This article will explore the state of workplace violence laws, notable legislative efforts, and what businesses can expect in 2025.
Current Workplace Violence Laws
In the United States, workplace violence is primarily governed by the Occupational Safety and Health Administration (OSHA). While OSHA does not have a specific regulation for workplace violence, it enforces the general duty clause, which mandates that employers provide a workplace free from recognized hazards that could cause death or serious harm. This clause has been applied in cases where violence risks, such as insufficient security or inadequate response protocols, are evident.
At the state level, several states have introduced or enforced specific workplace violence laws. For instance, California’s Healthcare Workplace Violence Prevention Act requires healthcare employers to implement workplace violence prevention plans.
Similarly, Oregon passed its own workplace violence law, the Oregon Workplace Fairness Act (SB 726), in 2019, specifically targeting healthcare settings, requiring employers to conduct violence risk assessments and create prevention plans. Despite these state-specific efforts, industries outside healthcare, especially in retail and customer service, have largely been left without such stringent regulations, leading to inconsistent protection.
Notable Trends Shaping Workplace Violence Laws by 2025
As we approach 2025, multiple trends indicate that workplace violence laws will become more comprehensive and applicable across a wider range of industries. Specific trends to anticipate include:
1. Expansion of Coverage to Broader Industries: Currently, workplace violence laws are often limited to high-risk sectors such as healthcare, social services, and retail. However, states like New York are considering expanding workplace violence prevention to include all employers. In New York, legislation like the Workplace Violence Prevention Act, proposed in 2022, seeks to extend mandatory violence prevention programs to industries beyond healthcare, covering sectors like retail, education, and hospitality.
2. Expansion to Psychological and Verbal Abuse: Traditionally, workplace violence laws have focused on physical assaults. However, Illinois has taken a step toward expanding the definition of workplace violence to include psychological and emotional abuse. In 2023, the Workplace Violence Prevention Act proposed by the Illinois legislature emphasized recognizing verbal abuse and bullying as forms of violence that affect employee mental health. By 2025, this approach is expected to become more widespread, potentially leading to national legislation that includes psychological harm as a form of workplace violence.
3. State-Specific Violence Prevention Plans: States like California, Oregon, and Washington are moving toward requiring mandatory workplace violence prevention plans for all employers, regardless of industry. The focus is on conducting thorough risk assessments, implementing employee training programs, and creating clear reporting channels for violent incidents.
What Employers Can Expect by 2025
By 2025, employers can expect stricter laws and more uniform regulations aimed at preventing workplace violence across various sectors. Key expectations include:
1. Mandatory Reporting of Violent Incidents: As states like California have already demonstrated, employers may be required to report all instances of workplace violence to a central authority. The California Code of Regulations (CCR) Title 8 Section 3342 requires healthcare employers to report violent incidents to OSHA. This law, already in place in the healthcare sector, could expand to other industries, leading to a national reporting requirement by 2025.
2. Increased Penalties for Non-Compliance: Employers that fail to adhere to workplace violence prevention regulations will likely face higher penalties. In New York, for example, proposed laws would include stricter penalties for businesses that fail to implement violence prevention programs. These laws are intended to encourage businesses to proactively address violence risks and reduce harm to employees.
3. Mandatory Workplace Violence Training: Another change on the horizon is the expansion of mandatory workplace violence training. States like California, which requires employers in certain industries to provide training to employees on preventing workplace violence, will likely see this requirement extended to additional sectors. The California Workplace Violence Prevention in Healthcare Standard (Cal/OSHA) mandates employers to provide training, and similar standards could be enacted for retail and customer-facing businesses by 2025.
Federal Legislation and Possible National Standards
While workplace violence laws have primarily been state-driven, there is growing momentum at the federal level to create a uniform, nationwide standard. Federal lawmakers have introduced various bills over the years aimed at tackling workplace violence. One notable effort is the Workplace Violence Prevention for Health Care and Social Service Workers Act, which was first introduced in Congress in 2020. Though the bill has not passed yet, it reflects a broader push to establish federal regulations for workplace violence prevention, particularly in high-risk sectors.
By 2025, the U.S. may see the introduction of national legislation that would require all employers to implement workplace violence prevention programs, conduct regular risk assessments, and offer training. This would standardize workplace violence prevention efforts across all industries, ensuring that employees in all sectors have the same level of protection.
Technology and Workplace Violence Prevention
As workplace violence laws evolve, technology is playing an increasingly important role in mitigating violence risks. In 2025, employers may rely more heavily on technologies like surveillance systems, real-time incident reporting tools, and panic buttons to improve response times and prevent violent incidents.
ThinkLP’s Role in Addressing Workplace Violence
As businesses work to comply with new workplace violence laws, solutions like ThinkLP offer tools that can help organizations stay ahead of the curve. ThinkLP’s platform allows employers to monitor safety incidents, track incidents of potential violence, and streamline reporting processes. By leveraging ThinkLP’s system, businesses can ensure compliance with emerging state and federal laws, while also creating a safer environment for their employees.
Through its comprehensive suite of tools, ThinkLP helps employers not only identify areas of concern but also implement corrective actions to prevent workplace violence. As regulations tighten in the coming years, platforms like ThinkLP will become invaluable resources for ensuring that businesses comply with both existing and upcoming legislation.
Preparing for 2025: Ensuring Compliance with Workplace Violence Laws
With workplace violence laws continuing to evolve, employers must take proactive steps to ensure compliance. By 2025, the expectation for mandatory violence prevention programs, stricter reporting requirements, and enhanced training will be a reality for many industries. Employers should start preparing now by conducting risk assessments, establishing violence prevention protocols, and investing in employee safety training.
As the legal landscape becomes more stringent, those who embrace workplace violence prevention today will be better positioned to meet the legal demands of 2025 and beyond.
Explore ThinkLP’s Blog
Now that you know more about workplace violence laws, you can find additional insights on loss prevention and safety intelligence on ThinkLP’s blog. The blog features articles, case studies, and industry insights that provide practical tips and strategies for improving your loss prevention efforts.
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