Royal

New York Enacts Retail Worker Safety Act to Enhance Protections Against Workplace Violence and Harassment

September 16, 2024

On September 4, 2024, New York governor Kathy Hochul signed the “Retail Worker Safety Act” into law, marking a significant amendment to existing labor regulations. This new legislation requires retail employers with more than 10 employees (excluding businesses such as restaurants) to implement a workplace violence prevention policy. This law will take effect on March 4, 2025, and aims to identify factors for violence and establish methods for prevention. 


Prior to this Act, the New York Labor laws lacked specific preventative measures for violence. In response to rising workplace violence and concerns about active shooter incidents, the Retail Worker Safety Act is designed to enhance the sense of safety among retail workers.

The Retail Worker Safety Act requires employers to create a violence prevention plan, train workers in de-escalation techniques, and install panic buttons in corporate retail stores with more than 500 employees nationwide, starting January 1, 2027. This requirement can be fulfilled through wearable technology or mobile phone-based application. These preventative measures are designed not only to curb violence and harassment but also to ensure workers can quickly get help in emergencies.


Key Takeaways

  • Starting March 4, 2025, retail employers with 10 or more employees in New York State must adopt and provide training on a plan to help their staff identify and prevent incidents of workplace violence.
  • Beginning January 1, 2027, New York retailers with 500 or more employees nationwide will need to install panic buttons that can dispatch law enforcement.
  • The New York State Department of Labor will soon publish a guidance document, a model policy and a model training program for the new requirements.


This addition to New York labor laws aims to protect workers and prevent violence in retail workplaces. As further details are released by the NYDOL regarding minimum requirements and policy standards, employers remain vigilant and prepare to implement the necessary policies and training.


If your business has any questions on this topic or any other matters, please do not hesitate to contact the attorneys at The Royal Law Firm at 413-586-2288.

Royal was Proud to Sponsor the 2025 BusinessWest Difference Makers Event!

April 10, 2025
Though the Difference Makers event has come to a close, let's continue to shine a light on the transformative power of giving back to our community! Every year, The Royal Law Firm is humbled to be a part of this incredible event that spotlights the brightest stars in our community. We can't wait to celebrate the 2026 Difference Makers and the boundless impact they'll have!

Appellate Court Affirms ADA Right to Accommodation

April 9, 2025
The United States District Court for the Northern District of New York issued an order granting summary judgment in favor of the Defendant, a school district, in a claim brought pursuant to the Americans with Disabilities Act (ADA). The Court agreed that the Plaintiff, a teacher, did not qualify for accommodation under the ADA because she could perform her job fully without the accommodation. It was agreed upon that her job functions could be performed but under “great duress and harm.” The Plaintiff appealed this decision to the United States Court of Appeals for the Second Circuit. The Court disagreed with the USDC NY decision, stating that “an employee may qualify for a reasonable accommodation even if she can perform the essential functions of her job without the accommodation.” For Employers This ruling reminds us that the crux of the ADA is if the accommodation is reasonable, aimed at mitigating disability related limitations, and does not place an undue burden on the employer, the employer is expected to fulfill that accommodation. Every request for accommodation should be looked at on a case-by-case basis. A broad metric should not be how a business decides if it should allow any requests for ADA accommodation(s). The attorneys at The Royal Law Firm are dedicated to helping employers navigate ADA accommodations and interpretations in their day-to-day practice and handbooks. If your business has any questions on this topic or any other matters, please do not hesitate to contact the attorneys at The Royal Law Firm at 413-586-2288.
Share by: