Violence at work
UNISON members who work directly with the public are particularly susceptible to experiencing violence or aggression in the workplace.
We want to work with employers to put in place a basic level of monitoring, support, safeguards and training in the workplace to prevent violence against staff. These are measures that every employer should be able to deliver.
UNISON has set up a Violence at Work Charter, which employers can sign up to. Agreeing to and meeting these standards will show that organisations founded on the principles of care and social responsibility are serious about protecting their staff.
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What is violence at work?
In common with the Health and Safety Executive, UNISON defines violence at work as ‘any incident in which an employee is abused, threatened or assaulted in circumstances relating to their work’.
Violence at work is a major occupational hazard for many UNISON members across different sectors. Physical attacks are the most serious form of violence and include staff being punched, pushed, kicked, bitten, spat at, choked, headbutted and even stabbed while carrying out their jobs.
Such abuse will contribute to the levels of stress experienced by members. According to the HSE, physical attacks are “obviously dangerous, but serious or persistent verbal abuse or threats can also damage employees’ health through anxiety or stress”.
It is also important to remember that work-related violence is not limited to the actual workplace and can take place in the community, to and from work, in isolated areas or even at the home of the worker.
Developing a policy
The first thing is to get the employer to agree that there is a violence problem and recognise that it is a health and safety issue. It is in the employer’s interests to develop policies to prevent violence at work, not only because health and safety law requires it, but also because there is a cost for failing to do so. The cost of violence can include:
- Increased absenteeism because employees are hurt, afraid or stressed.
- The loss of investment in training and of experience with more staff leaving.
- The cost of legal compensation.
- Bad publicity.
- Low morale.
Developing a policy on the management and prevention of violence will help employers avoid these costs. However, the policy should not be developed in isolation without proper consultation with employees. Staff work better if they feel that they have been party to decisions and they have first-hand experience of the job and the risks. In addition, employers are legally required to consult UNISON safety representatives on matters of health and safety.
Any policy should include:
- A definition of work-related violence.
- A statement that commits the employer to managing and preventing all forms of work-related violence and that makes it clear that all such attacks on staff are unacceptable and not part of the job.
- Arrangements for monitoring and reviewing the policy.
UNISON’s Violence at Work Charter
The UNISON Violence at Work Charter aims to help employers improve workplace safety by addressing and preventing violence and aggression against staff.
To earn the UNISON Violence at Work Charter mark, employers must meet the following standards:
- The employer has a written ‘violence and aggression at work’ policy, which is available to all staff. The policy should also cover lone working.
- Responsibility for implementing these policies lies with a senior manager.
- Measures are taken to reduce staff working in isolated buildings, offices or other work areas to a minimum.
- Staff are encouraged to report all violent incidents and they are told how to do this.
- The employer collects and monitors data on violent incidents on a regular and ongoing basis.
- Where they are in place, union safety reps are able to access this data and are consulted on solutions to issues relating to violence in the workplace.
- Thorough risk assessments are conducted for staff placed in vulnerable situations.
- The employer has support pathways in place for staff who are victims of violence at work, so that they know where to turn for advice and support.
- Training to ensure staff are aware of the appropriate way to deal with threatening situations.
- Where appropriate, independent counselling services are available to staff who are the victims of violence at work.
UNISON resources
Legal disclaimer
The information contained within this article is not a complete or final statement of the law and is based on the laws of England, Wales, Scotland and Northern Ireland.
While UNISON has sought to ensure that the information is accurate and up to date, it is not responsible and will not be held liable for any inaccuracies and their consequences, including any loss arising from relying on this information. If you are a UNISON member with a legal problem, please contact your branch or region as soon as possible for advice, or for non-employment matters call UNISONdirect.