Violence at Work Policy UK: Employer Guide 2025

What this document is

A Violence at Work Policy is an internal document that tells staff, managers and contractors how the organisation treats the risk of work-related violence. It covers physical attacks, threats, abusive language, intimidation and harassment, whether these come from customers, patients, members of the public or colleagues.

The policy sits alongside your general health and safety policy, your disciplinary rules and any lone working or security procedures you already have. Under the Health and Safety at Work etc. Act 1974 and the Management of Health and Safety at Work Regulations 1999, employers must assess risks to employees and take reasonable steps to control them, and violence counts as one of those risks.

A good policy does three practical things. It defines what the business treats as unacceptable behaviour, it allocates responsibility for prevention and response, and it gives staff a clear route to report concerns without fear. Properly written and actually used, it can reduce incidents, support staff wellbeing, and help defend the business if a claim or HSE enquiry follows an event.

How to use this document

1. Write a clear policy statement. Start with a short statement from senior leadership confirming that violence, threats and abuse are not tolerated and that the business is committed to preventing them. This sets the tone, signals seriousness, and tells staff and third parties that leadership owns the issue rather than leaving it to HR alone.
2. Define what counts as work-related violence. Spell out what the policy covers in plain terms, including physical assault, attempted assault, verbal abuse, threats, intimidation and harassment, whether in person, over the phone or online. A clear definition means staff recognise incidents when they happen and report them, rather than dismissing behaviour as just part of the job.
3. Set out responsibilities at every level. Explain what directors, line managers, supervisors and employees are each expected to do. Managers typically own risk assessments and training, while staff are expected to follow procedures and report incidents. Clear accountability stops tasks falling through the cracks and makes enforcement fair.
4. Carry out and record risk assessments. Identify where, when and how violence could occur in your specific workplace, looking at lone workers, cash handling, public-facing roles, home visits and late shifts. Document the controls you put in place, such as panic alarms, buddy systems, CCTV, customer conduct signage or training, and review these assessments regularly.
5. Build reporting, support and review procedures. Give staff a straightforward way to report incidents and near misses, confirm how reports will be investigated, and describe the support available afterwards, including time off, counselling referrals and adjustments to duties. Commit to reviewing the policy at set intervals and after any serious incident so lessons are actually learned.

Common questions