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New York State has introduced one of the most comprehensive workplace safety measures for retail employees in the country. The Retail Worker Safety Act (RWSA), signed into law in 2024, creates a legal framework for violence prevention in retail stores across the state.
Although it was initially set to take effect on March 3, 2025, lawmakers postponed implementation to June 2, 2025, via a legislative update in February 2025.
With the effective date fast approaching, I want to urge retail employers to begin preparing now. In the following post, I’ll break down the RWSA’s key provisions and provide actionable steps to ensure compliance.
Waiting until the law takes effect could leave businesses vulnerable to compliance issues, potential fines, and increased liability risks.
Key Implementation Timeline
- June 2, 2025 – Written policies and training programs must be implemented for all retail employers with 10+ employees
- January 1, 2027 – Silent response buttons must be installed by retail employers with 500+ employees statewide
- Ongoing Annual Requirements – Large employers (50+ employees) must conduct annual training programs
- Every 2 Years – Smaller employers (fewer than 50 retail employees) must provide refresher training
About Ty Hyderally and Hyderally & Associates, P.C.
Ty Hyderally is the Owner and Principal of Hyderally & Associates, P.C., a respected employment law firm with offices in Montclair, New Jersey and New York City.
Recognized among the Top Ten Leaders of Employment Law in Northern New Jersey, Mr. Hyderally has successfully litigated high-profile employment cases and is admitted before multiple state and federal courts, including the U.S. Supreme Court.
His firm focuses exclusively on employment law, representing both employees and employers in matters involving discrimination, harassment, retaliation, wage disputes, and whistleblower claims.
Known for his litigation skill and deep subject-matter expertise, Mr. Hyderally also advises corporations on compliance, handbooks, and workplace policies, making him a trusted resource on workplace law across the region.
What Is the New York Retail Worker Safety Act?
The Retail Worker Safety Act is a New York State labor law that requires certain retail employers to implement workplace violence prevention programs. It includes mandatory training, written safety policies, and, starting in 2027, emergency response technology.
Signed by Governor Kathy Hochul in September 2024, the law reflects growing concerns about violence in retail environments and the need for structured safety protocols to protect frontline workers.
Understanding the scope and requirements of this legislation is crucial for retail employers operating in New York State.
Who Must Comply with the Law?
Basic Eligibility Requirements
The RWSA applies to private-sector retail employers operating in New York State with at least 10 retail employees. It does not apply to government agencies or employers with fewer than 10 retail staff.
A “retail employee” is defined as someone working in a store that sells consumer goods to the public. Stores primarily engaged in on-premises food consumption—such as restaurants or cafés—are not covered.
Additional Requirements for Large Employers
Businesses with 500 or more retail employees statewide face an additional requirement: they must equip staff with silent response buttons by January 1, 2027.
Even businesses not technically covered under the law may benefit from voluntarily adopting elements of the policy, especially to protect against future liability and to maintain a safe environment for staff and customers.
Now that we’ve established who needs to comply, let’s examine the specific requirements employers must meet.
What Do Employers Need to Do for RWSA Compliance?
The Retail Worker Safety Act introduces several new obligations for employers, some of which must be met annually. These include adopting written policies, conducting training, and distributing safety information in multiple languages.
1. Adopt a Written Workplace Violence Prevention Policy
Employers must either use the model policy created by the NY Department of Labor or develop their own that meets or exceeds the state’s standards. The policy must outline:
- Risk factors like working late hours, handling cash, or working alone
- Procedures for reporting violent incidents
- Relevant federal, state, and local laws regarding workplace violence
- A clear statement prohibiting retaliation against employees who report safety concerns
This written policy must be provided to every employee at hiring and annually thereafter.
2. Conduct Workplace Violence Prevention Training
Employers must provide interactive training to all retail employees on:
- Situational awareness and self-protection
- De-escalation strategies
- Active shooter drills
- Emergency evacuation procedures
- Use of panic buttons or other security devices
Training Schedule Requirements:
- Large employers (50+ retail employees) must hold training annually
- Smaller employers (fewer than 50 retail workers) may train new hires upon onboarding and then every two years
Employers should document these trainings thoroughly and tailor them to their physical store layouts and employee duties.
3. Communicate Policies in the Employee’s Primary Language
Employers must provide all training materials and policy notices in English and in each employee’s primary language, if supported by the Department of Labor.
The Department is required to provide templates in the 12 most common non-English languages spoken in New York, based on U.S. Census data.
When no translation is available, employers may use English-language documents. The law also protects employers from being penalized for any translation errors in state-supplied templates.
With these foundational requirements in place, let’s explore one of the most significant aspects of the law: the silent response button mandate.
What Are the Silent Response Buttons?
One of the most high-profile components of the RWSA is the requirement for silent response buttons, set to take effect on January 1, 2027. This applies only to employers with 500 or more retail employees across the state.
These buttons allow employees to discreetly alert a manager, supervisor, or security officer during an emergency. They can be installed in fixed locations, worn by staff, or accessed through employer-issued mobile devices.
Importantly, the law prohibits using these devices to track employees unless the alert is triggered.
While this provision doesn’t activate until 2027, large employers should budget for these systems and develop response protocols now.
Understanding the context behind this legislation helps explain why these comprehensive measures were deemed necessary.
Why Was the Law Created?
The RWSA responds to a documented rise in retail violence, particularly against front-line workers. A survey conducted by the Retail, Wholesale and Department Store Union (RWDSU) found:
- Over 80% of retail workers feared an active shooter scenario
- Nearly two-thirds reported harassment by customers, coworkers, or managers in the past year
- Just 7% felt their employers had taken meaningful safety steps after an incident
These findings highlight a widespread lack of preparedness and contributed to broad legislative support for the RWSA, which was championed by Senator Jessica Ramos and Assemblymember Karines Reyes.
Given the urgency of these issues, employers should take immediate action to prepare for compliance.
What Should Employers Do Before June 2, 2025?
With the effective date looming, employers should take action immediately. Here’s the step-by-step approach I recommend:
- Review the full text of the law to understand obligations based on business size
- Download and adopt the model prevention policy from the NY Department of Labor (once available)
- Develop an internal training schedule for onboarding and annual refreshers
- Ensure all notices are translated appropriately for your workforce
- Begin planning for the 2027 silent response button mandate if you employ 500+ workers statewide
To help address common concerns, here are answers to frequently asked questions about the law.
Retail Worker Safety Act FAQs
What if I already have a workplace safety policy?
You may continue using it, but it must meet or exceed the state’s new minimum requirements.
Are independent contractors counted toward the 10-employee threshold?
No. Only directly employed retail workers count toward the threshold.
Will there be inspections or audits?
The law grants the Department of Labor enforcement authority, so employers should expect potential audits and employee complaints.
When does the Retail Worker Safety Act take effect?
The New York Retail Worker Safety Act takes effect on June 2, 2025. Originally scheduled for March 3, 2025, lawmakers postponed implementation via a February 2025 legislative update.
Who needs to comply with the NY Retail Worker Safety Act?
The RWSA applies to private-sector retail employers in New York State with at least 10 retail employees. Government agencies and employers with fewer than 10 retail staff are exempt.
What are the main requirements of the Retail Worker Safety Act?
The main requirements include:
- Written workplace violence prevention policies
- Interactive employee training programs
- Multi-language policy communications
- Silent response buttons for employers with 500+ employees (by 2027)
Implementing the New York Retail Worker Safety Act
The Retail Worker Safety Act marks a pivotal shift in how New York businesses must address workplace violence. Rather than reacting after incidents occur, the law emphasizes prevention, education, and preparedness.
For retail employers, this is more than just compliance. It’s a chance to build a safer culture.
As a respected employment law advocate, I want to encourage employers to treat this as an opportunity.
Resources:
https://legislation.nysenate.gov/pdf/bills/2025/s740
