Preventing Workplace Violence in Manufacturing

Workplace violence in manufacturing is a significant threat. A new California law requires businesses to implement workplace violence prevention plans – and other states may soon follow suit. Are you taking steps to prevent workplace violence?

Defining Workplace Violence

Workplace violence does not just refer to incidents of assault or homicide – OSHA defines workplace violence as “any act or threat of physical violence, harassment, intimidation, or other threatening behavior that occurs at the work site.” This includes threats and verbal abuse as well as physical assaults and homicide.

BLS data shows that there were 5,283 workplace deaths in 2023, of which 740 were the result of violent acts.

Workplace Violence in Manufacturing

Workplace violence is a significant threat in the manufacturing industry. According to the BLS, the manufacturing industry experienced 391 fatalities in 2023. Of these, 40 were caused by violent acts. Blue-collar workers may have a higher risk of workplace violence, according to research published in the International Journal of Environmental Research and Public Health. Researchers hypothesized that the higher risk may be related to high strain work environments, lack of autonomy and lower levels of social interaction at work.

As an example, a dispute at a factory in Detroit in October 2024, escalated into a shooting that left a worker dead, according to USA Today. Furthermore, in February 2025, two people were killed and four were injured at a shooting at a manufacturing facility in Ohio, according to ABC News. The suspect fled the scene but was taken into custody the following day.

California’s New Workplace Violence Law

On September 30, 2023, California Senate Bill 553 was signed into law, requiring employers to develop and implement workplace violence prevention plans. Employers need to identify the people responsible for implementation of the plan, define procedures for employee involvement in its development and implementation, ensure compliance, and coordinate with other employers, as needed. Employers must review the plan annually, after a workplace violence incident, and whenever a deficiency becomes apparent.

Key requirements include:

• A workplace violence hazard assessment
• An emergency response
• A violent incident log
• Employee training and communication
• Procedures to accept and respond to reports of workplace violence without retaliating against employees who report violence

California businesses were required to have this plan in place by July 1, 2024. See California Senate Bill 553 for more details.

Workplace Violence Prevention in Other States

California is leading the way with its comprehensive workplace violence prevention law, which will likely result in other states developing similar laws in the coming years. In the meantime, employers still have a responsibility to keep workers safe.

OSHA says it currently has no specific standards for workplace violence, but its General Duty Clause requires employers to provide their employees with a workplace that is “free from recognized hazards that are causing or are likely to cause death or serious physical harm” – which extends to workplace violence.

Reducing Your Liability

If there is an incident of workplace violence at your worksite, your company could be liable, especially if there were warning signs and you failed to take action to control the risk.

If you are located in California, you need to comply with the new workplace violence prevention requirements. Otherwise, OSHA recommends implementing a zero-tolerance policy that covers workers, patients, clients, visitors, contractors, and anyone else who comes into contact with employees. OSHA also recommends a written workplace violence prevention program, engineering controls, administrative controls, and training.

Assess your worksite with the potential for workplace violence in mind. Are the entrances secure? Do employees have a safe place to go during an active shooter event? Manufacturing and distribution worksites are challenging because they have multiple entrances that may be hard to secure. This is especially true during the summer when doors may be open to alleviate the heat.

Technology may be useful. The National Safety Council (NSC) recommends implementing safety technologies to prevent or respond to violence, including weapon detection systems, panic buttons, and cameras.

It’s also important to identify the warning signs that often precede acts of violence from disgruntled employees to ensure you can take appropriate action to diffuse the situation, get the employee help, and control the risk. NSC says the following behaviors could indicate that a person may behave violently in the future:

• Excessive use of alcohol or drugs
• Unexplained absences
• Unexplained changes in behavior or job performance
• Depression, withdrawal, or suicidal comments
• Resistance to changes at work
• Persistent complaining of unfair treatment
• Violation of workplace policies
• Emotional reactions to criticism
• Mood swings
• Paranoia

Mental health and substance abuse issues may contribute to workplace violence. Employers can help by offering mental health resources and an employee assistance program (EAP). In addition, be sure to train employees that “If you see something, say something” right away and be clear about the appropriate team members to report suspicious behavior to.  If there is an eminent threat of violence don’t hesitate to call 911.

If a workplace violence incident occurs, the right insurance will help the business and everyone involved recover. In addition to general liability and workers’ compensation insurance, employers should consider workplace violence insurance. This provides coverage for various expenses a business might incur after a workplace violence incident that a standard general liability insurance policy does not cover, such as public relations and security.

Next Steps

Don’t wait another day to begin implementing your workplace violence prevention program. Contact your Propel broker for educational resources, an action plan template and an insurance assessment. We’re here to help!

Marie Gallanar
206-567-1140 
Marie.Gallanar@propelinsurance.com