Workplace Violence Poster: What Employers Need to Post (and How to Stay Compliant)

If you’re searching for a workplace violence poster, you’re likely trying to confirm whether your organization must display a specific notice, where it should be posted, and how to keep it current—especially as more states adopt workplace violence prevention rules. Below is a compliance-focused guide for HR leaders and business owners using digital labor law posters through SwiftSDS.

What is a workplace violence poster?

A workplace violence poster is a workplace notice that communicates employee rights, employer obligations, reporting options, and/or safety procedures related to violence or threats at work. Depending on your jurisdiction and industry, the requirement may be:

A mandatory labor law notice issued by a state agency, or
A required written program (with training and recordkeeping) where posting is one component, or
A best-practice safety communication to reinforce policies and reporting paths

Not every state uses the exact term “workplace violence poster,” and some rules require a written prevention plan, training, and documentation more than a single standalone poster. For a broader view of how digital notices fit into compliance, see SwiftSDS’s guide to the Labor law poster ecosystem.

When are workplace violence posters required?

State and local rules drive most posting requirements

Unlike core federal postings (e.g., minimum wage/FLSA), workplace violence prevention postings are usually tied to state-specific safety, public-sector, or industry rules. That’s why compliance starts with identifying your jurisdiction(s) and workforce setup (single-state vs. multi-state; remote vs. onsite; public sector vs. private).

Use SwiftSDS jurisdiction pages to confirm what applies where you operate:

Example: California’s workplace violence prevention requirements (Cal/OSHA)

California has adopted extensive workplace violence prevention requirements in the Labor Code and Cal/OSHA framework, including a Workplace Violence Prevention Plan, training, incident logs, and hazard assessments (requirements vary by industry and setting). While employers often look for a “workplace violence poster,” California compliance typically centers on having the required program elements implemented and communicated to employees.

If you have California employees, validate your full posting set and any state-specific notices via the California (CA) Posting Requirements page, and make sure your internal policies and training meet the underlying regulation—not just display expectations.

Example: New York’s public sector workplace violence prevention (NY Labor Law § 27-b)

New York has long required public employers to implement workplace violence prevention programs under NY Labor Law § 27-b, including policy elements, risk evaluation, and training. For many employers, the “poster” need is really the need to ensure the required policy and employee communications are accessible and consistently distributed.

Check the New York (NY) Posting Requirements page for the latest posting list and agency guidance links, and coordinate postings with your written program requirements.

What should a workplace violence poster include (actionable checklist)

Even when a specific government-issued poster isn’t mandated, many employers choose to display workplace violence posters as part of a safety communication program. If you’re creating or deploying workplace violence posters internally, include content that is concrete and usable:

Core content employees should see immediately

Definition and examples of workplace violence (threats, harassment, intimidation, physical violence, weapons, domestic violence spillover)
How to report concerns (anonymous and non-anonymous channels; hotline; HR contact)
Emergency steps (call 911, onsite security procedures, code words, evacuation/shelter guidance)
Non-retaliation statement for good-faith reporting
How incidents are handled (investigations, documentation, corrective actions)
Support resources (EAP, crisis counseling, leave options where applicable)

For design and layout best practices (readability, multilingual formatting, placement), SwiftSDS’s Safety poster ideas is a helpful companion.

Pair workplace violence messaging with required employment notices

HR teams often manage a mixed bulletin board: safety, wage and hour, discrimination, leave, and other required posters. If you’re updating your board, it’s smart to confirm the rest of your compliance notices at the same time. For example, many employers must also post federal wage notices like Employee Rights Under the Fair Labor Standards Act (U.S. DOL).

If you operate in Massachusetts, additional required notices may include Fair Employment in Massachusetts and the Massachusetts Workplace Safety and Health Protection for Public Employees notice (where applicable). While these aren’t “workplace violence posters” by title, they show how violence prevention typically sits within broader safety and anti-discrimination compliance.

Where to display workplace violence posters (and digital posting tips)

Physical posting best practices

When a workplace violence poster (or related safety notice) is required or used as part of your program, place it where employees naturally look for compliance postings:

Near time clocks or break rooms
In HR/common areas
At facility entrances for staff
In security or reception areas (for visitor-facing guidance)

Ensure posters are:

Unobstructed
Readable at normal viewing distance
Available in required languages (if mandated by your jurisdiction or workforce needs)

Digital labor law posters for distributed workforces

Remote and hybrid work create a common compliance gap: employees who never enter the building may never see the board. Many agencies allow electronic access for certain notices (and some require physical posting regardless), so employers often use a dual approach: a physical board onsite plus a digital poster solution for remote staff.

To understand what compliant electronic posting can look like in practice, review Electronic poster examples and SwiftSDS guidance on obtaining compliant files through Poster download.

How to keep workplace violence posters compliant over time

Workplace violence prevention rules evolve quickly, especially at the state level. Use a simple compliance workflow:

1) Confirm jurisdiction and workforce coverage

Where are employees physically working?
Do you have employees in regulated settings (healthcare, public sector, late-night retail, etc.)?

Start with the relevant SwiftSDS posting requirements page (e.g., Federal (United States) Posting Requirements plus each state).

2) Align poster messaging with your policy and training

If your state requires a written prevention plan (as California does), your poster should match the plan:

Reporting contacts must be current
Procedures must reflect actual practice
Emergency instructions must match site reality

3) Control versions and updates

Assign ownership:

HR owns postings and employee communications
Safety/EHS owns hazard assessment and incident tracking
Legal/compliance reviews state-specific rule changes

4) Avoid “poster scams” and unofficial notices

A frequent issue: vendors mail urgent-looking solicitations that mimic agency notices. Train staff to route these to HR/compliance before paying. SwiftSDS covers this in business posting department scam.

Common mistakes employers make with workplace violence posters

Confusing “recommended” posters with “required” postings

Some violence prevention materials are best-practice communications rather than mandated labor law notices. Confirm requirements through official state posting lists and the SwiftSDS jurisdiction pages.

Treating posting as a substitute for a prevention program

In states with detailed rules (e.g., Cal/OSHA workplace violence prevention), a poster alone won’t satisfy requirements like training, recordkeeping, or incident response processes.

Forgetting related compliance obligations

Violence prevention intersects with other required postings and protections (anti-discrimination, leave, wage/hour). For example, ensure your accessibility and accommodation communications are current, including the ada poster where applicable to your posting set.

FAQ: Workplace violence posters

Are workplace violence posters required everywhere?

No. Requirements are primarily state- and sector-specific. Some jurisdictions mandate a full workplace violence prevention program (which may include posting or employee notices), while others do not require a standalone workplace violence poster. Start with Federal (United States) Posting Requirements and then confirm each state where employees work.

Can a workplace violence poster be posted electronically for remote employees?

Often, electronic access is a practical way to reach remote employees, but some notices still require physical posting at worksites. Use a combined approach: maintain an onsite posting location and provide digital access for remote staff. See Electronic poster examples for common compliant setups.

What should we do if we operate in multiple states?

Build a state-by-state posting map and standardize your rollout process. SwiftSDS jurisdiction pages (e.g., California (CA) Posting Requirements and New York (NY) Posting Requirements) help you validate which notices apply in each location, then deploy the correct workplace-specific and digital notices accordingly.

If you’re standardizing a compliant digital posting system across locations, it may also help to review the broader SwiftSDS content hub on Labor law poster requirements and update workflows.