If you are in California, you must comply with recent updates to the workplace safety laws. It remains a top priority in 2025, and several important changes have been introduced to strengthen protections for employees. The latest updates to workplace violence prevention laws reinforce the right to self-defense, improve reporting systems, and clarify legal obligations for employers and unions. Here’s what every organization and employee needs to know:
Right to Self-Defense
Employees now have the explicit right to defend themselves or others during a violent incident at work — without fear of retaliation. As long as the response is reasonable and proportionate, employers cannot penalize employees for taking action to protect themselves or colleagues. This update provides much-needed clarity and reassurance for workers facing emergency situations.
Restraining Orders by Unions
Unions and designated worker representatives have been given new legal standing to protect threatened employees. They can now petition the court for workplace-related restraining orders on behalf of affected employees. Importantly, the identity of the employee involved can remain confidential, offering an added layer of protection from further harm or retaliation.
Reporting Type III Violence
Type III violence — incidents involving a coworker or supervisor — can be especially difficult to report. The law now requires that employees must be provided with a safe and confidential method for reporting such incidents that does not involve their supervisor. This ensures that power dynamics don’t obstruct access to help and justice.
Annual Review Requirement in Training
Each year, employers are now required to review and revise their workplace violence prevention plans. These updates must be integrated into the annual training so that employees always receive the most up-to-date guidance. This ensures that prevention strategies evolve to meet current threats and employee needs.
Clear Reporting Instructions Must Be Taught
Training programs must now include specific, practical instructions on how to report violence in the workplace. This includes educating employees on how to use alternative reporting channels that bypass their direct supervisors — a critical component for protecting victims of supervisor-related incidents.
Recordkeeping Requirements
To ensure compliance and accountability:
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Training records must be kept for at least 1 year.
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Incident reports, investigations, and corrective action records must be preserved for at least 5 years.
This extended recordkeeping timeline supports trend analysis and legal reviews, helping prevent future incidents.
Confidential & Cooperative Handling of Reports
All reports of violence and requests for restraining orders must be handled with confidentiality and sensitivity. Employers are now legally required to cooperate fully with law enforcement and courts in any action related to employee protection. Confidential handling fosters a safer, more supportive environment for victims.
Small Employer Rule Clarified
A longstanding rule has now been clarified: If a company has fewer than 10 employees at all times, certain requirements do not apply. However, if the employee count ever reaches 10 or more — even temporarily — the full set of rules must be followed. This change ensures clarity for businesses that fluctuate in size.
How To Get Compliant in 2025
These updates emphasize a more employee-centric, transparent, and responsive approach to preventing and addressing workplace violence. Organizations must take proactive steps to update their policies, revise training content, and ensure every worker is aware of their rights and responsibilities.
If you’re an HR professional, union leader, or business owner, now is the time to review your training programs, communication systems, and incident response procedures to ensure full compliance.
Need help updating your workplace safety plan or employee training materials? Reach out to our team HERE