New York’s Retail Worker Safety Act Goes into Effect

On June 2, 2025, the New York Retail Worker Safety Act (“NYRWSA”) went into effect, which New York State enacted to protect retail workers from the higher risks of violence which they unfortunately endure at work. The NYRWSA also covers workers contracted to work in the employer’s retail setting, such as third-party cleaners or maintenance crews.

Specifically, the NYRWSA mandates retail employers in New York State with 50 or fewer employees to provide workplace violence prevention policies and trainings upon an employee’s hire and bi-annually thereafter. Large retail employers with 50 or more employees must provide training annually and those employers with 500 employees statewide must install silent response buttons so employees can request immediate emergency assistance from a manager, security officer, or supervisor. The button may be installed as a wearable or mobile-phone button or at an easily accessible location in the workplace. The requirement to install silent emergency response buttons goes into effect on January 1, 2027.  

Governor Kathy Hochul first signed the legislation in September 2024; however, it underwent several amendments before the current version of the law was finalized. For example, the NYRWSA as previously written required retail employers to: (i) develop and implement a written policy to help prevent violence against retail workers at the workplace; (ii) provide employees with annual training on workplace violence prevention; (iii) distribute notices detailing those policies and information regarding the training; and (iv) install panic buttons throughout the workplace for retail employers with 500 or more employees nationwide. 

On February 14, 2025, the law was amended to remove the requirement for smaller retail employers to provide annual training and now retail employers with 500 employees statewide must install silent emergency response buttons.  Additionally, the current version of the NYRWSA puts the onus on the New York Department of Labor to prepare a template policy and training program for retail employers to use.  

Individuals who believe that they have been discriminated or retaliated against in the workplace should seek legal counsel to analyze their potential claims.