As previously reported, the Retail Worker Safety Act (RWSA) amends New York Labor Law by adding Section 27-e, requiring retail employers with at least 10 employees to develop and implement workplace violence prevention programs. These programs must include a prevention policy, employee training, and, for employers with 500 or more retail employees, panic buttons. Most provisions of the law take effect on March 3, 2025.
The New York governor’s office is currently discussing potential amendments to the RWSA with the state legislature. It is anticipated that a vote on these amendments will occur in January 2025. Proposed changes include reducing training frequency for small employers, issuing training templates in English and the 12 most common non-English languages in New York, replacing the term “panic button” with “silent response button,” and adjusting the act’s effective dates.
Key Proposed Changes
- Training Requirements: Employers with fewer than 50 retail employees would be required to provide workplace violence training only upon hire and every two years, rather than annually.
- Terminology and Scope Adjustments: The term “panic button” would be replaced with “silent response button.” This requirement would apply only to employers with 500 or more retail employees in New York State, rather than nationwide. Silent response buttons must summon immediate assistance from a security officer, manager, or supervisor instead of connecting directly to local law enforcement. These buttons may be installed in accessible workplace locations or be wearable or mobile phone-based devices.
- Effective Dates: If adopted, the amendments would move the effective date of most provisions to June 2, 2025, instead of March 3, 2025. However, the silent response button requirement would still take effect on January 1, 2027.
Next Steps
Until the legislature finalizes and passes any amendments, the current law remains effective on March 3, 2025. Employers should prepare for compliance by assessing workplace risks and implementing necessary prevention measures to meet existing requirements.
Employers with 500 or more employees should also plan to invest in silent response buttons and ensure appropriate access for employees. This may require technological upgrades or additional equipment to meet compliance standards. Monitoring legislative developments and preparing for potential changes is recommended to ensure readiness for all applicable provisions.
HR Works will continue to monitor this topic and share updates as they become available.
