When businesses think about workplace safety, they often focus on physical security systems, training, and emergency plans. But one of the most complicated pieces of the puzzle involves company policies—especially when it comes to firearms. What happens when an employee’s right to carry a firearm clashes with company rules? What are the risks of banning firearms entirely?

These questions don’t have easy answers, but they’re becoming more relevant in workplaces across the country, including here in North Carolina. Employers must navigate a tricky balance: protecting employees and customers while respecting state laws and individual rights. Done right, a well-crafted policy can help businesses create a safer, more secure environment without compromising trust.

Firearms and the Law: Employer and Employee Rights

Businesses generally have the right to restrict firearms on their property. It’s part of their control over private property. However, in states like North Carolina, employees have rights too. For example, North Carolina law allows workers to store firearms in their locked vehicles while parked on company property, as long as they comply with legal requirements. This creates a dilemma for employers.

If businesses ban firearms entirely, they may unintentionally encourage employees to leave guns in their cars, which can create new risks—like theft or misuse. This is especially true in parking lots without strong security measures, such as surveillance cameras or lighting.

On the flip side, allowing firearms in the workplace can increase anxiety among employees and present its own safety concerns. Employers must walk this fine line carefully, balancing their right to control the workplace with state laws and employee expectations.

The Ethical Dilemma: Policy vs. Practicality

Banning firearms is often seen as the “safe” decision, but it doesn’t always solve the problem. For many employees, leaving a gun in their car isn’t ideal, and for workplaces like retail stores or healthcare facilities, there’s an added layer of vulnerability when access to the public is unrestricted.

The question becomes: How do we create policies that are both practical and protective?

This starts with clear communication. If a company decides to restrict firearms, leaders need to explain why the policy exists and what other measures are in place to keep employees safe. Policies alone aren’t enough. A business that bans firearms but fails to secure its parking lots, train employees, or monitor entry points leaves itself—and its workers—exposed.

Meeting Legal Obligations Under Workplace Violence Standards

Employers have a legal duty to provide a safe workplace under OSHA’s General Duty Clause. This includes taking steps to address workplace violence risks. For most businesses, this means developing a clear violence prevention plan, regularly assessing risks, and training employees to respond effectively.

At a minimum, businesses should:

• Create a formal workplace violence policy that addresses firearms and aligns with state laws.
• Implement situational awareness and active shooter training so employees know how to recognize and respond to threats.
• Enhance security measures in areas of concern, such as parking lots, entrances, or public-facing spaces.

Taking proactive steps shows employees that leadership takes their safety seriously. It also helps businesses stay compliant with OSHA’s requirements and reduces liability if violence does occur.

What Leadership Can Do to Navigate the Balance

Policies mean little if they aren’t backed by leadership. Leaders set the tone for how safety is prioritized, and they’re responsible for creating an environment where employees feel secure, supported, and heard.

If firearms restrictions are in place, leaders should focus on alternative safety measures. Invest in access control systems, video surveillance, or enhanced parking lot security. Conduct regular workplace violence training, including drills and de-escalation techniques. Encourage employees to speak up about concerns or suggestions and take their feedback seriously.

Good leadership bridges the gap between policy and practicality. It’s about creating trust—employees need to know their safety comes first.

A Real-World Approach to Balancing Safety and Policy

A North Carolina company recently faced this challenge. They noticed that while firearms were banned inside the workplace, many employees were leaving guns in their cars, creating new risks. Instead of doubling down on restrictions, the company adjusted its approach.

First, they upgraded parking lot security by installing cameras, improving lighting, and hiring patrol services during high-traffic hours. Next, they trained employees in situational awareness and workplace violence response, including Run-Hide-Fight protocols. Finally, leadership communicated the reasoning behind the policy and explained how the new measures addressed employee concerns.

This approach worked because it tackled the real problem—safety. By addressing vulnerabilities and communicating clearly, the company reduced risk, strengthened employee trust, and stayed compliant with North Carolina law.

Takeaways for Businesses

Creating workplace safety policies isn’t just about writing rules; it’s about building trust and reducing risk. Policies must balance safety with compliance, practicality, and employee rights. The best solutions combine clear guidelines with proactive security measures and consistent training.

For businesses looking to refine their workplace violence plans, Exceed Safety can help. From reviewing policies to conducting active shooter preparedness workshops, we provide tailored solutions to help organizations build safer, more resilient workplaces.

The goal isn’t just compliance—it’s confidence. When employees feel secure, they’re more focused, productive, and engaged. A thoughtful, well-communicated safety policy makes all the difference.