33. Preventing Workplace Violence
How to recognise, prevent, and respond to threats in the workplace.
Imagine this - A heated disagreement between two employees escalates into shouting, physical aggression, or threats of violence. Or perhaps a disgruntled former employee returns, making verbal threats toward staff. Even more subtle forms of workplace violence—bullying, intimidation, and harassment—can create a toxic environment, leaving employees anxious, fearful, and disengaged.
Workplace violence can take many forms, including -
Physical violence – Assault, physical fights, or threats of harm.
Verbal aggression – Shouting, intimidation, or abusive language.
Harassment and bullying – Repeated actions that create psychological harm.
Domestic violence spillover – When personal abuse follows an employee into the workplace.
Acts of extreme violence – Rare but serious incidents like armed attacks.
For SME owners, workplace violence is particularly challenging because -
They may lack formal security protocols or HR specialists.
A single violent incident can permanently damage team morale and business reputation.
Legal liability risks can be significant if the company is found negligent.
HR psychology tells us that workplace violence often stems from unresolved conflict, unmanaged stress, or personal issues spilling into work.
The challenge? How do you prevent, manage, and respond to workplace violence while maintaining a safe and productive work environment?
The Solution – A Three-Part Strategy - Prevention, Intervention, and Response
Effectively handling workplace violence requires proactive prevention, early intervention, and a structured response plan. Here’s how to protect your employees and business.
1. Prevention – Creating a Culture of Safety and Respect
The best way to handle workplace violence is to prevent it from occurring in the first place. This requires a mix of clear policies, early warning detection, and a strong workplace culture.
A. Implement a Zero-Tolerance Policy on Workplace Violence
Clearly define what constitutes violence, aggression, and harassment, and make it known that violations will result in disciplinary action.
Communicate expectations clearly in employee handbooks, contracts, and onboarding training.
Ensure leadership models non-violent conflict resolution.
Make reporting safe and anonymous—many employees fear retaliation if they speak up.
B. Train Employees on Conflict Resolution and Threat Awareness
HR psychology confirms that most violent incidents begin with unresolved conflict. Training helps employees de-escalate tensions before they turn dangerous.
Teach conflict resolution skills – Encourage calm communication and problem-solving techniques.
Provide awareness training – Help employees recognise early warning signs of escalating aggression.
Empower managers to intervene early – Give leaders the tools to diffuse conflicts before they spiral.
C. Strengthen Workplace Security Measures
Physical and digital security measures reduce risks -
Restrict unauthorised access – Use keycards, visitor sign-in protocols, or security cameras.
Secure sensitive areas – Lock financial records, personnel files, and access to hazardous materials.
Develop a violence response plan – Employees should know who to contact and how to act in an emergency.
HR experts confirm that workplaces with clear safety protocols experience lower rates of violence and misconduct.
2. Intervention – Addressing Early Warning Signs Before Violence Occurs
Many violent incidents don’t happen suddenly—there are usually red flags leading up to them.
A. Recognise Behavioural Warning Signs
Employees may display early indicators of violent behaviour, including -
Increased aggression – Frequent conflicts, hostility, or verbal outbursts.
Social withdrawal – Isolation, resentment, or expressing feelings of persecution.
Drastic changes in behaviour – Mood swings, paranoia, or extreme frustration.
Threatening language – Making direct or indirect threats about harming others.
HR Best Practice - Encourage employees to report concerning behaviour early—it’s easier to intervene before violence occurs.
B. Address Conflicts Before They Escalate
If tensions between employees are rising, step in before things get out of control.
Hold private, structured mediation meetings.
Encourage open communication without confrontation.
Provide coaching or counselling support.
HR research confirms that early intervention is one of the most effective ways to prevent workplace violence.
C. Offer Support for Employees Struggling with Personal Issues
Workplace violence is often linked to external stressors such as domestic violence, financial hardship, or mental health struggles.
Ensure Employee Assistance Programs (EAPs) are available.
Train managers to recognise signs of emotional distress.
Provide referrals to mental health or crisis support services.
Studies show that companies offering proactive support see fewer violent incidents and a stronger culture of trust.
3. Response – Handling Violent Incidents Professionally and Legally
Even with prevention measures, workplace violence can still occur. Knowing how to react minimises harm and legal risk.
A. If a Violent Incident Occurs - Act Quickly but Calmly
If an altercation or threat of violence arises -
Ensure immediate safety. Separate individuals and call emergency services if necessary.
Avoid engaging aggressively. Speak calmly but firmly to de-escalate the situation.
Follow the company’s emergency plan. Ensure all employees know exit routes and who to contact.
B. Investigate the Incident Fairly and Objectively
Document everything. Record witness statements, security footage, and any physical evidence.
Speak with both parties separately. Understand the root cause of the conflict before making decisions.
Determine appropriate consequences. Depending on severity, this may include -
Verbal or written warnings.
Suspension or termination.
Legal action (if criminal behaviour occurred).
C. Communicate with the Team After an Incident
Once the situation is under control -
Acknowledge what happened without spreading fear.
Example - “We recently had an incident, and we’re taking steps to ensure everyone’s safety.”
Reinforce safety policies. Use the incident as a chance to educate and strengthen workplace protocols.
Offer emotional support. Employees involved or witnessing violence may need counselling or additional workplace support.
HR experts confirm that handling workplace violence with professionalism preserves company trust and prevents recurrence.
Reflective Scenario – What Would You Do?
A tense disagreement between two employees escalates into shouting and physical aggression in front of the team. Employees are shaken, and you need to restore control quickly.
Using the strategies above, you might -
Intervene immediately to separate the individuals and de-escalate tension.
Ensure employee safety by calling for assistance if needed.
Investigate what led to the conflict and apply appropriate consequences.
Reassure the team, reinforce safety policies, and offer support.
By acting swiftly, professionally, and fairly, you ensure a safe, productive workplace for all employees.
Golden Nugget - "A safe workplace isn’t just about preventing violence—it’s about building a culture where respect, security, and conflict resolution come first."
By implementing clear policies, recognising early warning signs, and responding effectively, SME leaders can protect their teams and create a workplace where employees feel secure, valued, and supported.