Cal/OSHA just recently released new draft revisions to the “Workplace Violence Prevention in General Industry” regulation. If you employ people in California, this matters.
Here’s what employers need to know about the proposed workplace violence prevention requirements:
Exemptions clarified: The old rule said “10 employees on site at any given time.” The new draft makes it simple: businesses with fewer than 10 employees total may qualify for exemption, if not public facing.
Self defense clarified: The prior ban on confronting suspected criminals is gone. Instead, employers can’t retaliate against employees who act in lawful self defense or defense of others.
Controls reframed: Examples like detectors, lighting, staffing levels, or shatter-resistant glass are listed, but they’re not mandatory. Employers have flexibility to choose what makes sense for their workplace.
Reporting expanded: responding to Anonymous reporting is required. For employee-on-employee incidents (“Type 3”), there must be a channel other than the direct supervisor. Employers must also share updates with authorized employee representatives.
Incident response strengthened: Expectations now include offering trauma counseling, conducting post incident debriefings, and capturing employee feedback on causes and prevention.
Recordkeeping toughened: Reports, inspections, and corrective actions must be kept for five years. Training records must be retained for at least one.
Why New Cal/OSHA Draft Rules matter for California employers:
Workplace violence prevention is an active, ongoing responsibility. Regulators expect employers to show they’re compliant, preventing incidents, responding effectively, and documenting what happens.
Practical next steps for business owners and executives:
- Compare your current workplace violence prevention plan to these draft requirements.
- Test whether your reporting process actually works for employees, not just on paper.
- Strengthen your post-incident process so it supports people and drives learning.
The new Cal/OSHA draft rules are expected to be finalized later this year, but the direction is clear: prevention must be real, lived, and documented. The new regulation is coming. Make sure your organization is ready. From planning to training, we can help you build a program that protects people and keeps you compliant.
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