In 2024, workplace violence (WPV) is no longer confined to physical confrontations or violent altercations. The understanding of WPV has evolved to include a wide spectrum of behaviours such as harassment, verbal threats, bullying, and even self-harm or suicide. This broader perspective reflects the complex nature of modern workplace dynamics and the diverse risks employees face.
As organisations plan for 2025, they need to expand their approaches to workplace safety. The growing recognition of mental health as a critical factor, increasing integration of WPV into health and safety programmes, new legal regulations, and a shift toward early threat recognition all demand a more holistic strategy.
This article explores the trends observed in 2024 and provides a forward-looking perspective on how organisations can enhance their WPV prevention and management efforts.
1. Expanding Definitions of Workplace Violence
The definition of workplace violence has grown substantially in recent years, and 2024 marks a turning point in how organisations address this issue.
No longer restricted to acts of physical aggression, WPV now includes a broader range of harmful behaviours, from harassment and verbal abuse to bullying and even suicide. This expanded understanding highlights the emotional and psychological risks that employees face in the workplace.
For organisations, this broader definition requires a more complete approach to prevention. Policies must now address not only physical threats but also behaviours that can lead to emotional or psychological harm. This requires revisiting employee training programmes to ensure that all forms of WPV, including subtle or non-physical incidents, are recognised and reported.
A workplace violence prevention plan has to be flexible and adaptable in order to accommodate this expanded definition, ensuring that every type of threat is addressed effectively. By adopting a more inclusive definition of WPV, organisations can better protect their workforce and foster a safer, more supportive work environment.
2. Increased Focus on Mental Health and WPV
In 2024, there is growing recognition that WPV is often intertwined with mental health issues. The stressors of modern work environments, such as increased workloads, workplace conflicts, or personal crises, can lead to behaviours that fall under the WPV umbrella. More organisations are recognising that prioritising mental health is not only essential for employee well-being but also for preventing workplace violence.This increased focus on mental health has prompted organisations to invest in resources that support the emotional and psychological well-being of employees. Mental health services, employee assistance programmes, and wellness initiatives are being integrated into safety strategies, emphasising that mental health is both a preventative and a response measure.
A workplace violence prevention plan has to be effective in incorporating mental health resources, which can help identify and resolve issues before they escalate into violent behaviour. By addressing the root causes of some workplace violence incidents, organisations can help mitigate the risk of these events occurring. This shift also encourages employees to seek help before situations escalate, contributing to an overall healthier workplace culture.
3. Integration of WPV into Broader Health and Safety Programmes
The integration of WPV prevention into broader health and safety programmes is a significant trend in 2024. Traditionally, workplace violence was often handled as a security issue, with limited connection to broader safety protocols. However, the increasing focus on mental health has driven a more holistic approach, encouraging organisations to treat WPV as part of their overall health and safety frameworks.This integration is beneficial because it allows for a more coordinated response to both physical and emotional risks in the workplace. By incorporating WPV into existing health and safety programmes, organisations can develop more effective prevention strategies that address the full spectrum of employee well-being. For example, mental health training, wellness checks, and conflict resolution programmes can be combined with physical security measures to create a safer and more supportive environment for employees.
4. Legal and Regulatory Changes: New Compliance Standards
In 2024, legal and regulatory developments have further shaped the conversation around workplace violence. New laws, such as Senate Bill (SB) 553 and the Retail Worker Safety Act (S8358), reflect a growing commitment to establishing clearer compliance standards for workplace safety, particularly in high-risk sectors like retail. These efforts are designed to ensure that organisations have prevention measures in place and are held accountable for creating safe work environments.For organisations, staying compliant with these new laws is critical. The Retail Worker Safety Act, for example, mandates specific protocols for preventing and addressing violent incidents in the workplace. Failing to meet these legal requirements can result in fines, reputational damage, and increased liability.
In response, many organisations are reassessing their WPV policies, updating training programmes, and ensuring that their incident reporting and threat assessment systems are in line with the latest regulations.
This focus on compliance also underscores the importance of keeping up with changing laws. As more states and industries introduce regulations around WPV, organisations must remain agile and responsive in adapting their safety programmes to meet these evolving standards.
5. Shift Toward Early Threat Assessment and Intervention
Another key trend in 2024 is the shift from reactive to proactive approaches focused on early threat assessment and intervention. Historically, organisations often focused on responding to violent incidents after they occurred, with strategies such as active shooter training and emergency response plans. However, there is a growing emphasis on identifying and addressing threats before they escalate.Organisations are increasingly adopting threat assessment models that train employees and management to recognise the early signs of potential violence. These programmes often involve teaching staff how to identify behavioural red flags, such as changes in behaviour, withdrawal, or sudden aggression, which may indicate that an individual is at risk of engaging in harmful behaviours.
Early intervention strategies not only help prevent incidents of violence but also contribute to a more positive workplace culture where employees feel supported and heard.
This approach is especially important as organisations seek to reduce the risk of violence at a time when workplace stress and mental health challenges are at an all-time high. By addressing issues early, organisations can offer support to at-risk individuals, potentially preventing violent outcomes.
6. Looking Ahead to 2025: What Organisations Should Focus On
As organisations look toward 2025, it is essential to continue building on the trends observed in 2024. The expanded understanding of WPV, the increased focus on mental health, and the integration of violence prevention into broader safety programmes all point to the need for a more holistic approach to workplace safety.
Organisations should prioritise ongoing training and awareness programmes that encompass all forms of WPV, including harassment and mental health-related violence. Investing in mental health resources and fostering a culture of open communication will be critical in mitigating risks.
Moreover, organisations must remain vigilant about compliance with new legal regulations and adapt their policies as necessary to stay ahead of regulatory changes.
A workplace violence prevention plan has to be effective and adaptable, incorporating threat assessments, mental health support, and compliance with regulatory standards. Early intervention will also be a key area of focus. By equipping employees and management with the skills to recognise early warning signs and intervene before situations escalate, organisations can create safer work environments.
In 2025, the organisations that prioritise a holistic approach to WPV prevention—one that includes mental health support, safety programmes, and early intervention—will be better positioned to protect their employees and foster a positive, violence-free workplace.
The landscape of workplace violence is changing, and in 2024, organisations are faced with both new challenges and new opportunities. The expanding definition of WPV, the emphasis on mental health, legal changes, and the shift toward early intervention all call for a more integrated, responsive approach to workplace safety.
As organisations prepare for 2025, they must remain agile, continuously adapting their policies and practices to address the evolving threats facing their employees. By doing so, they can create safer, healthier work environments where all employees feel protected and supported.
Read Article: A Workplace Violence Prevention Plan Must Be
- Flexible and adaptable: It should accommodate a wide range of violence types, from physical aggression to psychological harm, and evolve as new threats emerge.
- Effective: It must actively address the full spectrum of workplace violence, including mental health-related risks and behavioural warning signs.
- Integrated with existing safety programmes: It should be part of a broader health and safety framework, ensuring a coordinated response to both physical and emotional risks.
- Responsive to legal requirements: The plan must stay up-to-date with changing regulations, ensuring compliance with new laws and industry standards.
- Focused on early intervention: It should emphasise identifying warning signs and addressing potential threats before they escalate into violence.
- Supportive of mental health: Mental health resources should be a key component, offering employees access to counselling, assistance programmes, and wellness initiatives.
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