New York has enacted a law requiring hospitals and nursing homes to implement Workplace Violence Prevention Plans (WPVPP). The legislation applies to facilities regulated under the state’s Public Health Law and introduces obligations for hazard assessment, employee training, and incident reporting. While federal OSHA does not have a specific standard for workplace violence in health care, it enforces hazard prevention under the General Duty Clause and provides non-mandatory guidance on prevention strategies. Several states have already adopted their own requirements, and New York now joins this group with a comprehensive mandate.
Employers must create written WPVPPs and incorporate them into existing safety programs. Each plan must begin with a comprehensive hazard assessment and include annual reassessments to identify risks and determine appropriate security measures. These measures may involve engineering controls such as barriers, alarms, and communication systems. The law also requires employee training on recognizing and mitigating workplace violence, including de-escalation techniques for managing disruptive patients or visitors. Emergency departments must maintain onsite security personnel, with specific qualifications for law enforcement or specialized security staff, while smaller and rural hospitals have more flexible requirements.
In addition to planning and training, the statute requires recordkeeping and reporting. Employers must maintain incident logs and share this information with safety committees and employee representatives. The law also requires employee participation in developing and implementing WPVPPs, including union involvement.
The law takes effect 280 days after enactment, on September 18, 2026, giving facilities less than one year to comply. Meeting these requirements may involve allocating resources for security staffing, infrastructure improvements, and training programs.
For more details, refer to New York Senate Bill S5294A.