Workplace Violence Prevention Program (SB 553)
Effective July 1, 2024, California requires nearly all employers to establish, implement, and maintain an effective written Workplace Violence Prevention Plan and deliver annual interactive training.
Written Workplace Violence Prevention Plan plus annual interactive training. Incident types must be classified (Criminal Intent, Customer/Client, Worker-on-Worker, Personal Relationship), and an anonymized Violent Incident Log must be maintained.
Program Components & Mandates
Written Plan Requirements
Site-specific written plan designating responsible managers, active employee involvement, and hazard correction procedures.
- Workplace Violence Prevention Plan (WVPP)
- Violent Incident Log Template
- Hazard Assessment & Inspection Checklist
- Employee Incident Reporting Form
- + 2 more
Violent Incident Log & Recordkeeping
Detailed log recording every incident, threat, or workplace violence hazard, retained for 5 years.
- Mandatory Violent Incident Log (retained for 5 years)
- 4 Incident Type Classifications (Criminal Intent, Customer/Client, Worker-on-Worker, Personal Relationship)
- Anonymized employee details to protect privacy
- Post-incident investigation checklist & root-cause analysis
- + 1 more
Training Requirements
Annual interactive training covering plan basics, emergency measures, and how to seek assistance.
- Annual interactive training required for all California employees
- Specific hazards identified in the workplace location
- Emergency response procedures and alarm systems
- How to report violent incidents without fear of retaliation
- + 1 more
WVPP Training Calculator & Knowledge Quick-Check
Calculate your annual training renewal deadlines and test your understanding of California SB 553 statutory mandates.
Annual Training Deadline Calculator
SB 553 Knowledge Check
How often must California employers provide WVPP training under SB 553?
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This site's content is developed with AI assistance and reviewed for accuracy against current statutory and regulatory sources; it is not a substitute for legal advice from a licensed attorney. Laws referenced here change — verify current requirements before relying on any specific figure, deadline, or requirement stated here.