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.

Brandon Calton admitted to the United States District Court of Connecticut

June 10, 2025
Brandon Calton is now admitted to the United States District Court, Connecticut! The Royal Law Firm is passionate about expanding our reach so that we can better serve our clients and their needs. Brandon is admitted in Massachusetts, the United States District Court of Massachusetts, and the United States District Court of Connecticut.

Federal Court Vacates EEOC’s “Abortion Accommodation Mandate” in PWFA

By Heather Child • June 9, 2025
On May 21, 2025, the U.S. District Court for the Western District of Louisiana struck down a provision in the Equal Employment Opportunity Commission’s (EEOC) final rule under the Pregnant Workers Fairness Act (PWFA), ruling that the agency exceeded its authority by requiring employers to accommodate elective abortions that are not medically necessary. Background Information: In June 2022, the U.S. Supreme Court issued a decision in Dobbs v. Jackson Women’s Health Organization, which overturned Roe v. Wade and eliminated the constitutional right to abortion. Congress passed the Pregnant Workers Fairness Act in December 2022, and it became effective in June 2023. The law requires employers with 15 or more employees to provide reasonable accommodation to qualified applicants or employees who have physical or mental conditions related to pregnancy, childbirth, or related medical conditions, unless doing so would cause significant difficulty or expense for the employer. In April 2024, The EEOC issued its final interpretation of the PWFA including abortion in the definition of “pregnancy, childbirth, or other related medical conditions” thereby requiring employers to provide accommodations related to abortion. In May 2024, the states of Mississippi and Louisiana sued the EEOC, arguing that the interpretation conflicted with the U.S. Supreme Court’s Dobbs decision and their respective state laws on abortion. In June 2024, Judge Joseph found that the EEOC exceeded its authority and issued a preliminary injunction postponing the effective date of the interpretation to provide accommodation for elective abortions until final judgment was entered in this matter. The final judgment was entered on May 21, 2025, that remanded the matter to the EEOC to revise the final rule and all related implementing regulations and guidances. Employer Takeaways: While employers are no longer (as of now) REQUIRED to provide accommodation for elective abortions, the remainder of the PWFA remains in full effect The decision to have or not have an abortion remains protected under Title VII The PWFA does not supersede state or local laws providing greater protection for pregnant workers. It is important to stay up to date on state regulations to ensure employers are complying with state laws. While it is still unclear how this ruling will impact employers nationwide, it is still important to continue to stay up to date on ever-changing legislation.  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.