How to Prevent and Prepare for Workplace Violence

In the image, a man and a woman are engaged in a conversation at a coffee shop counter. The man, dressed in a dark blue jacket, is making a point or asking a question, gesturing with his hand to his chest. The woman, wearing a denim apron typical for a barista, listens attentively with a slight smile, suggesting a friendly or service-oriented interaction. The setting includes typical coffee shop elements like a coffee machine and ceramic wares on shelves, enhancing the casual, everyday life ambiance of the scene, but the man does seem aggressive and unhappy.
By Rod McMillan

In the UK, thousands of workers each year face violence in the workplace, which can lead to severe injuries and, in extreme cases, fatalities. The Health and Safety Executive (HSE) provides comprehensive guidance and statistics on handling workplace violence, emphasising the critical role of maintaining safe work environments to protect employees and mitigate potential liabilities for businesses.

What Is Workplace Violence?

Workplace violence in the UK can range from physical assaults to verbal abuse and harassment, including bullying. The HSE defines work-related violence as

“‘Any incident in which a person is abused, threatened or assaulted in circumstances relating to their work.’

Recognising the early signs of aggression, such as the CIPD outline in their guide on bullying and verbal harassment, is essential for preventing escalation.

What Are the Most Dangerous Jobs and Work Environments?

Data from the UK suggests that sectors like healthcare, retail, and public services frequently report higher incidences of workplace violence. Last year, nearly 15% of NHS Staff reported physical violence from patients, their relatives or the public. Workers who are in isolated positions, work during night hours, or in environments where alcohol is served, such as bars and clubs, are particularly at risk.

Types of Workplace Violence

There can be many different categories of workplace violence

  • Criminal intent: Incidents typically involving outsiders who enter the workplace to commit theft or other crimes.
  • Worker-on-worker violence: Incidents involving current or former employees.
  • Client or customer assaults: Usually involving those receiving a service, this would include patients attacking healthcare workers.
  • Domestic violence: Can extend into the workplace, affecting those involved in personal relationships.
  • Hate Crimes: In England, Scotland and Wales, any criminal offence can be a hate crime if someone is targeted because of their disability, race, religion, sexual orientation or transgender identity.

Warning Signs That May Lead to Violence at Work

Signs of potential violence include erratic behaviour, excessive absenteeism, or overt resistance to workplace policies. Employers should provide support mechanisms such as conflict resolution training and access to mental health resources.

How to Prevent and Address Workplace Violence

Employers can adopt several strategies to mitigate workplace violence:

The Health and Safety Executive advises completing a risk assessment to identify hazards, evaluate risks, and implement safeguards and ongoing monitoring and reviews.

  • Ensure a safe work environment with measures like secured entries and proper lighting.
  • Implement comprehensive emergency plans and training covering potential violent scenarios.
  • Establish zero-tolerance policies against workplace violence, reinforcing them through employee training and public posting.

You could also consider providing staff with self-defence training, such as Krav Maga. Defence-orientated courses are not all about getting fit and learning to punch; they can focus on avoiding violence with situational awareness—as this guide from the UK National Protective Security Authority (NPSA) shows—and de-escalating situations, such as angry customers, before they become physical.

Domestic Violence as a Workplace Concern

With the rise in remote working, domestic violence has become an increasing concern for employers. The UK government provides guidelines for employers on how to support employees who may be experiencing domestic abuse, emphasising the importance of confidentiality and giving support through HR departments.

What to Do in Worst-case Scenarios

Thankfully, extreme violent incidents are rare, but as we saw in August 2024, outbreaks of civil unrest can occur, which employers must consider. 

“Some employers will have challenges with employees feeling unsafe but could also have staff involved in these acts of violence and discrimination.” Rachel Suff – CIPD

In extreme cases, such as an active shooter situation or terrorist attack, employers should prepare by training employees on how to respond. Emphasis should be on evacuating safely, hiding securely, and aggressively defending themselves as a last resort. Resources from the UK’s Chartered Institute of Personnel and Development (CIPD) can be invaluable for more information on managing workplace safety and enhancing employee engagement and productivity. These provide best practices, including how, in times of rising civil unrest employers can stand against violence and discrimination.

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In the image, a man and a woman are engaged in a conversation at a coffee shop counter. The man, dressed in a dark blue jacket, is making a point or asking a question, gesturing with his hand to his chest. The woman, wearing a denim apron typical for a barista, listens attentively with a slight smile, suggesting a friendly or service-oriented interaction. The setting includes typical coffee shop elements like a coffee machine and ceramic wares on shelves, enhancing the casual, everyday life ambiance of the scene, but the man does seem aggressive and unhappy.