Workplace Violence Prevention in California: Your 2026 Annual Review
If your workplace violence prevention plan was written to meet California’s July 1, 2024 requirements, it is worth checking whether the plan still reflects your operation in October 2026. Staffing, public access, customer interactions, and reporting channels may have changed. An annual review should evaluate how the system works, not simply replace the date on the cover.
Confirm the requirement that applies to your workplace
For covered employers, California Labor Code §6401.9 requires a workplace violence prevention plan, employee training, and related records. Cal/OSHA’s general-industry workplace violence resource page explains coverage and exceptions. Certain healthcare settings have a separate workplace violence standard, so check applicability before using a general-industry template.
The existing legal duties are distinct from proposed regulations. A draft general-industry workplace violence standard does not postpone requirements already in force. For draft status, consult the official Cal/OSHA rulemaking page.
Review effectiveness with employees involved
Covered employers must review plan effectiveness at least annually, when a deficiency is observed or becomes apparent, and after a workplace violence incident. Those are separate review triggers. If an incident exposes a gap in your response process, waiting for the next annual review is not an appropriate way to address it.
Include employees and their authorized representatives in the required participation process. Ask whether workers know how to report a threat, whether they receive a response, and whether the response feels safe to use. Consider different shifts and roles; an office-based process may not work for staff who work alone or interact directly with the public.
Check the incident log without exposing personal information
Review the violent incident log for required information and consistency with incident investigations. The law requires the log to exclude personal identifying information that could identify people involved. Do not copy names or other identifying details from an investigation into the log just because they appear in an internal report.
Look for recurring circumstances: time, location, staffing, entry points, or task. Use those patterns to evaluate controls. Preserve investigation information and employee privacy appropriately; the log and the investigation file serve different purposes and should not be treated as interchangeable documents.
Make annual training workplace-specific
Training is required when the plan is first established and annually thereafter, with additional training when new or previously unrecognized hazards are identified or changes are made to the plan. Training should cover the plan, reporting procedures, job-specific hazards, corrective measures, and the violent incident log. Include the required opportunity for interactive questions and answers with a person knowledgeable about the plan.
A generic recording alone may not address your site’s risks or provide the required interaction. Check whether employees can explain what to do during an emergency, who receives reports, and how concerns are handled without retaliation. Keep training records for at least one year; covered hazard identification, evaluation, correction, incident-log, and investigation records generally must be retained for at least five years under the law.
Verify that corrections worked
For each finding, record the responsible person, intended correction, completion date, and verification. Walk the area or test the reporting process after the change. Closing a task in a spreadsheet is not the same as showing that a hazard has been controlled.
Use this review to coordinate with your IIPP while preserving the required workplace violence elements. Our safety program development guide can help connect responsibilities, training, and correction records. For support, request a written-program compliance review, take the free safety readiness assessment, or download the free safety checklists.
This is general educational guidance, not legal advice. Confirm coverage, exceptions, record-access duties, and your specific obligations using the law and official Cal/OSHA materials.