With summer coming to an end, now is a good time for employers and HR Departments to review training requirements and plan accordingly. Below are some helpful tips.
Workplace Violence Prevention Plan: Most California employers needed a written workplace violence prevention plan (WVPP) as of July 1, 2024. Every employee covered by the WVPP — including supervisors and managers — must receive training at least annually, when the WVPP is first established, when new employees are assigned, and when new workplace violence hazards are identified. Cal/OSHA is currently working on the development of a workplace violence prevention standard for general industry (Non-Health Care settings). The Occupational Safety and Health Standards Board (OSHSB) is required to adopt the standard no later than December 31, 2026. Jan. 1, 2027 is the expected implementation date of the permanent standard. Plans written to the bare statute in 2024 will need a second look before the standard lands.
Indoor and Outdoor Heat Requirements: Both require written Heat Illness Prevention Plan (HIPP) specific to each worksite. Training is mandated for both workers and supervisors. This is required for all indoor work areas where temperature equals or exceeds 82 degrees Fahrenheit when employees are present. Does NOT apply to teleworking employees. The basic test of training is its effectiveness. Cal/OSHA evaluates compliance by examining both content and how it is presented.
AB 1803: Anti-Hate Speech Training in Workplace Harassment Programs (Updated October 2026): This bill passed and will require employers with five or more employees to include anti-hate speech training as part of their existing sexual harassment and abusive conduct prevention programs. Under existing law, employers with five or more employees must provide at least two hours of training to supervisory employees and at least one hour to non-supervisory employees, once every two years. AB 1803 does not create a standalone, separate anti-hate speech training obligation; it adds anti-hate speech as another component woven into that existing training framework, alongside the current requirements covering abusive conduct, gender identity, and sexual orientation. AB 1803 does not define “hate speech.”
Take Away: Effective January 1, 2028, employers will need to update training curricula to include anti-hate speech content, ensure trainers are qualified to address hate-related harassment, maintain records of training compliance, and assess whether current programs meet the expanded requirements. Bill Text – AB-1803 Employment: sexual harassment training and education: anti-hate speech training. We can expect the CRD to issue some regulations or provide sample training on this issue and will watch for that in late 2027.
This is the first of three posts where we will flag bills to watch as we head into 2027.