Workplace Violence Prevention: What HR Professionals Need to Know

HR Question:

How can HR professionals help to reduce the threat of workplace violence?

HR Answer:

Workplace violence is one of the most serious — and underestimated — risks facing organizations today. For HR professionals, preventing it requires far more than an Employee Assistance Program (EAP) referral. It demands proactive planning, cultural accountability, and the strategic use of emerging safety technology.

The Data in Undeniable

The numbers are staggering and undeniable. According to a 2024 report in EHS Today, 1 in 4 US workers have witnessed workplace violence in the last five years and 12% have personally targeted. U.S. Bureau of Labor Statistics also reported in 2024, 2,488,400 recordable cases involving injury or illness.  Of those, 77,780 were violence or assaults in the workplace.  Even worse, 733 of those assaults were fatalities. Homicides now comprise about 9% of all US workplace fatalities.

Workplace violence has always been on the radar for HR professionals at some level. They are the first to encourage the involvement of an Employee Assistance Program (EAP); they regularly coach supervisors on having difficult conversations with employees; and often, they serve as sounding boards for employees when they are distraught or concerned.  Through actions and behaviors, they work to create cultures of engagement, awareness, and even compassion and grace when faced with difficult employee relations issues regularly. Despite all of these efforts, it is sometimes not enough.

What else can be done beyond the EAP to help reduce and prevent workplace violence incidents?

Worksite Risk Assessment – Proper planning to identify risks

With proper planning and worksite assessment, employers can identify ways to limit potential exposure, reducing the likelihood of incidents occurring. The Occupational Safety and Health Administration promotes a well-written and practiced workplace violence prevention program. But to truly be effective, programs like this need to contain engineering controls and administrative controls in addition to training.

The National Institute for Occupational Safety and Health (NIOSH) has developed specific guidelines to assist with violence prevention in a variety of work environments.  Proven controls include:

• Bright, well-maintain lighting in all areas
• Silent alarms for front desk/access points
• Video surveillance systems
• Access control and badge/key card systems
• Secured interior doors to limit movement within the building

When developing your plan, partner with your local firefighters and/or police to get specific direction or even a complete evaluation of your worksite preparedness plan.  There are also many paid professionals and consultants that will help write and/or review your plan specifically for your organization. In this situation, one size does not fit all, so be sure to get some expert advice in creating and training on a proper plan.

Build a Culture of Open Communication

Encourage open communication with employees, as raising and addressing concerns today can protect someone tomorrow. Create a culture where employees are free to voice their issues in a healthy manner and foster respect within the workplace.  Remember to take all staff communications seriously.  Even the smallest event can trigger individuals, so properly plan all messages and their delivery, especially if you are implementing any type of change.

Key practices include:

• Implementing a clear, confidential reporting process
• Responding visibly and consistently to concerns raised
• Training managers to recognize early warning signs of distress or threatening behavior
• Planning all organizational communications carefully, particularly around changes like layoffs, restructuring, or policy shifts — even minor events can be triggering for individuals already under stress

The principle is simple: if you see something, say something. HR’s role is to make sure employees believe that saying something will actually make a difference.

Leverage Technology to Respond Faster and Smarter

New technology is quickly becoming helpful in ways we could have never imagined.  A few examples include the following tools out in the market today.

Emergency Response Technologies

Location-based response tools use geofencing to help first responders pinpoint the exact location of an incident — critical in large facilities where seconds matter. Active shooter research consistently shows that the window for effective intervention is extremely short; location accuracy significantly improves response outcomes.

Confidential Digital Reporting Apps

Mobile reporting platforms allow employees to submit safety concerns anonymously and in real time — essentially a mobile Ethics Line. Employees can include photos, video, or audio with their report, supporting faster investigation and documentation.

Acoustic Gunshot Detection Systems

These systems automatically detect the sound signature of a gunshot, trigger security alerts, and dispatch help — often before anyone on-site has time to react or call for assistance. Integration with existing security infrastructure makes them especially effective.

AI-Powered Security Camera Systems

Older surveillance systems are largely reactive, activating only after an incident has begun. Next-generation systems use facial recognition and weapon detection to proactively flag unauthorized individuals or concealed weapons before a situation escalates — giving security teams valuable lead time.

Workplace Violence Prevention Is an HR Leadership Issue

As the number of incidents continues to grow, HR professionals and business leaders need to prepare their worksites in ways they have never done before.  It is important to remember that the culture we create, the programs we provide, and the tools and technology we implement can help to calm a potentially violent situation you did not expect.  Human Resources can take an active role “beyond an EAP referral” to prepare the workplace, staff, and employees to handle these unpredictable situations and even potentially save lives.

Special thanks to Patti Dunham, MBA, MA, SPHR, SHRM-SCP for contributing to this edition of our HR Question of the Week!

Clark Schaefer Strategic HR and MYCA Learning partnered together to support organizations in their search for essential training in accessible ways, resulting in the creation of our Active Shooter Preparation e-Learning Course. Geared toward preparing and protecting our communities should they face the unthinkable, this fifteen-minute course seeks to educate participants on how to be aware, how to assess their surroundings, and how to make a plan.