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New California Workplace Violence Prevention Law Becomes Effective July 1, 2024

The California Labor Code Section 6401.9 which becomes effective on July 1, 2024, requires applicable employers to establish, implement and maintain an effective written Workplace Violence Prevention Plan. Said plan must include, but is not limited to the following elements:

  • Identifying who is responsible for implementing the plan

  • Involving employees and their representatives

  • Accepting and responding to reports of workplace violence and prohibit employee retaliation

  • Communicating with employees regarding workplace violence matters

  • Responding to actual and potential emergencies

  • Developing and providing effective training

  • Identifying, evaluating, and correcting workplace violence hazards

  • Performing post incident response and investigations

Per California Labor Code Section 6401.9, there are four major types of workplace violence. They are:

Type 1 Violence

"Type 1 Violence" means workplace violence committed by a person who has no legitimate business at the worksite and includes violent acts by anyone who enters the workplace or approaches workers with the intent to commit a crime.

Type 2 Violence

"Type 2 violence" means workplace violence directed at employees by customers, clients, patients, students, inmates, or visitors.

Type 3 Violence

A "Type 3 violence" means workplace violence against an employee by a present or former employee, supervisor, or manager.

The primary target of a Type 3 event can be a co-employee, a supervisor, domestic partner, or manager of an individual who may be seeking revenge for what they perceive as unfair treatment at the workplace.

Type 4 Violence

"Type 4 violence" means workplace violence committed in the workplace by a person who does not work there but has or is known to have had a personal relationship with an employee.


With July 1, 2024 rapidly approaching, applicable California employers should be finalizing their internal processes and procedures to ensure compliance.

The question remains whether other jurisdictions will move to implement their own specific state standards as California has. However, given the many high costs workplace violence brings with it, any organization that employs people should be proactive about eradicating it.

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