The Retail Worker Safety Act: Protecting New York Retailers from Workplace Threats

Quick look: The New York state government passed its Retail Worker Safety Act in response to the rising threats of workplace violence impacting retailers. In this blog, learn about this law’s guidelines and other strategies employers can use to enhance workplace safety. 

Workplace safety is a growing concern in the retail industry. According to Loss Prevention Magazine’s Violence in the Retail Workplace Survey, nearly 60% of respondents witnessed an act of workplace violence at their company in the past year. Additionally, 62% of retail workers feel ill-equipped to handle these difficult situations.

New York is taking a stance against these incidents by establishing its Retail Worker Safety Act. This legislation introduces new mandates for retail employers to maintain and promote safe working environments. Keep reading for a full breakdown of this law and key workplace safety plan practices to help keep New York retail small- and medium-sized businesses (SMBs) secure.

What is the New York Retail Worker Safety Act?

On September 4, 2024, Governor Kathy Hochul signed the Retail Worker Safety Act (S. 8358B/A. 8947C) into law, requiring retail employers in New York to adopt a written policy and implement training programs centered on workplace violence prevention. This law applies to retail employers with ten or more employees; food-selling retailers are currently not included as businesses expected to follow this obligation. Below is a glimpse at the law’s key takeaways.

Complete prevention training

Employers must use the New York Department of Labor (NYDOL)’s templated training program, or their own version that meets the same standards, to educate their workforce on potential workplace threats, preventative measures, and protection devices like security alarms. Store-specific safety plan details, such as evacuation strategies and available on-site exits, should also be discussed. 

Supervisors are to receive additional education on emergency procedures, leading security concerns, and what to do when an incident occurs.

All retail employees must complete this training upon hiring, but different obligations apply for follow-up instruction. Retailers need to reeducate their staff annually if they have 50 or more employees, but amendments added on February 7, 2025 propose employers with less than 50 workers are required to be trained bi-annually.

Adopt policies against workplace violence

Retailers need to document a compliant workplace violence prevention policy that addresses the following:

• Scenarios and aspects presenting risks of violence (ex. agitated customers, theft/robbery, working late and early shifts, threats of harassment)
• Preventative methods and tools like security alarms and cameras
• Details on reporting violent incidents and seeking assistance as a victim
• No retaliation clauses for people who report or testify against an act of workplace violence

Employers can use the NYDOL’s model policy or write a custom version that meets regulatory standards. Though the original deadline to establish this policy is March 4, 2025, the state government is working to extend the due date to June 2, 2025.

Share informative employee notices

More ways to strengthen employee safety

While the Retail Worker Safety Act offers a solid foundation for workplace violence prevention, various human resource strategies help New York retail SMBs build the ultimate workforce safety plan. Consider the following HR tactics that support employee efficiency while minimizing violent risks.

Run risks assessments

A retail business’s security needs and threats shift as fast as store inventory. Risk assessments inform employers of these changes by identifying current and potential safety concerns. Risk evaluators note possible site and operational threats like surveillance camera blind spots or faulty door locks, helping employers correct such issues sooner and better reduce and deescalate potential incidents. Conducting risk assessments on a regular basis allows retailers to foster a work environment that supports employees’ wellbeing and productivity.

Develop and update employee handbooks

A well-structured employee handbook is essential for workplace security and compliance, helping retailers record and share threat prevention regulations and processes with their teams. They can also spotlight guidelines supporting safety plan measures, such as zero-tolerance policies for harassment, codes of conduct, and cybersecurity procedures for work devices. By actively maintaining these handbooks, team members gain more clarity and confidence in their responsibilities.

Offer comprehensive employee benefits

Personal wellness significantly influences workers’ safety. When employees experience high levels of stress, it can impact their wellbeing, leading to challenges like fatigue, burnout, depression, or decreased engagement with coworkers and customers. This can result in difficult situations that may cause workplace disruption, injuries, and impact on overall morale.

Employee benefits packages with inclusive healthcare coverage help workers manage stress and prioritize their physical and mental wellness. Retailers can also offer support outside of shift hours with an employee assistance program, or EAP. This benefit connects workforces to professional and confidential services such as:

• Certified mental health counseling
• Stress management tools and assistance
• Trauma and abuse recovery resources (workplace violence, drug use, domestic violence, etc.)

These perks can help remedy personal work and everyday challenges, increasing workers’ chances of minimizing stress and empowering workplace safety while on the clock.

ExtensisHR: Your next step in workplace safety planning

The Retail Worker Safety Act is transforming New York retailers’ education and approach to workplace threat and violence prevention. By executing these processes well, retail businesses can reduce retail risks, strengthen company morale, and improve employees’ on-the-job satisfaction and wellbeing.

Still, it can be burdensome to create a compliant safety plan, especially with limited time and resources. Fortunately, a professional employer organization (PEO) like ExtensisHR can help fill in those bandwidth gaps.

A PEO is a type of HR outsourcing that provides comprehensive HR administration services across risk, compliance, benefits, and other employee operations. By offloading tedious human resource tasks onto us, you regain the freedom to focus on merchandising, stock management, supply chain updates, and every retail need in between. Our PEO services include:

• Risk management assessments and planning
• Expert guidance on workplace safety regulations and best practices
• Fortune 500-level employee benefits to boost employees’ health and wellbeing
• Access to an EAP and voluntary and supplemental benefits
• Employee handbook and company policy maintenance
• A dedicated support team focused on your success
• Personalized customer service from our Employee Solution Center

Every retail employee deserves a work environment that puts their safety first. Contact ExtensisHR today to start enhancing your workplace violence prevention strategy.