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New York Labor Law section 27-e

New York Retail Worker Safety Act: find out what you need in 2 minutes

Covered retailers already owe a workplace violence prevention policy, notice and training. From January 1, 2027, retailers with 500 or more employees in New York State must also provide every retail employee with a silent response button. Answer eight questions and get your obligations, deadlines and a recommended setup with pricing.

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Eight quick questions. Your answers stay on this page and no personal details are collected unless you choose to email yourself the compliance pack.

Question 1 of 8

Do you operate retail stores in New York State?

What the law requires

The Act covers employers with at least 10 retail employees in New York State. A retail store is one selling consumer commodities at retail that is not primarily engaged in selling food for consumption on the premises, so restaurants and cafes are generally out, while convenience stores, gas stations, drug stores, big box, sporting goods, beauty and outlet stores are in. Requirements scale with statewide headcount:

Under 10 retail employees Not covered

The Act applies to employers with at least 10 retail employees in New York State. Below that, none of its requirements apply, though the risk factors it names are often highest in the smallest teams.

10 to 49 retail employees Policy, notice and training every two years

Since June 2, 2025: a written workplace violence prevention policy, written notice in the employee's primary language, and interactive training on hire and then every two years.

  • Written workplace violence prevention policy. Adopt the DOL model policy or one that equals or exceeds it. Provide it in writing on hire and annually. Effective June 2, 2025; On hire, then annually.
  • Workplace violence prevention training. Interactive training covering the law's requirements, ways employees can protect themselves, de-escalation tactics, active shooter drills, emergency procedures, use of security alarms, silent alarm buttons and other emergency devices, supervisor responsibilities, and site-specific emergency exits and meeting places. Effective June 2, 2025; On hire, then every two years (fewer than 50 retail employees).
  • Written notice of the policy and training content. Provide written notice in English and the employee's primary language. DOL templates are available in 12 languages; English applies if their language is not available. Effective June 2, 2025; On hire, then annually.
  • Evaluate the law's risk factors. Consider late night or early morning hours, exchanging money with the public, working alone or in small numbers, and uncontrolled access to the workplace. Effective June 2, 2025; Ongoing.
  • Anti-retaliation statement. Your policy must state that retaliation against employees who report workplace violence concerns is unlawful. Effective June 2, 2025; Ongoing.
50 to 499 retail employees Policy, notice and annual training

Since June 2, 2025: the same policy and notice duties, with interactive training on hire and then annually.

  • Written workplace violence prevention policy. Adopt the DOL model policy or one that equals or exceeds it. Provide it in writing on hire and annually. Effective June 2, 2025; On hire, then annually.
  • Workplace violence prevention training. Interactive training covering the law's requirements, ways employees can protect themselves, de-escalation tactics, active shooter drills, emergency procedures, use of security alarms, silent alarm buttons and other emergency devices, supervisor responsibilities, and site-specific emergency exits and meeting places. Effective June 2, 2025; On hire, then annually (50 or more retail employees).
  • Written notice of the policy and training content. Provide written notice in English and the employee's primary language. DOL templates are available in 12 languages; English applies if their language is not available. Effective June 2, 2025; On hire, then annually.
  • Evaluate the law's risk factors. Consider late night or early morning hours, exchanging money with the public, working alone or in small numbers, and uncontrolled access to the workplace. Effective June 2, 2025; Ongoing.
  • Anti-retaliation statement. Your policy must state that retaliation against employees who report workplace violence concerns is unlawful. Effective June 2, 2025; Ongoing.
500+ retail employees statewide All of the above, plus silent response buttons

Everything above, and from January 1, 2027: every retail employee must be provided a silent response button that requests immediate assistance from a security officer, manager or supervisor.

  • Written workplace violence prevention policy. Adopt the DOL model policy or one that equals or exceeds it. Provide it in writing on hire and annually. Effective June 2, 2025; On hire, then annually.
  • Workplace violence prevention training. Interactive training covering the law's requirements, ways employees can protect themselves, de-escalation tactics, active shooter drills, emergency procedures, use of security alarms, silent alarm buttons and other emergency devices, supervisor responsibilities, and site-specific emergency exits and meeting places. Effective June 2, 2025; On hire, then annually.
  • Written notice of the policy and training content. Provide written notice in English and the employee's primary language. DOL templates are available in 12 languages; English applies if their language is not available. Effective June 2, 2025; On hire, then annually.
  • Evaluate the law's risk factors. Consider late night or early morning hours, exchanging money with the public, working alone or in small numbers, and uncontrolled access to the workplace. Effective June 2, 2025; Ongoing.
  • Anti-retaliation statement. Your policy must state that retaliation against employees who report workplace violence concerns is unlawful. Effective June 2, 2025; Ongoing.
  • Silent response buttons for every retail employee. Provide every retail employee with a silent response button to request immediate assistance from a security officer, manager or supervisor while working, in an emergency. Buttons may be installed in an easily accessible location, wearable, or mobile phone-based on employer-provided equipment. Wearable and mobile buttons must not track employee location except when the button is triggered. Effective January 1, 2027; Ongoing.

Headcount is counted statewide in New York, not nationwide. Training must cover the law's requirements, self-protection, de-escalation tactics, active shooter drills, emergency procedures, the use of security alarms, silent alarm buttons and other emergency devices, supervisor responsibilities, and site-specific emergency exits and meeting places.

Does it require 911 panic buttons? No.

The original 2024 law required panic buttons that contacted 911. The 2025 chapter amendment replaced that with silent response buttons for internal alerting: the button must request immediate assistance from a security officer, manager or supervisor, not dispatch police. Many retailers still believe the law requires direct 911 dispatch. It does not, and a system built around 911 dispatch is not what the amended law describes.

The button may be a device installed in an easily accessible location, a wearable, or a mobile phone-based button on employer-provided equipment. Wearable and mobile buttons must not track employee location except when the button is triggered.

How Duress meets the silent response button requirement

Duress is designed to help you meet the requirements of New York Labor Law section 27-e. Each condition in the law maps to a capability:

Silent request for immediate assistance Discreet activation, no audible alert on the device
Goes to a security officer, manager or supervisor Pathfinder alerts on-shift managers and security, with optional escalation to a 24/7 ASIAL A1-graded monitoring center
Fixed, wearable or mobile phone-based All three options available: LoRaWAN fixed buttons, the Falcon wearable, and the Duress app
Mobile buttons on employer-provided equipment only App deployed to company phones; Falcon works standalone for staff without one
No location tracking unless triggered Configurable so location is only shared when an alarm is activated
Instruction on emergency devices in training Device training materials and onboarding for your team

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Free resources

The New York State Department of Labor publishes free model templates you can adopt directly. The checker above also builds you a free compliance pack: your obligations and dates, a recommended setup and estimate, a rollout timeline and a one-page manager summary.

State contact: NYS DOL SHER Program, 518-457-3863, retailworkersafety@labor.ny.gov.

Frequently asked questions

Does the law require panic buttons that call 911?
No. The original 2024 law did, but the 2025 amendment replaced that with silent response buttons that request help from a security officer, manager or supervisor.
Who needs silent response buttons?
Retail employers with 500 or more retail employees in New York State, from January 1, 2027.
Is the 500 counted nationwide?
No, statewide. Only retail employees in New York State count toward the 500 threshold.
Does every employee need their own button?
Every retail employee must be provided a button. Fixed buttons installed in easily accessible locations can be shared. Wearable and mobile options are typically issued per employee on shift.
Can staff use their own phones?
No. Mobile phone-based buttons can only be installed on employer-provided equipment.
Can we track employee location?
Not with these buttons, except when the button is triggered.
What do employers with 10 to 499 employees need?
A written workplace violence prevention policy, notice, and training. Fewer than 50 employees: training on hire and every two years. 50 or more: annually.
Where are the free templates?
The New York State Department of Labor publishes free model policy templates at dol.ny.gov/retail-workplaceviolence-prevention-policy and model training templates at dol.ny.gov/retail-workplaceviolence-prevention-training.
Who do we contact at the state?
The NYS DOL SHER Program: 518-457-3863, retailworkersafety@labor.ny.gov.
Is this legal advice?
No. This page provides general information about New York Labor Law section 27-e and is not legal advice. Requirements may change and may depend on your circumstances. Please confirm your obligations with your legal counsel or the New York State Department of Labor.

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Last reviewed: September 16, 2026. Content reviewed by legal counsel.

Sources: NYS DOL fact sheet P766 · NYS DOL Retail Worker Safety program page · Model workplace violence prevention policy templates · Model training templates · Chapter amendment (Chapter 72 of 2025, bill A1678/S740)

This tool provides general information about New York Labor Law section 27-e and is not legal advice. Requirements may change and may depend on your circumstances. Please confirm your obligations with your legal counsel or the New York State Department of Labor.

Check what you need