Preventing Workplace Violence for the Retail Industry

Employers covered by the law must: conduct a workplace risk assessment; develop and implement a written violence prevention program; provide annual workplace violence prevention training to employees; and retailers with 500+ employees in NY must provide silent panic buttons for workers by January 1, 2027, to discreetly call for help in emergencies.

The Act applies to retail businesses in New York State that are primarily engaged in selling consumer goods directly to the public—such as grocery stores, clothing retailers, electronics shops, and department stores—with at least 10 retail employees.
If your business includes both retail and food service (like a grocery store with a small café), what matters is your primary activity. If you mostly sell goods to take home, you’re likely covered. But businesses primarily focused on serving food for on-site consumption—like restaurants, bars, and taverns—are generally excluded.

Yes. If you operate retail locations in New York and meet the employee threshold, the law applies, regardless of where your company is based. What matters is where your employees work, not your headquarters.

You must comply if you have at least 10 employees at a single retail location.
This count includes full-time, part-time, seasonal, and temporary workers.
If you operate with fewer than 10 employees at a location, the law does not require you to complete these steps. However smaller teams often face the same risks, and investing in safety builds a stronger, more resilient workplace culture. Providing consistent training across your organization simplifies operations and demonstrates leadership.

In certain jurisdictions, workplace violence prevention training is legally required. In New York State, the Retail Worker Safety Act (RWSA) requires retail employers to provide annual training to employees on workplace violence prevention and de-escalation strategies. In California, the California Workplace Violence Prevention Law (SB 553) requires most employers to develop and maintain a comprehensive workplace violence prevention plan and provide training to all employees. Beyond these mandates, workplace violence prevention training is strongly recommended for all employees, supervisors, and frontline managers, regardless of location or industry. Training equips staff with the awareness, tools, and confidence to recognize warning signs, respond appropriately, and contribute to a safer, more respectful work environment.

Because safety should never depend on headcount. Training protects all employees — not just those required by law. Training shows commitment to your team’s well-being. Training reduces risk across your entire organization. If you are already creating training and protocols, extending them across all locations and employees is smart, responsible, and cost-effective.

SHIFT’s course goes beyond checkbox compliance—it’s designed to be practical, legally sound, and truly relevant to the retail environment. Here’s what sets it apart:

Built with legal and retail expertise. Developed by employment law attorneys and retail safety experts, it aligns with the New York Retail Worker Safety Act and broader best practices.

Tailored for real-world situations. Content speaks directly to the challenges retail employees face, from customer aggression to high-stress encounters, with actionable strategies for de-escalation and response.

Clear, confidence-building tone. We teach safety without fear. The course builds employee confidence through clear, calm guidance, not alarm or confusion.

Mobile-friendly and efficient. Designed for busy retail teams, the training is easy to complete, understand, and retain—no dense legalese or generic corporate messaging.

Includes documentation support. We help employers meet reporting and policy requirements, with templates and guidance to support full compliance.

“Workplace Violence” means any act of violence or threat of violence that occurs at the workplace. Workplace violence includes any of the following: The threat or use of physical force against an employee that results in, or has a high likelihood of resulting in, injury, psychological trauma, or stress, regardless of whether the employee sustains an injury. An incident involving the use of a firearm or other dangerous weapon, regardless of whether the employee sustains an injury. The term workplace violence does not include lawful acts of self-defense or defense of others.

No. SHIFT’s training covers all forms of workplace violence—including customer conflicts, bullying, harassment, and verbal abuse—and provides practical tools for de-escalation, recognizing warning signs, and reporting concerns to help create a safer, more respectful work environment.

Workplace violence involves threats, attempts, or actual acts of physical harm, such as hitting, pushing, or using weapons. It can also include severe verbal threats that create a fear for personal safety.

Harassment is unwelcome conduct based on protected characteristics (like race, gender, or religion) that creates a hostile or offensive work environment. It’s often persistent and can be verbal, physical, or visual.

Bullying is repeated, intentional mistreatment—such as intimidation, humiliation, or sabotage—that may not be tied to a protected class but still causes harm.

Effective June 2, 2025: Retail employers with 10 or more employees must implement workplace violence prevention policies and training.

Employers with fewer than 50 employees must train workers at hire and every other year.
Employers with 50 or more employees must train at hire and annually.
Effective January 1, 2027:

Employers with 500 or more retail employees statewide must provide silent response buttons (SRBs) for internal emergency alerts. SRBs may be stationary, wearable, or mobile-based.

Even when not mandated, regular refreshers keep safety top of mind. Our training is always up to date and legally compliant, helping organizations meet requirements and reinforce key protocols effectively.