What is workplace violence and harassment?
Most people think of violence as a physical assault. However, workplace violence and harassment is a much broader problem. It can be defined as any act in which a person is abused, threatened, intimidated or assaulted in his or her employment.
While exact definitions vary in legislation, generally speaking, workplace violence or harassment includes:
Some jurisdictions include harassment as a form of violence, while others define harassment separately. Harassment can be thought of as any behaviour that demeans, embarrasses, humiliates, annoys, alarms or verbally abuses a person and that is known or would be expected to be unwelcome. These behaviours include words, gestures, intimidation, bullying, or other inappropriate activities.
Generally speaking, any action or behaviour – from spreading rumours, swearing, verbal abuse, pranks, arguments, property damage, vandalism, sabotage, pushing, theft, physical assaults, inflicting psychological trauma, anger-related incidents, rape, arson to murder – are all examples of workplace violence or harassment.
Also, note that workplace violence or harassment is not limited to incidents that occur within a traditional workplace. Work-related incidents can occur at off-site business-related functions (conferences, trade shows), at social events related to work, in clients' homes, or away from work but resulting from work (a threatening telephone call to your home from a client).
NOTE: In this document, we use the term violence also to include bullying and harassment.
- context Threatening behaviour – such as shaking fists, destroying property or throwing objects.
- context Verbal or written threats – any expression of an intent to inflict harm.
- context Verbal abuse – swearing, insults or condescending language.
- context Physical attacks – hitting, shoving, pushing or kicking.
Which occupational groups tend to be most at risk from workplace violence?
Certain occupational groups tend to be more at risk from workplace violence. These occupations include:
- context healthcare employees or those who dispense pharmaceuticals
- context veterinary practices
- context police, security, or correctional officers
- context social services employees, including crisis intervention and counselling services
- context teachers or education providers
- context municipal housing inspectors
- context public works employees
- context retail employees
- context sellers of alcohol (sale or consumption on the premises)
- context taxi or transit drivers
How do I know if my workplace is at risk?
Conduct a workplace assessment to determine which hazards are present and the risks they represent. This assessment may involve conducting an inspection of the workplace. When conducting this assessment:
Organize and review the information you have collected. Look for trends and identify the occupations and locations that you believe are most at risk. Record the results of your assessment. Use this document to develop a prevention program with specific recommendations for reducing the risk of violence within your workplace.
- context Consider internal factors such as culture, conditions, activities, organizational structure, etc.
- context Consider external factors such as location, clients, customers, family violence, etc.
- context Any measures in place to protect the psychological health and safety of the workplace include factors like how much control over the work an individual has, excessive workload, tight deadlines, etc.
- context Focus on the work being done, the workplace design and layout, and your administrative and work practices.
- context Ask employees about their experiences and whether they are concerned for themselves or others.
- context Review any incidents of violence by consulting existing incident reports, first aid records, and health and safety committee records.
- context Determine whether your workplace has any of the risk factors associated with violence.
- context Review any incidents of violence in your own workplace.
- context Obtain information from any organizations with which you are associated, e.g., your industry association, workers' compensation board, occupational health and safety regulators, or union office.
- context Seek advice from local police security experts.
- context Review relevant articles or publications.
- context Evaluate the history of violence in similar places of employment.
What are some advantages of having a written policy about workplace violence, harassment and other unacceptable behaviour?
A written policy will inform everyone about:
A written policy will also encourage employees to report such incidents and show that management is committed to fairly addressing incidents involving violence, harassment, and other unacceptable behaviour.
- context What behaviour (e.g., violence, intimidation, bullying, harassment, etc.) your organization considers inappropriate and unacceptable in the workplace.
- context What to do when incidents occur.
- context Contact information for reporting incidents.
- context The procedure that will be followed when an incident is reported.
What are some examples of preventive measures?
Preventive measures generally fall into three categories: workplace design, administrative practices, and work practices.
Workplace design considers factors such as workplace layout, use of signs, locks or physical barriers, lighting, and electronic surveillance. Building security is one instance where workplace design issues are very important. For example, you should consider:
Administrative practices are decisions you make about how you do business. For example, certain administrative practices can reduce the risks involved in handling cash. You should consider:
Administrative practices may also include education and training for employees. This education and training would include not only information about the workplace's policy and process to respond to incidents but may also include the following:
Work practices include all the things you do while you are doing the job. They may include management functions such as making sure the performance evaluation process is fair and transparent or “checking in” with employees to determine their workload or stress level and make reasonable adjustments where possible.
People who work away from a traditional office setting, for example, those working from home, salespeople, real estate agents, or home care providers, can adopt many different work practices that could reduce their risk. For example,
- requirement Positioning the office furniture, reception area, or sales or service counter so that it is visible to fellow employees or members of the public passing by.
- requirement Positioning office furniture so that the employee is closer to a door or exit than the client so the employee cannot be cornered.
- requirement Installing surveillance cameras in the public spaces of the workplace, such as entrances, parking lots, waiting rooms, etc.
- engineering Installing physical barriers, e.g. pass-through windows or bullet-proof enclosures.
- requirement Minimizing the number of entrances to your workplace.
- requirement Using coded cards or keys to control access to the building or certain areas within the building.
- requirement Using adequate exterior lighting around the workplace and near entrances.
- requirement Strategically placing fences to control access to the workplace.
- requirement Keeping cash register funds to a minimum.
- requirement Using electronic payment systems to reduce the amount of cash available.
- requirement Varying the time of day that you empty or reduce funds in the cash register.
- requirement Installing and using a locked drop safe.
- requirement Arranging for regular cash collection by a licensed security firm.
- requirement Keeping other valuables safely stored and secure, such as firearms, tools, opiates, medicines, etc.
- requirement What civility and respect mean in the workplace.
- requirement How to respond to customers or members of the public who may be angry or frustrated, such as how to exit a confrontational interaction or de-escalate a conflict safely.
- requirement How to respond to an incident of violence (e.g., emergency response, when to contact security or police, etc.).
- requirement Knowledge about discrimination, family violence, diversity and cultures.
- requirement How to respond to individuals who may be impaired.
- requirement Identify a designated contact at the office and a backup contact.
- requirement Prepare a daily work plan and share it with your designated contact so they know where you are expected to be throughout the day in case of an incident.
- administrative Keep your designated contact informed of your location and consistently adhere to the check-in schedule.
- requirement Verify the credentials of clients.
- requirement Use the "buddy system", especially when you feel your personal safety may be threatened.
- requirement DO NOT enter any situation or location where you feel threatened or unsafe.
- requirement Fact sheet confirmed current: 2025-01-15