According to the Bureau of Justice Statistics, an average of 1.3 million nonfatal violent crimes occurred in the workplace each year between 2015 and 2019. And that number has only continued to rise in recent years.
These incidents include assaults, threats, and other forms of violence that disrupt not just safety but trust, productivity, and employee well-being. And these are just the cases we know about—many more go unreported.
In 2025, lawmakers across the United States are responding with sweeping updates to workplace violence prevention laws. These changes are not isolated to traditionally high-risk sectors like healthcare or retail. More states are now requiring all types of employers to take proactive, documented steps to keep their people safe.
This article breaks down the five most important legal and regulatory shifts employers need to understand and act on this year.
1. Shifting from reactive measures to proactive prevention
One of the key changes in 2025 is that workplace violence laws are continuing to evolve, placing even greater emphasis on prevention. While response protocols remain essential, more legislation now outlines what employers should do to stop violence before it happens.
California’s SB 553 is a leading example. It requires nearly all employers, regardless of industry, to develop a written Workplace Violence Prevention Plan, conduct regular risk assessments, and provide annual employee training.
States like New York, Massachusetts, and Oregon are moving in the same direction—proposing or passing laws that prioritize early intervention and structured prevention.These requirements reflect OSHA’s focus on identifying risks early, putting controls in place, and training employees before harm occurs.
The expectation is clear: violence prevention must be part of daily operations, not something activated only after harm is done.
2. Expanded definitions: psychological and verbal abuse gaining more attention
Traditionally, workplace violence laws have focused on physical assaults. But in recent years, there’s growing recognition that verbal abuse, threats, and psychological harm can have serious impacts too.
In 2025, some states are beginning to explore broader definitions. For example, legislation proposed in Illinois calls for employers to address bullying, intimidation, and other forms of non-physical aggression in their prevention plans. While not yet widespread, this approach signals a potential shift toward more comprehensive protections.
For now, employers should keep a close eye on evolving definitions and consider updating internal policies to reflect a wider range of harmful behaviors. What was once considered a culture issue is now becoming a compliance issue too.
3. Industry-wide requirements, not just high-risk sectors
Workplace violence prevention laws have historically focused on high-risk environments like healthcare, retail, or social work. That’s starting to change.
In 2025, states like California are setting a new precedent. Employers across industries are now facing clearer requirements around prevention. This includes written plans, conducting risk assessments, training staff, and documenting incidents.
Other states, including Oregon and Washington, are taking similar steps. While the scope of these laws still varies, the momentum is building toward broader, industry-wide expectations.
The direction is clear: violence prevention can’t be limited to specific roles. It must be part of every organization’s duty of care.
4. A potential federal law on workplace violence prevention
Until now, workplace violence prevention has largely been shaped by state-level legislation. That could begin to change. In recent years, federal lawmakers have introduced bills aimed at creating a nationwide standard.
One of the most notable is the Workplace Violence Prevention for Health Care and Social Service Workers Act, which proposes clear requirements for prevention plans, risk assessments, and staff training in high-risk sectors. While the bill has not yet passed, it continues to gain support and reflects growing attention to the issue at the national level.
Looking ahead, national legislation could help establish more uniform standards across industries. Instead of relying on a patchwork of state rules, employers would have a single framework to follow, and workers would have more consistent protections.
For now, employers should continue tracking federal developments while focusing on meeting growing requirements at the state level.
5. Technology is playing a bigger role in how employers keep people safe
Technology has long supported workplace safety, but its role in violence prevention is becoming more visible.
In some cases, this kind of technology is no longer optional. Certain state regulations now require the use of safety devices like panic buttons in specific settings, particularly in sectors like retail and healthcare. New York’s Retail Worker Safety Act, for example, mandates that larger retail employers provide silent panic buttons to workers for emergency use. What used to be considered a nice-to-have is becoming part of the compliance checklist.
Solutions from providers like Aware360 help employers monitor worker safety in real time, respond quickly to potential incidents, and stay connected with employees wherever they are. For many organizations, these tools are becoming an important extension of their workplace violence prevention plans.
As regulations continue to evolve, employers are looking at policies and training, as well as how the right technology can help them act sooner and support their people more effectively.
Technology doesn’t replace a prevention plan. However, it ties into it as it gives employers an efficient way to act early, stay informed, and support workers on the ground.
State-Level Legislation to Watch in 2025
Here are the key states that have introduced or passed workplace violence prevention laws. Many focus on preventing workplace violence in the healthcare setting. Others are exploring broader protections. Employers should keep an eye on these developments, especially as more states begin to expand requirements across industries.
- Alaska: SB 49 – Allows employers to request workplace violence protective orders.
- California: SB 553 – Requires most employers to create a written Workplace Violence Prevention. Plan, conduct risk assessments, provide employee training, and maintain incident logs.
- Indiana: SB 419 – Expands penalties for battery against healthcare workers.
- Massachusetts: H.2655, H.2364 – Requires written prevention plans, paid leave, and safety training.
- New York: A203 – Mandates violence prevention programs and emergency department security. S740 – Mandates silent panic buttons and workplace violence training requirements for retail employers.
- Ohio: HB 452 – Requires hospitals to implement prevention plans and reporting systems.
- Oregon: HB 2552, SB 537 – Focuses on safety committees, data reporting, and grant funding.
- Virginia: HB 1919 – Requires workplace violence policies and a state-led study on trends.
- Washington: HB 1162 – Requires healthcare employers to create and update violence prevention plans.
Prevention Starts Here with Aware360
Workplace violence prevention is no longer limited to a specific industry or triggered only after an incident occurs. In 2025, employers are being held to a higher standard—one that expects clear plans, proactive steps, and rapid responses.
The legislation is changing fast. From California to New York, new laws now outline exactly what employers must do to keep their people safe. And with federal legislation on the horizon, violence prevention is set to become a business-critical standard.
At Aware360, we help organizations meet these expectations with connected worker technology that supports prevention in real time. Our safety devices and solutions give your teams the tools they need to stay safe, report quickly, and get help when it matters most.
If you're looking to strengthen your workplace violence prevention strategy, we’re here to help.
Book a demo to see how Aware360 can support your team.