituted harassment and potentially making compliance challenging. Stalking is still listed as an example of a workplace violence hazard, so employers should continue to address it in their hazard assessments, but the tie to the Penal Code may dissolve.

5. Remote training must include an interactive Q&A session.

For employers providing workplace violence prevention training through online or remote formats, the draft imposes an important new requirement: Training not conducted in person MUST include the opportunity for interactive questions, and employees’ questions must be answered within 1 business day by someone knowledgeable about the organization’s Workplace Violence Prevention Program.

6. Post-incident trauma counseling still required.

Employers are still required to offer or make available post-incident trauma counseling following a workplace violence event. This requirement was carried over from an earlier draft and aligns with existing SB 553 expectations.

The 12 Required Elements of a Workplace Violence Prevention Plan

The revised draft regulation specifies that a compliant written program must address all 12 of the following elements:

1. The name or job title of the person responsible for the plan
2. Procedures for active employee involvement in developing and implementing the plan
3. Coordination of the plan with other employers at shared worksites
4. Procedures to respond to reports of workplace violence
5. Compliance procedures
6. Communication methodologies, including reporting and communicating investigation results
7. Procedures for responding to emergencies
8. Training procedures
9. Procedures for identifying and evaluating workplace violence hazards
10. Methodology for correcting identified workplace violence hazards
11. Post-incident response and investigation procedures
12. Procedures for review and evaluation of the program

What California Employers Should Do Now

With the comment deadline of June 1, 2026, and a final vote likely this summer, we recommend the following steps:

• Audit your existing Workplace Violence Prevention Program against the 12 required elements in the revised draft and identify any gaps. KPA will continue monitoring the revised draft’s progress and modify our resources once it’s finalized.
• Assess whether your organization provides employer-provided transportation that may now fall within the regulation’s scope.
• Plan how you may supplement your remote or online training programs to ensure they include an interactive Q&A and same-business-day response capability.
• If you believe your organization qualifies for the small employer exemption, carefully verify that you meet all three conditions and document your analysis.
• Consider submitting comments to rs@dir.ca.gov by June 1, 2026, if any provisions of the draft would adversely affect your operations.
• Begin planning for 2027 compliance and building in time for employee training updates.