This guide is maintained as a current resource for September 2026 and covers only the laws of England and Wales. Information is for general guidance, not legal advice. Consult a qualified solicitor for advice specific to your situation.
Learn how employers in England and Wales must protect employees from violence at work, including legal duties under health and safety law, risk assessment, preventive measures, incident reporting under RIDDOR and practical guidance to reduce risk and avoid enforcement action.
Work‑related violence and aggression - from verbal threats to physical assault - can have profound impacts on employees' physical and mental health. Under UK law, employers have clear legal obligations to protect workers from violence at work as part of their general duties to ensure health, safety and welfare. These duties apply across most sectors and are enforceable through health and safety law, reporting requirements and organisational policies. This article explains the legal framework, step‑by‑step compliance measures, what counts as work‑related violence, and how employers should respond to incidents.
Legal Framework Governing Violence at Work
Health and Safety Legislation
The Health and Safety at Work etc. Act 1974 places a broad duty on employers to ensure, so far as is reasonably practicable, the health, safety and welfare of employees and others affected by their work activities, including protection from work‑related violence. This duty is not limited to physical harms but includes risks that could seriously affect employees' wellbeing.
Under the Management of Health and Safety at Work Regulations 1999, employers must assess workplace risks, including foreseeable violence, and implement measures to prevent or control those risks. These risk assessments form the legal basis for practical actions employers take to protect staff.
Reporting Regulations
If an incident of violence causes specified injuries or incapacity for work, it may fall under the Reporting of Injuries, Diseases and Dangerous Occurrences Regulations (RIDDOR) and must be reported to the Health and Safety Executive (HSE). Employers should understand what constitutes a reportable incident and maintain records accordingly.
Defining Violence at Work
Work‑related violence is defined by HSE as “any incident in which a person is abused, threatened or assaulted in circumstances relating to their work”. It encompasses:
- Physical violence such as hitting, pushing, kicking or use of a weapon
- Verbal abuse including threats, shouting or swearing
- Intimidation or harassment that creates fear in the workplace
- Online or telephone aggression related to work duties
For violence to be “work‑related”, it must arise out of or in connection with the work activity; personal disputes or actions outside the scope of work are generally not included.
Work‑related violence may originate from customers, clients, the public, patients, or even colleagues in certain circumstances. Employers must consider all sources when assessing risk.
Step‑by‑Step: Compliance With Employer Duties
1. Conduct a Suitable and Sufficient Risk Assessment
The first legal step is to assess the risk of violence as part of the workplace health and safety risk assessment process. Employers should:
- Identify situations where violence or aggression could occur
- Consider how likely incidents are and how serious harm could be
- Identify employees who may be especially at risk (for example, lone workers or those in high‑contact roles)
- Involve workers and safety representatives in the assessment
Risk assessments should feed into planning and control measures and be reviewed periodically or when conditions change.
2. Implement Control Measures
Once risks are identified, employers must put in place effective measures to prevent and reduce violence. These can include:
- Administrative controls such as staffing levels, rotas and task design
- Environmental adjustments such as improved visibility, secure access points, CCTV and lighting
- Procedures for managing difficult or aggressive behaviour
- Clear reporting systems and emergency responses
Training is a key component: workers should receive relevant instruction on recognising risks, de‑escalating situations, and responding to incidents safely. Employers must also ensure that staff know how to use protective measures and report concerns.
A policy that emphasises zero tolerance for violence and threats helps set expectations and supports effective enforcement of controls. Employers should make this clear to employees, customers and third parties.
3. Record, Report and Review Incidents
Employers must record all incidents of work‑related violence, including those that do not result in serious injury, to understand patterns and improve controls. Where violence results in reportable injuries under RIDDOR - for example, incapacity for normal work - employers must submit the relevant report to HSE within statutory time limits.
After any significant incident, employers should review whether existing measures were adequate and whether additional actions are needed to prevent recurrence. Supporting affected workers after an incident is also essential for staff welfare and legal compliance.
4. Provide Information and Consultation
Employers must inform and consult employees about risks and control measures. Involving workers in discussions about violence prevention encourages compliance, improves risk identification, and aligns with broader duties under the Management Regulations.
Employer and Worker Responsibilities
Employer Responsibilities
Employers must:
- Ensure health, safety and welfare including protection from violence under HSWA
- Carry out risk assessments that include violence where foreseeable
- Implement and review practical controls to reduce risk
- Provide information, training and support to workers
- Report relevant incidents to enforcing authorities where required
These duties apply regardless of sector or workplace type, from retail and healthcare to transport and front‑line services.
Worker Duties
Workers also have roles to play, including:
- Cooperating with safety measures and reporting risks
- Using training and information provided to avoid or reduce incidents
- Reporting violent incidents promptly to employers
- Supporting investigations and control improvements
Cooperation helps ensure a safer workplace for everyone.
Enforcement and Legal Consequences
Failing to protect employees from foreseeable violence can result in enforcement action by HSE or local authorities. These bodies can issue improvement or prohibition notices, and where breaches are serious, employers may face prosecution with fines. Non‑compliance can also lead to civil claims for injury or compensation if negligence contributes to harm.
Moreover, violence at work that results in serious injury or extended incapacity may trigger reporting requirements under RIDDOR, and failure to report can itself attract sanctions. Employers should be familiar with both prevention and reporting duties to avoid legal risk.
Common Questions
Is verbal abuse considered a legal risk?
Yes. Work‑related verbal abuse that causes stress or psychological harm is recognised as a potential risk and should be included in risk assessments and control planning.
Does violence only include physical attacks?
No. Violence at work includes physical assault, threats, intimidation and verbal abuse if it arises in connection with work duties.
Can employers delegate responsibility?
Employers may authorise competent people to help manage risks, but legal responsibility for health and safety remains with the employer or responsible person.
Should incidents be reported to the police?
Yes, serious violent acts may be crimes. Employers and workers can report incidents to the police, particularly where there is a threat to safety, even if employers comply with health and safety reporting requirements.
Key Takeaways
Employers in England and Wales have a legal duty to protect employees from violence at work as part of broader health and safety obligations. This includes conducting risk assessments, implementing effective control measures, recording and reporting incidents, and providing training and consultation. Compliance reduces legal risk, supports worker wellbeing, and helps prevent serious physical and psychological harm. Effective violence prevention should be a core aspect of workplace health and safety management.
