Workplace Violence Prevention Is a Health Issue — Not Just a Policy Problem 

Workplace violence is often discussed as an extreme or isolated event. In reality, it is a complex workplace risk — one that safety leaders increasingly recognize as preventable through leadership commitment, planning, and systems that support employees before and after incidents occur. 

Organizations such as the National Safety Council emphasize that effective workplace violence prevention requires more than written policies or one-time training. It depends on preparedness, clear response pathways, and the ability to support employees when situations escalate or incidents occur. 

Yet when workplace violence does happen, many organizations discover that their plans focus heavily on prevention — but less on what comes next. 

The most difficult moments often follow the incident itself. An employee may be shaken or injured. Supervisors are unsure how to proceed. HR is thinking about reporting and policy. Safety teams are reviewing procedures. Operations is trying to maintain continuity. Multiple teams respond at once, but not always in coordination. 

As a leading occupational health services provider, WorkCare sees this gap firsthand. Workplace violence prevention is not only a security or compliance issue. It is a workforce health issue that requires preparation before incidents occur and coordinated clinical support after they do. 

Increasingly, workplace violence prevention for employers depends on having systems in place that address not only prevention but also coordinated response and employee support after incidents occur. 

What Is Workplace Violence? 

According to the Occupational Safety and Health Administration (OSHA), workplace violence includes any act or threat of physical violence, harassment, intimidation, or other threatening behavior that occurs at the worksite. This definition encompasses a wide range of behaviors — from verbal abuse and threats to physical assaults and, in extreme cases, homicide. 

OSHA also recognizes workplace violence as a serious occupational safety hazard affecting workers across industries. The agency estimates that nearly two million U.S. workers experience workplace violence each year, reinforcing that this is not a rare or fringe issue. 

This broad definition acknowledges that workplace violence can have real physical and psychological consequences — even when no visible injury occurs. This definition also clarifies the occupational health role in workplace violence, particularly when incidents create physical or psychological impacts that require assessment and follow-up. 

OSHA and Workplace Violence Compliance: What Employers Should Know 

There is no single federal OSHA workplace violence standard that applies across all industries. However, under OSHA’s General Duty Clause, employers are required to provide a workplace free from recognized hazards likely to cause serious harm. Because OSHA explicitly recognizes workplace violence as such a hazard, employers may face citations if reasonable prevention and response measures are not in place. 

At the state level, requirements are becoming more explicit. 

California’s workplace violence prevention standard requires employers to establish prevention plans, provide training, and maintain incident logs. While this regulation currently applies only to California employers, it reflects a broader trend. Other states are moving in a similar direction, increasing expectations around preparedness and documentation. 

For U.S.-based employers — especially multi-state or global organizations — workplace violence compliance increasingly depends on demonstrating readiness, not just having written policies. 

Employees Feel the Risk — But Don’t Always Feel Prepared 

Employee perception data reinforces why workplace violence response matters. 

In Fear Factors: A 2024 Employee Survey Report on Workplace Violence, Harassment, and Mental Health, Traliant surveyed more than 1,000 U.S. employees at organizations with 100 or more employees. Nearly one in four respondents reported witnessing workplace violence within the past five years, and 12% said they had been direct targets themselves. 

While many employers report having workplace violence prevention plans, fewer employees feel confident their organization is truly prepared to respond effectively. This disconnect between planning and execution is where occupational health support becomes critical. 

When Workplace Violence Occurs, Response Becomes a Health Question 

How employers respond to workplace violence in a way that protects employees while maintaining operational stability often leads to an internal struggle within organizations. Once an incident occurs, employers face immediate and complex decisions: 

• Does the employee need medical evaluation, even if injuries aren’t obvious? 
• Are stress or trauma responses present? 
• Is the employee safe to continue working? 
• What documentation is required from a health and safety standpoint? 
• What follow-up care or referral is appropriate? 

These are not purely administrative decisions. They are clinical and operational questions that sit squarely within the role of occupational health services. Occupational health professionals help translate disruptive incidents into appropriate health actions that support employees while helping organizations respond without escalating conflict. 

Exposure to workplace violence can trigger anxiety, sleep disruption, difficulty concentrating, and heightened stress long after the incident itself. Without appropriate intervention, these effects can persist and increase safety risk, absenteeism, and turnover. 

For example, WorkCare can coordinate and facilitate on-site mental health providers for training sessions and post-incident debriefings following traumatic workplace violence incidents. 

“Post-incident debriefings should focus on building resilience — for both the individual and the organization,” said Kathleen Wilhelmsen, WorkCare’s Senior Vice President of On-site Clinic Operations. “Having critical incident response professionals who understand your business operations and workforce before an incident occurs should be part of any comprehensive workplace violence preparedness plan.” 

Occupational Health Services as the Bridge Between Departments 

Workplace violence response rarely belongs to one department alone.  

The responsibility often spans: 

• HR, managing reporting, employee relations, and internal policy compliance 
• EH&S, responsible for safety planning and regulatory alignment 
• Risk and legal, focused on documentation and claims 
• Operations, balancing continuity, staffing, and productivity 

In the aftermath of an incident, this fragmentation can slow decision-making and create uncertainty for employees who need support quickly. Occupational health providers like WorkCare help bridge these functions by translating incidents into appropriate health actions and ensuring responses remain consistent, neutral, and employee-focused. 

“Our role is not limited to routine health services; we are a strategic partner in fostering a culture of preparedness and well-being,” Wilhelmsen said. 

How WorkCare Supports Workplace Violence Prevention and Response 

Effective workplace violence preparedness extends beyond compliance. On-site occupational health teams play an active role in emergency planning, drills, and workforce readiness by embedding clinical expertise directly into employer-led prevention and response efforts. 

WorkCare’s occupational health workplace violence response model helps employers move from fragmented reaction to coordinated, clinically informed action. We support employers through a comprehensive occupational health approach that aligns prevention, response, and recovery. 

Depending on organizational needs, applicable services may include: 

• Incident Prevention + Wellness programs that reinforce safe behaviors, early risk awareness, and workforce readiness. 
• On-Site Clinical Services that provide immediate assessment following workplace violence or threatening incidents. 
• Injury Care + triage services to guide the next steps, escalation decisions, and work status. 
• Referral coordination for physical or mental health care when appropriate. 
• Documentation and reporting support aligned with HR, safety, and risk management requirements. 
• Return-to-work guidance to help employees reintegrate safely and confidently. 

Employer Benefits of an Occupational Health–Led Approach 

Integrating occupational health into workplace violence prevention delivers measurable organizational value: 

• Faster, more appropriate response during and after incidents 
• Reduced disruption and uncertainty for managers and teams 
• Stronger documentation to support OSHA expectations and claims 
• Clear signals of leadership commitment to employee safety and well-being 
• Lower downstream costs related to turnover, lost time, and recovery 

Supporting the Full Cycle of Workplace Violence Prevention 

Workplace violence prevention doesn’t end with training — and response doesn’t end when the incident is over. Occupational health services help employers protect employees through the full cycle of risk, response, and recovery. 

Talk to a WorkCare expert to learn how occupational health services can strengthen your organization’s approach to workplace violence prevention, response, and compliance. 

Workplace Violence Prevention FAQs 

Q: What is considered workplace violence under OSHA? A: OSHA defines workplace violence as any act or threat of physical violence, harassment, intimidation, or threatening behavior that occurs at the worksite, including non-physical acts. 

Q: Does OSHA require workplace violence prevention plans? 
A: OSHA does not have a single federal workplace violence standard, but it enforces employer responsibility under the General Duty Clause. Some states, such as California, require formal prevention plans. 

Q: How does occupational health help after a workplace violence incident? 
A: Occupational health services support injury assessment, stress response evaluation, documentation, referrals, and return-to-work guidance following incidents. As part of the WorkCare model, employers can also access critical incident response support through a coordinated effort with our partner, Critical Injury Response Services, to address employee needs after traumatic events. 

Q: Is workplace violence only a concern in high-risk industries? 
A: No. While healthcare and public-facing roles carry higher exposure, workplace violence can occur in any industry due to internal conflict, stress, or behavioral health factors. 

Q: How can employers strengthen workplace violence preparedness? 
A: Beyond training, employers should ensure clinical support and response pathways are in place—such as on-site or virtual occupational health services — so employees receive timely care and guidance when incidents occur.