IDS Study 833, November 2006

Violence against staff

• Outlines the legal duty that employers have to provide a safe place of work
• Explores ways of identifying the risks and the most vulnerable employees

• Examines the preventive measures that can be taken to safeguard employees

• Looks at support mechanisms provided for employees should a violent incident occur

• Includes six detailed company case studies describing different approaches to workplace violence.

Any employee who has contact with the public is at risk from violence at work. Staff that handle cash, work alone or who work in an environment where they are more likely to encounter people under the influence of alcohol or drugs are particularly vulnerable.

The effects of workplace violence can be far-reaching and long-lasting. Physical attacks can cause staff pain, distress or disability, while verbal abuse can lead to low morale, reduced job satisfaction and stress. For employers, workplace violence can create a poor business image and higher staff turnover.

Organisations have a legal duty of care to take reasonable steps to ensure employees remain safe from reasonably foreseeable dangers. Risk assessments, preventive control measures, support mechanisms for employees, effective communication and targeted training all typically form part of an effective strategy. For their part, employees must recognise that they too have an essential role to play. Their responsibilities include reporting all incidents, being vigilant, trying to spot potential problems before they escalate and sharing information with colleagues.

This HR Study includes a dedicated section outlining the legal responsibilities of employers as well as six detailed case studies of how workplace violence is dealt with at: Affinity Homes Group; Argos; HBOS Retail; Post Office Cash Collection Service; Virgin Trains; and Wandsworth Primary Care NHS Trust.