Workplace Violence Prevention: US

This Workplace Violence Prevention policy is a widely used best-practice policy in the US because it sets clear expectations for a safe workplace, gives employees a simple way to report threats or concerning behavior, and helps your organization respond quickly and consistently when issues arise. Even without a single nationwide law that requires every employer to adopt the same written policy, many jurisdictions and regulators expect employers to take reasonable steps to prevent violence, address harassment and intimidation, and investigate reports promptly.

The History Behind Workplace Violence Prevention Policies in the US

Workplace violence prevention became a mainstream employer practice after a string of high-profile shootings and assaults in the '80s and '90s, including the 1986 Edmond, Oklahoma postal shooting that inspired the phrase "going postal." HR teams started treating threats, stalking, and domestic violence spillover as workplace Health & Safety risks.

OSHA never issued a single, across-the-board federal workplace violence standard for most private employers, but it did use the General Duty Clause (Section 5(a)(1) of the OSH Act) to cite employers when violence hazards were "recognized" and not addressed. OSHA also published industry guidance over time, including detailed guidelines for healthcare and social service settings, and it backed those expectations with enforcement in higher-risk workplaces. Courts and the Occupational Safety and Health Review Commission have repeatedly treated violence hazards as something employers can be expected to anticipate in certain settings, which pushed many organizations toward written rules on weapons, threats, reporting, and investigations.

States then added more specific requirements, which raised the floor and made "best practice" feel more like "you need a plan." California led the way with a healthcare workplace violence prevention law (SB 1299) and later expanded requirements through Cal/OSHA's workplace violence prevention standard for most employers (effective in 2024). Other states followed with targeted rules for healthcare, late-night retail, and public-facing work, and many employers adopted a single, consistent policy nationwide to avoid running custom programs for each location.

Which Law is this Workplace Violence Prevention Policy Meant to Comply With?

There's no federal law that specifically requires a Workplace Violence Prevention policy for US-based employees. We include it because it's either (1) a common best practice that answers employee FAQs and sets clear expectations, or (2) a topic that is regulated in many states, so employers often use one company-wide policy that meets or exceeds the toughest state requirements.

How to Write a US Workplace Violence Prevention Policy

• Start with "why" and introduce the concept of a zero-tolerance rule for workplace violence, threats, intimidation, and harassment.
• Ban dangerous conduct like bullying, fighting, and roughhousing.
• Prohibit weapons and other hazardous items at work, with only limited, authorized exceptions.
• Define workplace violence with clear examples of prohibited acts.
• Direct employees to report conflicts early so issues do not escalate.
• Require prompt reporting of suspected or actual workplace violence and suspicious activity.
• Tell employees to prioritize personal safety and contact emergency services for urgent danger.
• Commit to investigating reports and protecting reporter privacy as much as possible.
• Explain that your organization may use interim safety measures during investigations.
• Describe disciplinary consequences for violations, up to and including termination.

When to Include this Policy in Your Employee Handbook

The law does not require you to publish a policy or issue a specific notice. That said, you still have to comply with the requirements that apply to you as an employer. 

Even when notice is not required, this is still the kind of policy most employers should put in their handbook or otherwise publish to employees. A well-written policy also supports day-to-day decisions like restricting weapons on work premises (subject to applicable state rules), separating employees during investigations, and involving law enforcement when needed.

It answers a question employees will ask, sets expectations, and gives managers a consistent script. If you don't include it, you'll end up explaining it ad hoc, and that's when inconsistency, resentment, and accidental noncompliance shows up. 

Other Considerations

For certain states like CA, you'll need to go beyond this template to ensure your have a full violence prevention plan in place. Check state law.

Exceptions

None.