No employer wants their employees to be threatened by or subject to violence at work. But statistics show that violence is all too common in NZ workplaces:
These statistics highlight the importance of having a well documented, and well understood, workplace safety plan to keep your staff safe in the face of violence at work. But what does that look like on the ground?
This article outlines preventative measures, immediate responses to danger, and how to support employees when violence - including family violence - affects workplace safety.
Violent incidents at work can take many forms:
For small and medium-sized businesses, these situations can feel overwhelming. You may not have security staff, a dedicated HR team, or formal emergency plans in place.
The good news is that there are practical, achievable steps you can take to reduce risk, prepare your team, and respond effectively if something does go wrong.
Under the Health and Safety At Work Act 2015, employers have a duty to take all reasonably practicable steps to keep workers safe from harm, which includes the risk of violence, whether that’s from colleagues, customers or suppliers.
This doesn’t mean predicting every possible scenario. It does mean:
The safest incident is the one that never happens. While you can’t eliminate risk entirely, you can reduce both the likelihood and severity of violent situations.
Some control measures will be common for all offices - such as emergency planning, training, zero tolerance for violence - while others may only be appropriate for certain workplaces or work, e.g. barriers or security screens between employees and customers, alarms or panic buttons when working alone with a client.
Start by looking at your specific environment:
Knowing where risk exists allows you to focus your efforts where they matter most. You can then investigate and implement preventative steps in your workplace, including:
Even with strong prevention, incidents can still occur. In these moments, clarity and speed matter.
For higher-risk workplaces, panic buttons are one of the most effective tools available. They allow staff to:
If panic buttons aren’t feasible, consider:
The key is that staff can get help quickly and discreetly.
In a crisis, people fall back on what they’ve practised. Your plan should clearly outline:
Plans should be written, simple, and regularly reviewed and refreshed.
Employers have a duty to provide workers with first aid facilities, equipment, and access to staff trained in first aid (“first aiders”). As part of your health and safety planning, ensure all employees know about the first aid available, including:
Get more information on workplace first aid at WorkSafe.
For major incidents nearby (such as violent crime or an active shooter in the area), all staff should understand basic principles such as:
This training should be calm and factual, as clarity reduces panic.
Managers should be explicitly authorised to:
No one should hesitate because they’re worried about “getting approval.” Safety always comes first.
Not all risks to your workers originate in the workplace. Employees may disclose that they are experiencing family or domestic violence, or you may become aware through behaviour changes, safety concerns, or third-party contact.
Family violence can affect workplace safety in serious ways:
For employers, this is both a people issue and a health and safety issue. Respond calmly and take disclosures seriously. Thank them for trusting you, and stay calm and non-judgemental.
Respect confidentiality; be clear that this information will be shared only on a need-to-know basis, and if there is an immediate risk, emergency services may need to be contacted.
Put a workplace safety plan in place. This could include changing their hours of work or their work location, providing secure parking, screening calls or emails, and removing their contact information from public facing materials.
If needed, make reasonable adjustments to their work. This could include flexible working arrangements, changes to their responsibilities or workload, and reminding them of their entitlement to family violence leave.
What happens after an incident matters just as much as the response itself.
People react differently to trauma. Some will want to talk, while others won’t.
Check in privately with people affected, avoid minimising the experience, and offer time or flexibility where needed.
Early access to counselling or mental health support can prevent longer-term harm, even when no one is physically injured. If you have an Employee Assistance Program, remind staff of this and how they can access the services.
After any incident or near miss: