Checklist

A Barbour Checklist for Health and Safety Officers:

Violence in the Workplace
Reviewed February 2022

When carrying out a workplace assessment it is important to consider if violence in the workplace is reasonably foreseeable and if
so, whether reasonably practicable control methods have been utilised, taking into account the size of the organisation, the type of
business/work and the likelihood/severity of hazard and risk. The term ‘violence’ refers to verbal abuse and threats as well as
physical assault.

Name of business/
organisation

Number of
employees

Director/person Name ……………………………

responsible for
health and safety Contact telephone number ……………………………….

Other source of competent health and safety advice (Internal/external – Please state)

………………………………………………………………………………..

Working with the public □

Does work carried Dealing with vulnerable/unpredictable individuals □
out include any of Handling money □
the following? Working alone □
Travel □
Working on licensed premises □
Working on behalf of an authority (eg the Police) □

Other high risk activities ………………………………………………………………….

The organisation’s Low □

level of reasonably Medium □
foreseeable risk in
terms of violence at High □
work is: Very high □

Has the organisation If yes, please provide details:

experienced
incidents of
workplace violence
in the past?

Enforcement Officer Name: …………………………….. Signed ……………………………

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 Checklist Y/N/NA Notes
Policy and management

Does the health and safety policy include

workplace violence and its prevention?

Are the risks of verbal abuse and physical assault

covered in the organisation’s health and safety
risk assessments?

If there are five or more employees, is the risk

assessment documented?

Note. The level of detail within risk assessments

should be proportionate to the level of risk likely to
be present and the scale of the organisation.

Name of person who carried out risk assessment

Is the risk assessor competent? i.e. do they have

appropriate skills, knowledge and training?

Do risk assessments include suitable/sufficient

workplace violence prevention controls?

Is someone responsible for a violence prevention

programme to ensure that all managers,
supervisors, and employees understand their
obligations?

Name and job title of responsible person

Do those responsible have sufficient authority and

resources to take action to ensure worker safety?

If appropriate, have high-risk locations, jobs with

the greatest risk of violence, as well as the
processes and procedures that put employees at
risk, been identified?

If appropriate, has a process for reporting violent

incidents to the police or requesting police
assistance been established?

If there is a history of violence, are there

measures in place for post-assault medical
treatment and psychological counseling for
workers who experience or witness violent
incidents?

Is there a system to notify employees promptly

about specific workplace security hazards or
threats that are made?

Is there a system for employees to inform

management about workplace security hazards or
threats without fear of reprisal?

Are employees aware of this system?

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Further information

The HSE has a micro-site on the topic of violence at work http://www.hse.gov.uk/violence/index.htm

There is an operational circular providing advice on the enforcement approach required for potential violence
http://www.hse.gov.uk/foi/internalops/ocs/200-299/213_2.htm
Preventing workplace harassment and violence. A joint publication between HSE and business organisations
https://www.hse.gov.uk/violence/preventing-workplace-harassment.pdf

Appendices: Underpinning knowledge

A. Legal duties of the company and enforcing officers:

 The Health and Safety at Work etc Act 1974

Employers have a legal duty under this Act to ensure, so far as it reasonably practicable, the health, safety
and welfare at work of their employees.
 The Management of Health and Safety at Work Regulations 1999
Employers must consider the risks to employees (including the risk of reasonably foreseeable violence);
decide how significant these risks are; decide what to do to prevent or control the risks; and develop a clear
management plan to achieve this.
 The Reporting of Injuries, Diseases and Dangerous Occurrences Regulations 2013 (RIDDOR)
Employers must notify their enforcing authority in the event of an accident to any employee resulting in death,
major injury, or incapacity for normal work for seven or more days. The term ‘accident’ includes any act of
non-consensual physical violence to a person at work.
 Safety Representatives and Safety Committees Regulations 1977(a) and The Health and Safety
(Consultation with Employees) Regulations 1996(b)
Employers must inform, and consult with, employees in good time on matters relating to their health and
safety. Employee representatives, either appointed by recognised trade unions under (a), or elected under (b),
may make representations to their employer on matters affecting health and safety.

B. Elements of an effective violence prevention program:

 management commitment and employee involvement

 workplace analysis
 hazard prevention and control
 health and safety training
 record keeping and review of risk assessment.

Disclaimer

These example forms, checklists and model policies are provided by Barbour for general guidance on matters of interest. In making these
documents available to a general and diverse audience it is not possible to anticipate the requirements or the hazards of any subscriber’s
business. Users are therefore advised to carefully evaluate the contents and adapt the forms and checklists to suit the requirements of each
situation. Barbour does not accept any liability whatsoever for injury, damage or other losses which may arise from reliance on this
information and the use of these documents.

Copyright of these documents remains with Barbour and whilst subscribers are permitted to make use of them for their own purposes,
permission is not granted for resale of the intellectual property to third parties.

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