As we previously reported, the New York Retail Worker Safety Act, which will impose significant workplace violence prevention requirements on retail employers took effect on June 2, 2025. Under the new law, covered employers are required to (1) implement a written retail workplace violence prevention policy, (2) conduct workplace violence prevention training, and (3) provide written notice to employees. In addition, on January 1, 2027, covered employers with 500 or more retail employees in the state of New York will be required to provide their retail employees with access to an emergency “silent response button” at the workplace.
On May 29, 2025, the New York State Department of Labor (“NYSDOL”) published a model workplace violence prevention policy and a model workplace violence prevention training program. Every New York retail employer is now required to either adopt the NYSDOL model policy and training or establish a similar policy and training that equals or exceeds the NYSDOL’s models. The NYSDOL has also released Retail Worker Safety Act Frequently Asked Questions. All of these can be found on the NYSDOL website: https://dol.ny.gov/retail-worker-safety.
The Retail Worker Safety Act applies to all New York State employers who employ 10 or more employees to work at a retail store (or stores). Retail stores include any store that sells goods directly to the public at retail. Retail stores do not include businesses that primarily sell food to be eaten on-site, such as restaurants.
Retail employers must provide the policy to all retail employees upon hiring and annually thereafter. Retail employers with 50 or more retail employees must provide retail workplace violence prevention training once a year. Employers with 49 or fewer retail employees must provide the training every two years.
Covered New York retail employers should adopt the model policy and training to ensure compliance with the new law. In addition, employers may want to tailor the policy and training to their specific workplace. Should you have any questions or need assistance, please contact Ali Law Group.
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