As workplace violence rises, retaining nurses and healthcare workers has become more urgent. In response, hospitals across the U.S. must now comply with new laws designed to improve staff safety.
These laws focus on preventing workplace violence and creating safer hospital environments through measures such as safety plans and improved safety tools. With that, states are setting clear expectations for what hospitals need to do.
Why State Laws Matter
While federal guidelines like those from OSHA provide a foundation for workplace violence prevention, many states such as California, New York, and Illinois, have passed laws requiring healthcare employers to:
- Implement violence prevention plans
- Conduct risk assessments
- Train staff on de-escalation and safety procedures
- Maintain systems for reporting and reviewing incidents
Today, various regulations and policies at the federal, state, and local levels address workplace violence in healthcare. Federal agencies like OSHA, the Centers for Disease Control and Prevention, and NIOSH provide overarching guidance. However, state laws offer more specific requirements that hospitals must follow.
Map Showing Responsibility of OSHA and States in Enforcing Workplace Safety and Health Standards in OSHA’s 10 Regions
Source: GAO Analysis of Occupational Safety and Health Administration
State Law Highlights
- Washington: Requires the development of safety plans, safety training for employees, and an annual review of WPV related incidents. (WA State Legislature, from WSNA)
- Virginia: From July 1, 2025, hospitals must have safety plans and report incidents. (Virginia State Bill)
- New York: Nurses are protected from mandatory overtime, with exceptions only for declared emergencies. (2025-S4003, Safe Staffing for Hospital Care Act)
- Massachusetts: Requires healthcare employers to develop risk assessment and implement programs to prevent workplace violence. (Massachusetts Health & Hospital Association)
What States Require for Healthcare Safety
|
State |
Violence Prevention Plan |
Risk Assessment |
Staff Training |
Incident Reporting |
|
Illinois |
Required under Health Care Violence Prevention Act (210 ILCS 160) |
Worksite analysis required |
OSH guideline compliance (annual) |
Required & management notice (Within 3 days) |
|
California |
Required by SB 553 / Labor Code § 6401.9 |
Hazard assessments required |
Required (initial & annual) |
Violent‑incident log required |
|
New York |
Required for public hospitals |
Implicit in OHS / CMS |
Required |
Required |
|
Washington |
Required (SB 5162) |
Annual |
Required |
Required |
|
Connecticut |
Required |
Annual |
Required |
Required |
|
Maine |
Safety/security plan required |
Not specified |
Required |
Required |
|
Maryland |
Required |
Annual (Bill 483) |
Required |
Required |
|
Virginia |
Required by July 1, 2025 law |
Required |
Required |
Required |
|
New Jersey |
Required |
Annual |
Required |
Required |
|
Oregon |
Required under OR‑OSHA |
Annual |
Required |
Required |
The Role of Wearable Panic Buttons in Healthcare Safety
Some states don’t require wearable safety devices yet, but they’re starting to recognize how useful they can be especially in fast-paced environments like hospitals. In California, for example, Cal/OSHA’s SB 553 encourages safety planning that includes employee input and hazard assessments, which opens the door for tools like wearable panic buttons.
Wearable panic buttons help staff & nurses feel safer at work and help teams to respond to emergencies faster without affecting routine. That kind of support can prove helpful in high-risk settings like hospitals. This is why more states should consider mandating them. In the end, wearable panic buttons represent a small shift with significant impact, demonstrating that staff safety is more than just policy; it’s practice.