The Health and Safety Executive’s definition of work-related violence is: ‘Any incident in which a person is abused, threatened or assaulted in circumstances relating to their work’. 

Risk factors for violence

According to the HSE the following issues represent key risk factors:
• Drink, drugs or inherent aggression/mental instability.
• Resentment (having no right to appeal decisions).
• Impatience.
• Frustration (due to lack of information or boredom).
• Anxiety (lack of choice, lack of space).
• Target for robbery (eg. money handling or retail premises).
• Poor design of premises.

Lone workers are at greater risk of violence at work. 

Ensure your risk assessment reflects this.

Jobs that expose workers to the risk of violence

Based on the experience of its members, the Trade Union UNISON has highlighted certain work activities that predispose workers to a risk of violence. Such work activities include:
• Handling money.
• Handling drugs, or having access to them.
• Carrying expensive equipment such as laptops, mobile phones, expensive tools for professional trades.
• Giving care to people who are ill, distressed, afraid, in a panic or on medication.
• Associating with people who have a great deal of anger, resentment or feelings of failure.
• Dealing with people who have unrealistically high expectations of what an organisation can offer and who are seeking quick easy solutions to long term and complex problems.
• Dealing with the friends and families of clients who may be concerned or feel inadequate in relation to the large organisation from which they are seeking help.
• Working with people who have previously used violence to express themselves or achieve their needs.
• Exercising power to restrict the freedom of individuals, eg in the case of an arrest.
• Enforcing legislation – eg EHOs, bailiffs, social workers.
• Working alone, in clients’ homes, in physically isolated units, or at hours when few other employees are around – eg care workers.
• Following procedures which do not provide much information to clients about what is happening.
• Working in units which do not have a human image – often crowded, busy, uncomfortable and lacking in essentials for the public such as refreshments, telephones and children’s toys.
• Working under pressure created by increased workloads, staff shortages, and the absence of alternative support for the client.

Recommendations for employers:

• Assess the risks to workers (including the risk of foreseeable violence), decide how significant these risks are, prevent or control the risks, and develop a clear management plan.
• Consult with the workforce and their representatives about risk assessments and actions.
• Develop and implement a violence prevention policy and ensure everyone is aware of their responsibilities.
• Establish clear grievance and disciplinary procedures.
• Establish debriefing and support mechanisms for those who are subject to a violent attack and potentially, for those who witness an incident.

Case law

A council was fined £100k following a lone worker policy failure. The prosecution came after two social workers were assaulted on a home visit by the mother of a vulnerable child they were visiting. Whilst note taking both
social workers were struck over the head with a metal object by the mother, resulting in one being knocked temporarily unconscious.
The HSE found that the local authority had failed to follow its corporate lone working policy or violence and aggression guidance. No risk assessment was completed and staff were not trained accordingly.
Employers must do all they can to provide their staff with a safe working environment.