New York Retail Worker Safety Act: A Guide for Retailers

The New York Retail Worker Safety Act is codified at Section 27-e of the New York Labor Law, titled “Prevention of retail workplace violence.” It requires covered retail employers to adopt a written workplace violence prevention policy, train retail employees on a set schedule and, for the largest employers, provide silent response buttons starting January 1, 2027. The New York State Department of Labor (NYSDOL) administers the law and publishes a Retail Worker Safety page, a frequently asked questions page and free model materials.

This page is general information drawn from official New York sources as of November 9, 2026. It is not legal advice. Retailers should confirm their obligations with employment counsel and check NYSDOL for updates, particularly on the silent response button rules, which are still in proposed form.

The Requirements at a Glance

• Written violence prevention policy
• Interactive training at hire
• Annual or biennial retraining
• Notice in English and primary language
• Site-specific emergency exit list
• Silent response buttons from January 1, 2027 (500 or more retail employees)

Who Is Covered

The statute defines an employer as a person, business or association “employing at least ten retail employees,” and excludes the state, its political subdivisions, public authorities and other government agencies. A retail store is one that sells consumer commodities at retail and is not primarily engaged in selling food for consumption on the premises, so restaurants fall outside the definition (Labor Law 27-e(1)).

The count is statewide, not per store. NYSDOL’s FAQ explains that the law covers employers with 10 or more retail employees “anywhere in New York State,” even when no single location has 10. The same FAQ states that non-retail staff, such as marketing and administrative employees, do not count toward the threshold, and that employees of a cleaning business who work on-site at retail stores are covered, with their employer responsible for the policy and training.

Effective Dates

The law was enacted in 2024 and revised by a chapter amendment, Chapter 72 of the Laws of 2025, signed February 14, 2025. The amendment text set the general effective date at the 270th day after the original chapter became law and set January 1, 2027 as the effective date of the silent response button subdivision. NYSDOL’s June 4, 2026 release describes the act as one of three worker safety laws that took effect the previous year. The policy and training requirements are in force now; the button requirement begins January 1, 2027.

Written Workplace Violence Prevention Policy

Every covered employer must adopt NYSDOL’s model retail workplace violence prevention policy or its own policy that equals or exceeds the model. Under subdivision 2, the model policy must list factors or situations that might place retail employees at risk, describe methods the employer may use to prevent workplace violence, include information on the relevant federal and state statutes, and state clearly that retaliation against individuals who complain of workplace violence is unlawful. The policy must be provided in writing at hire and every year after.

NYSDOL posts the model policy in English, Spanish, Chinese, Yiddish and Bangladeshi (the Department’s label). Employers provide the policy and training in English and in the employee’s primary language when NYSDOL has a translation in that language, and may use English when it does not (NYSDOL policy page).

Training Requirements and Frequency

Training must be interactive. Under subdivision 3, it covers the requirements of the law, measures employees can use to protect themselves, de-escalation tactics, active shooter drills, emergency procedures and instruction on the use of security alarms or buttons. Employers must also give employees a site-specific list of emergency exits and meeting places.

According to NYSDOL’s training page, training is required at hire. After that, employers with 50 or more retail employees retrain annually, and employers with 49 or fewer retrain every two years. Training must take place during paid work time, and a written version must be provided at the time of training. NYSDOL offers an interactive model training at no cost, but it “does not include store-specific information.” The Department says employers should add emergency exits, the meeting location, instructions for alarms and security devices, store-specific procedures and any history of security problems at the location.

Employers may build their own program. Per the FAQ, training need not be in person to be interactive if the employee gives input and receives a response, and it must meet the minimums in Section 27-e.

Risk Factors and Workplace Evaluation

Section 27-e does not contain a stand-alone risk assessment requirement. The policy, however, must identify workplace risk factors, and NYSDOL’s guidance overview states that “all retail employers should evaluate their workplace.” It lists four risk factors: working late night or early morning hours, exchanging money with the public, working alone or in small numbers, and uncontrolled access to the workplace. Keeping records of workplace violence incidents is not required, but the FAQ recommends it so employers can identify trends.

A documented site review can support both the risk factor section of the policy and the store-specific additions to training.

Silent Response Buttons: The NY Retail Panic Button Requirement

Starting January 1, 2027, employers with 500 or more retail employees statewide must provide each retail employee with a “silent response button to request immediate assistance from a security officer, manager, or supervisor” in an emergency (subdivision 5). The original 2024 law used the term “panic button” and counted employees nationwide. The 2025 chapter amendment replaced it with the silent response button and changed the count to statewide (Chapter 72 text).

The button may be a device installed in an easily accessible location in the workplace, a wearable or a mobile phone-based button. The statute allows mobile phone-based buttons only on employer-provided equipment and bars wearable and phone-based buttons from tracking an employee’s location except when the button is triggered. NYSDOL’s FAQ applies the employer-provided equipment limit to wearable devices as well. NYSDOL also states that employers must train staff on use of the button (Retail Worker Safety page).

Status of the Proposed Silent Response Button Rule

Subdivision 6 of the statute allows, but does not require, the Commissioner of Labor to adopt implementing rules. NYSDOL published a proposed rule titled “Prevention of Retail Workplace Violence,” I.D. No. LAB-39-26-00022, in the September 30, 2026 New York State Register. The Department of State’s October 28, 2026 quarterly index lists it as proposed, with the purpose “to promulgate regulations pursuant to NYS Labor Law Section 27-e(6) regarding preventing retail workplace violence.”

The rule is not final. The Department of State explains that agencies must accept comment for at least 60 days after a proposal is published, and that a substantially revised proposal reopens comment for at least another 45 days. The September 30, 2026 Register states that the 60-day period for notices in that issue expires November 29, 2026. The notice itself names the agency contact for comments. Retailers planning button programs should read the notice and watch for the final rule. The statutory requirement itself remains scheduled for January 1, 2027.

How the Act Fits With Other Obligations

Section 27-e adds to existing duties rather than replacing them. At the federal level, OSHA states there are no specific OSHA standards for workplace violence, but the General Duty Clause requires a workplace free from recognized hazards likely to cause death or serious physical harm, and OSHA advises employers aware of violent incidents or threats to adopt a prevention program. At the state level, employees may file complaints for violations of Section 27-e with NYSDOL’s Safety, Health, and Essential Rights Program, which keeps complaints anonymous to the extent possible (NYSDOL).

Where Security Officers and Post Orders Fit

The statute does not require retailers to employ security officers. It mentions them once, in subdivision 5, which names a security officer, a manager or a supervisor as the people a silent response button summons. As an operational recommendation, retailers that post officers in New York stores should decide in writing who receives a button alert, who responds and how the response is documented, and place those steps in the officer’s post orders so the policy, training and post follow one procedure.

Officers complete a five-stage screening process and tier-based training before assignment, including de-escalation and, for retail posts, organized retail crime recognition. Supervisors make unannounced site visits, and the McCray Operations Desk answers 24/7/365. Incidents are documented on scene, time-stamped and GPS-verified. McCray Global Protection holds New York license 11000119645. See security services in New York and organized retail crime laws by state.

Common Questions

Does the New York Retail Worker Safety Act apply to small retailers?

It applies to employers with at least 10 retail employees in New York State, counted across all locations. A retailer with five employees at each of two stores is covered, according to the NYSDOL FAQ.

When do New York retailers need silent response buttons?

Employers with 500 or more retail employees statewide must provide them starting January 1, 2027. Smaller covered employers still need the policy and training.

Who does a silent response button alert in New York?

The statute says the button requests immediate assistance from a security officer, manager or supervisor. It does not name police or a monitoring center, and any final NYSDOL rule may add detail.

Can a retailer require a panic button app on an employee’s personal phone?

No. Section 27-e allows mobile phone-based buttons only on employer-provided equipment, and the NYSDOL FAQ applies the same limit to wearable devices. Location tracking is permitted only when the button is triggered.

How often is retail workplace violence prevention training required?

At hire, then annually for employers with 50 or more retail employees and every two years for employers with 49 or fewer. Training must occur during paid work time.

Does the law require retailers to hire security guards?

No provision of Section 27-e requires security officers. A security officer is one of the people a button summons, alongside a manager or supervisor. A retailer’s own risk evaluation may still support posting officers at higher-risk locations.