Top Ten Strategies to Reduce Workplace Violence: Expert Insights for 2025

Workplace violence is on the rise across the United States, with healthcare settings hit especially hard. Nearly 2 million U.S. workers fall victim to workplace violence each year​. Healthcare workers are five times more likely to experience violence on the job than those in other industries​. This surge is not just anecdotal: in a 2023 survey, 45.5% of nurses reported that violent incidents at work had increased over the past year​. Workplace homicides have also spiked, rising almost 9% in 2023 alone​. From hospitals to office parks, these troubling statistics underscore an urgent crisis that demands action.

Nurse leaders discuss safety protocols as part of a violence prevention training program. Healthcare workers face violence at rates over three times higher than all other industries​, spurring new prevention initiatives in 2025.

The good news is that workplace violence is preventable. Experts say a comprehensive approach – combining strong policies, training, environmental safeguards, and a reporting culture – can dramatically reduce risks. Below, we count the top ten expert-recommended strategies to curb workplace violence in 2025. 

These insights, drawn from WorldSafe’s research and leading safety authorities, are geared toward HR professionals, healthcare and security managers (especially those mindful of nurses’ concerns), mental health administrators, and business owners of large companies. Each strategy is paired with real-world examples and actionable recommendations to help your organization protect its people.

1. Establish a Zero-Tolerance Policy and Prevention Plan

One of the most fundamental steps is creating a clear, zero-tolerance policy on workplace violence backed by a comprehensive prevention plan. OSHA recommends that employers institute a zero-tolerance stance covering all potential perpetrators – whether employees, clients, patients, or visitors​osha.gov. This policy should spell out prohibited behaviors (from verbal threats to physical assault) and the consequences for violators. Equally important, it must have full leadership commitment. When executives visibly champion a “safety-first” culture, employees know the issue is taken seriously.

Develop a written Workplace Violence Prevention Program that aligns with OSHA guidelines and any applicable state laws. (Notably, California’s new SB 553 law now mandates that employers implement such plans​.) The plan should include procedures for reporting and responding to incidents, methods for identifying risks, and regular program review. As security expert Joe Heinzen, CEO of WorldSafe, puts it: “Security is no longer optional, and compliance is just the baseline… Executives need resilience programs that are strategic, scalable, and defensible – not just reactive”. A proactive plan sets that strategic foundation. Make sure all employees are aware of the policy and trust that every report will be investigated promptly – a key element OSHA stresses for an effective program.

2. Conduct Regular Risk Assessments and Safety Audits

Knowing where and how violence might occur is crucial. Regular risk assessments help employers spot vulnerabilities in the workplace environment or procedures. In healthcare, for example, safety advocates urge hospitals to annually assess workplace violence risk factors in each unit and develop mitigation plans with input from frontline staff​. This means evaluating everything from emergency room entry security to staffing patterns on a psychiatric floor. In other industries, risk assessment might involve reviewing building access points, parking lot lighting, or jobs that involve working alone or handling cash.

Importantly, engage employees in this process – they often know “hot spots” where tensions flare (such as a reception area with frequent irate customers). Assess incident data as well: analyze past reports of threats or aggression to identify trends. For example, if late-night warehouse shifts see more aggression, that’s a clue to make changes (like adding security patrols or adjusting shifts). After an assessment, implement targeted controls to reduce the identified risks, then re-evaluate periodically. As one expert noted, workplaces with a measurable, enforceable violence prevention program have seen incidents go down and staff morale improve​. By continually auditing and updating your safety measures, you stay ahead of potential threats before they escalate.

3. Ensure Adequate Staffing and Reduce Triggers

Stressful, under-resourced work environments can be a breeding ground for violence. In healthcare, especially, short-staffing leads to longer wait times and unmet patient needs, which in turn can trigger patient frustration and aggression​. “You can’t be in 10 places at once,” one nurse noted, explaining how overwhelmed staff struggle to calm agitated patients​. The same principle applies in other sectors: overworked employees and long customer queues tend to heighten tensions.

Ensuring adequate staffing and reasonable workloads is thus a key safety strategy. Hospitals have found that maintaining proper nurse-to-patient ratios and having float staff on call to defuse volatile situations can sharply reduce incidents of violence. Six in ten nurses say they have considered leaving their job or have left due in part to workplace violence​, a crisis exacerbated by burnout and understaffing. By hiring to full staffing needs, scheduling overlapping shifts during high-demand periods, and enforcing breaks, employers can mitigate some common triggers for violence. If you operate a public-facing business, ensure backup support is available for employees dealing with difficult customers (for instance, a manager on duty who can step in when a customer becomes hostile). Investing in sufficient staffing and sensible scheduling not only protects employees but also improves service, which can preempt many conflicts.

4. Strengthen Physical Security and Control the Environment

The saying “environment is the silent facilitator” rings true when it comes to violence prevention. Strengthening your physical security measures and workplace design can deter would-be aggressors or at least limit the damage they can do. Start at your entrances: control who comes through the door. Many hospitals now employ badge entry systems, metal detectors, or bag checks for visitors after incidents of weapons being brought inside​. For example, after a tragic shooting of a physician in 2023 by a patient, a Memphis clinic installed metal detectors and alarmed doors to prevent a repeat attack – a step more facilities are considering. In office settings and stores, locked entry after hours, reception check-ins, and security guards during high-risk times (like overnight shifts or Black Friday sales) are prudent.

Inside the workplace, apply principles of Crime Prevention Through Environmental Design (CPTED). This includes ensuring adequate lighting in all areas (to eliminate hiding spots and increase visibility), using convex mirrors or cameras to cover blind corners, and arranging furniture or layout so that employees are not trapped (e.g., position desks so there’s an exit route if a client becomes aggressive). Install surveillance cameras in parking lots and isolated corridors – they not only provide evidence after an incident, but their presence can discourage violent behavior. Panic buttons or silent alarms at reception desks, nurses’ stations, or cashier booths allow staff to summon help discreetly. Even simple changes like barrier glass in a pharmacy or deep counters in a retail store can create a buffer that reduces attacks. OSHA notes that appropriate engineering controls combined with administrative policies can significantly reduce assault risks​osha.gov. Regularly review your facility’s security: are door locks, cameras, and alarm systems functioning and up-to-date? By hardening the environment, you make it much harder for violence to occur unchecked.

5. Train Employees in De-Escalation and Emergency Response

When a tense situation arises, well-trained employees are often the best line of defense against violence. Comprehensive workplace violence training should be provided to all staff, from frontline workers up to managers. Yet there is much room for improvement – nearly 30% of U.S. employees have never received workplace violence prevention training​, and about 37% of nurses say their hospitals do not provide specific violence prevention training. That training gap can be dangerous. In contrast, organizations that implement regular training report better outcomes: staff can recognize early warning signs (like a customer’s body language signaling rage, or an employee’s verbal threats), and intervene or seek help before violence erupts.

Key training topics include de-escalation techniques – for instance, how to stay calm, use a non-threatening tone, and create space when someone is agitated. Role-playing scenarios (such as an angry family member in a hospital or a terminated employee confrontation) help ingrain the best responses. Self-defense basics and safe escape tactics can be taught for worst-case scenarios. Employees should also be drilled on the company’s emergency procedures: do they know how to trigger an alarm, whom to call, where to evacuate, or shelter in place during an active threat? Regular drills and simulations (like annual active shooter drills coordinated with security or local police) build muscle memory so that if a real incident occurs, panic is reduced and response is quicker.

Training isn’t a one-and-done checkbox – it should be ongoing and updated. Consider brief refresher workshops or online modules every year. Leverage free resources as well: the National Institute for Occupational Safety and Health (NIOSH) offers free online training for healthcare violence prevention​, and many trade organizations provide sector-specific training modules. Remember, an informed and prepared workforce is a safer workforce. OSHA emphasizes that education and training are core elements of any effective violence prevention plan​. By empowering your people with skills and knowledge, you enable them to protect themselves and each other.

6. Encourage Reporting and Foster a Speak-Up Culture

Underreporting is a huge challenge in addressing workplace violence. Studies show many incidents — threats, harassment, even physical assaults — go unreported due to fear of retaliation or a belief that “nothing will change.” In some industries like healthcare, workers even normalize the abuse: nurses often feel that getting bitten or yelled at is “just part of the job,” so they don’t bother reporting it​. This must change. Creating a speak-up culture where employees feel safe reporting every incident or concern is critical for prevention. In a recent national survey, only 44% of workers strongly agreed that their employer fosters a culture where they can report misconduct without fear​. We need to boost that number.

Start by establishing clear, multiple channels for reporting violence or threats. This could include an anonymous hotline, a dedicated HR email, a digital reporting portal, or simply an open-door policy with management. Make sure employees know how to report and encourage them to do so, even for “minor” things – today’s verbal threat could be a precursor to tomorrow’s physical assault. The organization should also track near misses (situations that almost became violent) as valuable data. Crucially, leadership must ensure no retaliation for reporting. Employees will only come forward if they trust they won’t be punished or dismissed as alarmists. Publicize the follow-up actions taken when reports come in (while respecting privacy) – for example, “Because you spoke up about the aggressive visitor, we added an extra security guard in the lobby.” This shows employees that their voices lead to tangible safety improvements.

Another best practice is to train supervisors on receiving and escalating reports. If a worker tells a manager about a threatening coworker, the manager should know how to document it and whom to notify (such as HR or a threat assessment team). By improving reporting, employers gain a more accurate picture of violence risks and can intervene early. Remember, “what gets measured gets managed.” If only 1 in 3 nurses say their employer even provides a clear way to report incidents​, there’s plenty of room to make reporting easier. Encourage the mindset that reporting is an obligation, not an option – it’s about keeping everyone safe. When workers feel heard and supported, a culture of safety truly takes hold.

7. Create Threat Assessment Teams and Crisis Response Protocols

High-risk behaviors and credible threats rarely emerge in a vacuum. Often, there are warning signs – an employee’s erratic conduct, a patient with a history of violence, a series of ominous emails from a disgruntled ex-employee, etc. To proactively handle these red flags, many experts advise forming a Threat Assessment Team (TAT) or similar multidisciplinary group. This team (typically including HR, security, management, and mental health professionals or EAP counselors) convenes whenever a potential threat is identified. Their job is to assess the situation and craft a plan before it turns into an incident. For example, if an employee reports that a co-worker has been making scary, detailed threats about “getting even,” the TAT would evaluate the credibility and severity, then take steps like notifying law enforcement, arranging counseling or disciplinary action for the individual, and alerting security to watch for escalation. In healthcare or education settings, a TAT might flag certain high-risk clients or patients and coordinate strategies for treating them safely (such as always having two staff present, or using security restraints when necessary).

Alongside threat assessment, companies should establish crisis response protocols for worst-case scenarios. An emergency action plan (EAP – not to be confused with Employee Assistance Program) should detail how to respond to an active shooter, a hostage situation, or any violent incident: Who calls 911? How is a lockdown initiated? Where is the evacuation route or safe room? Assign roles – for instance, designate floor wardens or managers responsible for accounting for employees during an evacuation. Conduct drills to practice these protocols. It’s also wise to build a relationship with local law enforcement before any incident – invite police to do walkthroughs of your facility and incorporate their feedback on your plans. Some organizations partner with off-duty officers or hire security consultants (like WorldSafe’s Resilience-as-a-Service team) to serve as on-call experts if threats arise. The bottom line: don’t be caught flat-footed. If a crisis hits, having a trained team and a rehearsed plan can save lives. It’s telling that 76% of workers say their employer has a workplace violence plan, but only 60% are confident it would be effective in a real incident​. Closing that confidence gap means moving beyond paper plans to practiced readiness.

8. Offer Support to Affected Employees and Enforce Accountability

Even with preventive measures, incidents may still occur, and how employers respond afterward is crucial. Always prioritize care for the affected employees. Provide immediate medical attention for any injuries, of course, but also attend to the psychological impact. Victims of workplace violence (or even those who witness a traumatic incident) can suffer serious mental health effects – post-traumatic stress, anxiety, depression – that, if unaddressed, can compound the harm of the incident​. Employers should have resources ready: counseling services or an Employee Assistance Program, peer support groups (especially in healthcare, where nurses can debrief with colleagues after a violent event), and even paid time off to recover. Unfortunately, many workplaces don’t formally offer time off after an assault; some nurses report having to use their sick days or continue working after being attacked. This needs to change. Allowing a bit of leave or a lighter duty assignment for recovery is not only humane – it also reinforces to staff that the organization truly cares about their well-being.

At the same time, hold perpetrators accountable to the fullest extent possible. If the aggressor is an employee, enforce disciplinary action consistently (up to termination). No one gets a “free pass” because of their position or tenure. If it’s a client or patient, pursue legal options – for instance, some states are now imposing felony charges for assaults on healthcare workers​. Even if prosecution isn’t possible, you can bar violent customers from your premises or require difficult patients to have a security escort. The key is to send a strong message that violence will not be tolerated. Also, perform a post-incident investigation: analyze how and why the incident happened, and update your prevention plan to address any gaps it revealed. Perhaps a panic alarm was hard to reach, or staff lacked training in that scenario – use the incident as a teachable moment to improve systems. Finally, communicate with your team after an incident. Without violating privacy, let employees know what steps were taken against the perpetrator and what support is available to them. This openness helps restore a sense of safety and trust. In sum, respond with both compassion for your people and a commitment to accountability. It will bolster morale, aid recovery, and deter future violence.

9. Collaborate with Law Enforcement and Advocate for Stronger Protections

Reducing workplace violence isn’t solely an internal matter – it often requires partnering with outside authorities and pushing for broader changes. HR and security leaders should build relationships with local law enforcement before an emergency. Many police departments will assist employers with risk assessments or training (such as sending an officer to give a safety talk or active shooter training). Establishing this rapport means faster help when you need it – officers familiar with your facility can respond more effectively. In high-risk settings like hospitals, some have even embedded on-site police or security officers in emergency departments known for volatile incidents. Consider joining or forming a local business safety consortium to share intelligence on threats (for example, local retail stores coordinating on information about a violent shoplifter ring).

It’s also wise to stay abreast of – and even advocate for – legislation that bolsters workplace safety. As of 2023, 38 states have laws addressing workplace violence against healthcare workers (and 32 of those treat serious assaults as felonies)​. These laws help protect workers and deter would-be attackers. Employers can support such measures by lending their voice through industry associations (like the American Nurses Association or the Society for Human Resource Management) or directly lobbying for protections. Another area of advocacy is pushing OSHA to create standards: currently, there is no general OSHA standard for workplace violence, but pressure is mounting for one in healthcare and social services​. Forward-thinking companies aren’t waiting – they are voluntarily adopting OSHA’s Guidelines for Preventing Workplace Violence and even exceeding them. For instance, several states now require all employers to have violence prevention plans (California’s new law is one example​). Companies with multi-state operations should aim to meet the highest standard across the board rather than doing the bare minimum in each locale. Supporting stronger laws and standards isn’t just altruistic – it helps level the playing field so that all businesses must invest in safety, preventing bad actors from undercutting responsible employers. By collaborating with law enforcement and policymakers, you extend your workplace violence prevention efforts beyond your four walls, creating a safer community and industry at large.

10. Leverage Emerging Technologies for Early Detection and Prevention

Finally, a look ahead: technology is rapidly becoming a game-changer in workplace violence prevention. Modern tools can complement traditional security measures and sometimes detect threats that humans might miss. For example, companies are deploying AI-powered surveillance systems that can automatically identify weapons or recognize signs of a physical struggle on camera, triggering an instant alert to security staff. Some systems use analytics to pick up on verbal cues – imagine a security camera microphone that detects shouting or phrases like “I’ll kill you,” and sends an immediate distress signal. In office settings, AI text analysis might scan internal communications (with appropriate privacy safeguards) for warning language, helping to flag a potentially disgruntled employee who is writing alarming things.

Wearable tech is also on the rise. In healthcare, nurses now have the option of panic button badges or smart ID tags: with one press, they can summon help and broadcast their real-time location to security if they’re in danger. In 2024, several hospital systems began equipping staff with these wireless panic devices after high-profile attacks on nurses. For lone workers (like social service caseworkers or delivery drivers), smartphone apps can serve as a lifeline – an app that senses no movement or a sudden jolt might prompt a safety check-in, or allow the worker to hit a panic icon that alerts supervisors and records audio/video of the encounter. Even incident reporting has gone digital: platforms now enable employees to file reports from their phones, even anonymously, and those reports can be aggregated to produce heat maps of violence “hot spots” in a facility.

While technology isn’t a silver bullet, it provides valuable force multipliers for your safety program. It can make early threat detection faster and response times shorter. “Technologies such as incident reporting software and wearable devices can aid in preventing healthcare violence,” notes one Forbes Council expert. Likewise, advanced visitor management systems can scan IDs against watchlists, and remote lockdown controls can secure a building at the push of a button during a crisis. When evaluating these tech solutions, involve your security and IT teams – ensure any AI is accurate and doesn’t overload you with false alarms, and that any device integrations protect employee privacy. Used smartly, emerging tech offers a proactive edge, helping keep 2025’s workplaces one step ahead of evolving threats.

Conclusion: Making Safety a Priority Before It’s Too Late

Workplace violence is a complex challenge, but as the above strategies show, there are concrete steps every organization can take now. No company can afford to be complacent – not when lives and livelihoods are at stake. The human toll is heartbreaking, and the financial costs (lawsuits, lost productivity, reputational damage) are staggering – workplace violence is estimated to cost U.S. businesses well over $20 billion each year​. Employers who proactively invest in prevention will not only save these costs but, more importantly, save lives and preserve the well-being of their employees.

The time to act is before the next incident occurs. As one safety director said after a near-miss at his firm, “We didn’t think it would happen here – we were wrong. Now we’re making sure it doesn’t happen again.” Don’t wait for a tragedy to put workplace violence on your agenda. Ensure your policies, training, and culture send a clear message: everyone deserves to feel safe at work. Engage your leadership and employees alike in this mission – make it a core value of your organization. Whether you’re running a hospital, a manufacturing plant, or a corporate office, these ten strategies can be adapted to fit your risk profile and needs.

Most importantly, foster a workplace where respect and safety are non-negotiable. When companies take comprehensive action – from the boardroom to the break room – the results are tangible: fewer incidents, more empowered employees, and a culture that attracts and retains talent. WorldSafe’s own experience assisting clients echoes this truth: preparation and prevention pay off. We urge all organizations, especially those with large or high-risk workforces, to prioritize violence prevention in 2025 and beyond. By investing in robust safety measures now, you build not just a safer workplace but a more productive and resilient one. Let’s act today to prevent the workplace tragedy of tomorrow.

Call to Action: Make workplace violence prevention a top strategic priority this year. Review your current policies and training – do they measure up to these best practices? If not, engage experts and your team to fill the gaps. Conduct that risk assessment, run that drill, and talk openly about safety. Commit budget and resources to protecting your people. In an age of rising workplace violence, proactive prevention is the best defense. Don’t be the company that says, “We never saw it coming.” Be the company that saw it coming and stopped it. Your employees, from the front desk to the ICU, are counting on your leadership to keep them safe. Now is the time to deliver on that promise.

WorldSafe Team