SB 553 Explained: What California Employers Are Required to Have — and Do — to Stay Compliant

As of July 1, 2024, California employers are required to comply with Senate Bill 553 (SB 553) — a sweeping workplace safety law focused on preventing workplace violence.

Many businesses are still unclear about what’s actually required, which documents must be in place, and what actions employers must take beyond “having a policy.”

Here’s a clear breakdown of what SB 553 requires, what inspectors look for, and how employers can meet the law’s expectations without overcomplicating the process.

What Is SB 553?

SB 553 amended California Labor Code §6401.9 and requires most employers to establish, implement, and maintain a Workplace Violence Prevention Plan (WVPP).

The goal is prevention — identifying risks early, training employees, and having clear processes in place before incidents occur.

This law applies broadly and is not limited to high-risk industries.

Who Must Comply with SB 553?

Most California employers must comply, including offices, retail, hospitality, healthcare, education, property management, and industrial workplaces.

A few narrow exceptions apply (such as certain law enforcement agencies), but the majority of businesses fall under this requirement.

If you have employees in California, you should assume SB 553 applies to you.

What Employers Are Required to HAVE

SB 553 is document-heavy, and regulators expect specific records to exist — not just policies in theory.

At a minimum, employers must have:

✅ 1. A Written Workplace Violence Prevention Plan (WVPP)

Your WVPP must be a stand-alone written document or a clearly identified section within an existing safety program.

It must address:

• Definitions and types of workplace violence

• Roles and responsibilities

• Hazard identification and evaluation

• Reporting procedures

• Incident response and investigation

• Corrective actions

• Recordkeeping requirements

✅ 2. Workplace Violence Incident Log

Employers must maintain a Violent Incident Log documenting qualifying incidents, including:

• Date and location

• Type of violence

• Description of the incident (without personal identifiers)

• Corrective actions taken

This log must be retained and made available upon request.

✅ 3. Required WVPP Logs and Forms

In addition to the incident log, employers need records that show the law is being actively implemented, including:

• Incident Report Forms

• Employee Training Records

• Annual WVPP Review documentation

Inspectors frequently ask to see these records as proof of compliance.

✅ 4. Employee Training Materials

Employers must provide effective, interactive workplace violence prevention training that covers:

• Warning signs and risk factors

• Reporting procedures and anti-retaliation protections

• Emergency response and law enforcement notification

• Employee rights and responsibilities

• How to access the company’s WVPP

Training must occur:

• When the WVPP is implemented

• Annually

• When changes occur due to incidents or hazards

What Employers Are Required to DO

Having documents alone is not enough. SB 553 is enforcement-driven and focuses on action.

Employers must actively:

🔹 Identify and Evaluate Workplace Violence Hazards

This includes:

• Reviewing prior incidents

• Identifying environmental risk factors

• Considering job tasks, locations, and work conditions

• Allowing employee participation in hazard identification

🔹 Encourage Reporting — Without Retaliation

Employees must be able to report concerns, threats, or incidents:

• Without fear of discipline

• Without delay

• Through known and accessible reporting channels

🔹 Respond to and Investigate Incidents

After a report:

• Employers must investigate

• Take corrective action

• Document findings

• Review whether controls need improvement

🔹 Train Employees Effectively

Training cannot be a check-the-box exercise.

It must be:

• Appropriate to the workplace

• Understandable to employees

• Interactive (discussion, scenarios, Q&A)

• Documented and retained

🔹 Review the WVPP Annually

At least once per year — and after incidents — employers must:

• Review the plan

• Evaluate effectiveness

• Update documents and procedures as needed

• Document that the review occurred

What Happens If an Employer Is Not Compliant?

Cal/OSHA has authority to:

• Inspect

• Request records

• Issue citations

• Assess penalties

Lack of a written WVPP or missing records is often cited as a serious violation.

More importantly, noncompliance increases liability if an incident occurs.

The Good News: Compliance Can Be Simple

While SB 553 is detailed, compliance does not have to be overwhelming — especially when employers use structured templates, clear training materials, and organized logs.

The key is having:

• The right documents

• In the right format

• With processes that are actually followed

Final Thought

SB 553 is about building safer workplaces through prevention, clarity, and communication — not fear or punishment.

Employers who take a thoughtful, organized approach not only meet legal requirements but also strengthen workplace culture and employee trust.

Need help structuring your WVPP or training your employees?
We’ve developed tools to help employers meet SB 553 requirements efficiently, clearly, and confidently.