NY Retail Worker Safety Act Amended, Extended to June

Gov. Kathy Hochul has signed off on new amendments and a new start date for New York's Retail Workers Safety Act. 

On February 14, 2025, Governor Kathy Hochul signed into law a set of amendments to the Retail Worker Safety Act (RWSA), originally enacted in September 2024. These updates refine employer obligations regarding workplace violence prevention policies, training, and panic button requirements. With these changes now cemented into law, retail employers must ensure they are ready for the upcoming compliance deadlines. Here’s what’s now required.

Key Provisions of the Law

The RWSA, now effective June 2, 2025, introduces the following mandates for retail employers with at least 10 employees:

• Workplace Violence Prevention Policy: Employers must establish a policy identifying potential risks, outlining preventive measures, and ensuring workers know their rights and protections against retaliation.

• Workplace Violence Prevention Training: Employees must receive training upon hire and at designated intervals to recognize and respond to workplace violence.

• Silent Response Button Requirement: Businesses with 500 or more employees within New York State are required to provide silent response buttons (SRBs) to workers by January 1, 2027. These devices alert on-site security or management, replacing the initial mandate for panic buttons that contacted law enforcement.

Finalized Amendments: What’s Changed?

The recent amendments introduce several refinements to the original law, including:

• Revised Effective Dates: The implementation date for the workplace violence prevention policy, training, and notice provisions has been extended from March 4, 2025, to June 2, 2025. The requirement for SRBs remains set for January 1, 2027.
• Adjusted Training Frequency:
  • Employers with 50+ Employees: Training is required upon hire and annually.
  • Employers with Fewer than 50 Employees: Training is required upon hire and every two years.
• Language Accessibility: The New York Department of Labor will provide model training materials in the 12 most commonly spoken non-English languages in the state, making compliance easier for diverse workforces

What This Means for Retail Employers

With the law now finalized, New York retailers must move quickly to ensure compliance. Steps to take include:

• Reviewing and updating workplace violence policies to align with the finalized requirements.

• Implementing or adjusting silent response systems to comply with the new SRB provisions by the 2027 deadline.

• Ensuring training programs meet the new standards for frequency and accessibility.

By proactively adapting to these legislative changes, retail employers can create a safer work environment while avoiding penalties. With the June 2025 implementation date quickly approaching, now is the time to act.