New York Retail Worker Safety Act to Take Effect on June 2, 2025 — Employers Should Prepare Now

To strengthen protections for retail workers, the New York Retail Worker Safety Act (RWSA) will officially take effect on June 2, 2025. The law applies to all retail businesses operating in New York State, regardless of size or number of employees. Originally scheduled to take effect on March 4, 2025, the law was amended on February 14, 2025, to push back the implementation date — providing employers with additional time to prepare for compliance.

The amendments also revised key employer obligations under the law. The three main components are summarized below:

Workplace Violence Prevention Training

All retail employers in New York must provide workplace violence prevention training to their employees. Training must cover practical topics such as identifying potential risks, responding to incidents, and how to report workplace violence.

Training may be delivered in any of the following formats:

• In-person instruction

• Video-based training

• Online courses

  
  

Training frequency requirements:

• Employers with fewer than 50 employees: Training must be provided upon hire and at least once every two years thereafter.

• Employers with 50 or more employees: Training must be provided upon hire and annually thereafter.

  
  

The purpose of this requirement is to raise employee awareness of safety risks and equip them with the skills to respond effectively, thereby reducing the likelihood of violent incidents.

New Requirement for Silent Response Buttons

Earlier versions of the law proposed that retail employers with more than 500 employees install “panic buttons.” This requirement has been revised.

Under the updated law, retail businesses with more than 500 employees statewide must provide employees with Silent Response Buttons (SRBs) starting January 1, 2027. These devices are intended to help workers discreetly alert on-site security personnel, managers, or supervisors during emergencies.

Acceptable formats for SRBs may include:

• Fixed buttons at the worksite

• Wearable devices

• Mobile devices or smartphone applications

  
  

This measure aims to enhance emergency response times and improve frontline employee safety through accessible, tech-enabled tools.

Policy Templates and Multilingual Support

To assist with compliance, the New York State Department of Labor will publish model policies and training materials, which will include:

• Sample workplace violence prevention policies

• Standardized training templates

  
  

These resources will be available in English and 12 of the most commonly spoken non-English languages in New York State, helping employers better reach and support their multilingual workforce. Employers may adopt or customize these templates to create their own internal policies.

Recommended Next Steps for Employers

1. Review your current training programs to ensure timely compliance with the new frequency and content requirements.

2. Monitor updates from the Department of Labor and incorporate their model policies and multilingual materials when available.

3. For businesses with 500+ employees, begin early planning and budgeting for SRB implementation by the 2027 deadline.

4. Draft or revise your workplace violence prevention policy, and ensure it is clearly communicated to all employees.

If you have questions about how this law may affect your retail operations or need help preparing training or compliance materials, please contact our legal team at contact@consultils.com.

Disclaimer: The materials provided on this website are for general informational purposes only and do not, and are not intended to, constitute legal advice. You should not act or refrain from acting based on any information provided here. Please consult with your own legal counsel regarding your specific situation and legal questions.

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Richard Liu, Esq. is the Managing Counsel of ILS. He serves clients as a management-side defense lawyer specializing in employment and business litigation. Richard is also an expert on litigation prevention and compliance. He regularly advises Fortune 500 companies and startups on employment, labor, and commercial matters.

Email: contact@consultils.com | Phone: 626-344-8949