Workplace violence encompasses a range of behaviours, including physical assaults, threats, and verbal abuse.
Recent statistics reveal that a significant number of workers have been affected by workplace violence.
According to recent data, approximately 600,000 workers in the UK alone reported being assaulted, threatened, or abused.
This figure underscores the urgent need for effective workplace safety measures.
In recent years, workplace violence and aggression has emerged as a significant and growing problem, mirroring broader societal issues.
Factors such as diminished respect for authority, substance abuse, and inadequate resources for law enforcement all contribute to this troubling trend.
Let’s explore the multifaceted nature of workplace violence, the legal obligations of employers under the Health and Safety at Work Act 1974 and the Management of Health and Safety at Work Regulations 1999, and the critical importance of proactive measures in safeguarding employee well-being.
What are the broader societal issues
The rise in workplace violence cannot be isolated from the general increase in violence across modern society.
A diminishing of respect for authority has created environments where aggressive behaviours are more likely to occur.
This erosion of respect often translates into confrontations and conflicts within the workplace, exacerbating tensions and increasing the risk of violent incidents.
Substance abuse, including alcohol and drugs are other significant factors which contribute to a rise in the risk of violence.
Intoxicated individuals are more prone to aggressive behaviour, which can escalate into violence, particularly in high-stress work environments.
Furthermore, the strain on law enforcement resources means that preventative measures and timely interventions are often lacking, allowing potentially volatile situations to develop unchecked.
The legal framework and responsibilities
Employers are legally bound to ensure the health, safety, and well-being of their employees under the Health and Safety at Work Act 1974.
This duty encompasses the obligation to create a safe working environment, free from the threat of violence.
Additionally, the Management of Health and Safety at Work Regulations 1999 mandates that employers must conduct comprehensive risk assessments of all work activities, identifying potential hazards and implementing appropriate control measures.
Failure to adhere to these legal requirements can result in significant liability for employers.
Vicarious liability is a rule of law that imposes strict liability on employers for the wrongdoings of their employees.
The principle of vicarious liability holds employers responsible for the actions of their employees if those actions occur in the course of employment.
This means that if an employee is harmed due to workplace violence, the employer can be held liable if it is proven that they failed to take reasonable steps to prevent such incidents.
Employers are responsible for protecting employees against violence and must demonstrate compliance with health and safety legislation.
This includes regular reviews and updates of workplace safety policies, thorough risk assessments, and effective management strategies to mitigate risks.
The consequences of workplace violence
The repercussions of workplace violence extend beyond the immediate physical harm to staff.
Employees subjected to violence or aggression may pursue civil actions for compensation, which can be costly for employers.
Legal battles not only incur direct financial expenses but also damage an organisation’s reputation and can erode trust between employees and management.
Moreover, the aftereffects of workplace violence can lead to increased absenteeism, as employees take time off to recover from physical and/or psychological trauma.
Low staff morale and diminished productivity are common in workplaces where violence is a concern.
High staff turnover and recruitment difficulties further compound these issues, as potential employees are deterred by a company’s poor reputation regarding safety.
Must-do measures for employers
To effectively manage and prevent workplace violence, employers must adopt a proactive approach to the prevention and management of work-related violence.
Conducting regular reviews and research into workplace safety is essential.
Data collection and robust reporting models enable employers to identify trends, assess risks, and implement targeted interventions.
Statistical analysis of incident reports can highlight areas requiring attention and inform the development of comprehensive safety strategies.
In conclusion
Workplace violence is a growing problem that reflects broader societal issues, including the decline in respect for authority, substance abuse, and strained law enforcement resources.
Employers have a legal and moral obligation to protect their employees from violence, as mandated by the Health and Safety at Work Act 1974 and the Management of Health and Safety at Work Regulations 1999.
By prioritising risk assessments, proactive measures, and a culture of safety, employers can mitigate the impact of workplace violence, safeguarding their employees and fostering a positive organisational environment.
Failure to do so not only exposes employers to significant financial and legal liabilities but also undermines employee well-being and organisational success.
Identifying the right support
Setting standards to prevent and manage violence and aggression in the workplace.
The government does not endorse individual training providers, or the content of their courses and materials.
They (the government) believe that organisations are best placed to determine what training is most appropriate for their staff.
A wide variety of training organisations offer their services to organisations who have the autonomy to make their own decisions on which service is most appropriate for them.
When considering training organisations must ensure that the support, advice and guidance is legally accurate.
If that advise is legally wrong and that wrong advice leads to a harm being caused, organisation may be open to a legal challenge if is proven that could have been prevented.
Training staff may be qualified to the same level as a lawyer but they must be competent in their understanding of the relevant common and criminal law legislation for the sector you work in.
Click here to learn more – https://nfps.info/physical-intervention-trainer-course/