Managing Workplace Violence: Compliance, Prevention, and Response

Managing Workplace Violence: Compliance, Prevention, and Response

Workplace violence poses significant risks to employers, from financial liability and regulatory scrutiny to reputational damage and workforce instability. While incidents cannot always be prevented, an article by Navex says that organizations can mitigate their impact through a structured approach focused on compliance, prevention, and response. Regulatory frameworks in the US and abroad continue to evolve, underscoring the need for proactive risk management strategies.

According to the article, the US Occupational Health and Safety Administration (OSHA) considers workplace violence a “recognized hazard” under its General Duty Clause, though it has yet to implement a specific standard. Instead, OSHA relies on enforcement actions and industry-specific guidelines, such as those for retail and healthcare. 

Meanwhile, states are taking independent action. California now mandates comprehensive workplace violence prevention plans, including reporting mechanisms and employee training. New York’s Retail Worker Safety Act requires panic buttons and annual training, while Pennsylvania and North Carolina have introduced targeted measures for healthcare and law enforcement personnel. These initiatives signal a growing regulatory trend, making it imperative for employers to monitor and comply with evolving state laws.

Prevention requires continuous assessment and adaptation. The article suggests organizations should conduct site-specific risk evaluations, implement de-escalation training, and establish robust reporting systems. Physical security enhancements, such as panic buttons or surveillance, can provide additional safeguards. Equally critical is an effective response plan that prioritizes worker safety, legal compliance, and public relations management. Post-incident reviews help refine prevention strategies and reinforce a culture of safety and trust.

Internationally, workplace protections are expanding. The UK’s Worker Protection Act introduces a duty to prevent sexual harassment, compelling employers to take reasonable steps or face increased liability. Similar developments in Australia highlight the global shift toward comprehensive worker protections.

As regulations continue to evolve, organizations must adopt flexible, proactive compliance strategies. Risk management, HR, and legal teams should collaborate to align workplace violence policies with both current and emerging standards, ensuring a safer and more resilient work environment.