California Broadens Workplace Violence Restraining Order Protections
California Governor Newsom signed two bills in late September that expand employers' ability to seek workplace violence restraining orders without naming a specific employee victim. The new laws allow employers to seek orders targeting threats directed at an entire worksite or group of employees rather than individuals, and introduce remote hearing options starting in 2028. These measures modernize California's workplace safety procedures while lowering barriers for employers seeking protection from workplace violence.
California's two newly signed bills modernize how businesses respond to workplace threats by removing the requirement to identify a specific employee victim when seeking court protection orders. Previously, employers faced obstacles when incidents targeted an entire facility or multiple workers rather than individuals. AB 1961 resolves this by permitting petitions on behalf of all employees at a worksite or location where a group performs duties, enabling courts to issue orders preventing contact with the facility or restricting the respondent's proximity to it.
The companion legislation introduces procedural modernization taking effect in 2028. Courts must accept electronic filings for restraining order petitions and provide remote hearing options at no cost to participants. Each superior court will develop local procedures and forms for virtual appearances, while the statewide Judicial Council establishes uniform rules and documentation templates to ensure consistent implementation across California's court system.
These changes may reduce barriers for employers seeking legal remedies against workplace violence threats, potentially enabling faster protective action when incidents affect multiple staff members. Employers could benefit from clearer procedures and technological access, though implementation may vary across counties during the transition period. Employees could gain expanded protection when threats target their workplace collectively. Success may depend on court readiness, consistent rule development, and employer awareness of updated procedures and evidence preservation requirements.