Five Workplace Violence Trends Organisations Must Prepare for in 2025

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 Workplace Violence Prevention Plans (WVPP).

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 necessitates a more complete approach to prevention. Workplace Violence Prevention Plans (WVPP) 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 (WVPP) must be flexible and adaptable 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 essential for employee well-being and 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 now integral components of Workplace Violence Prevention Plans (WVPP), emphasising that mental health is both a preventative and a response measure. 

A Workplace Violence Prevention Plan (WVPP) must be effective in incorporating mental health resources to help identify and resolve issues before they escalate into violent behaviour. By addressing the root causes of some workplace violence incidents, organisations can mitigate the risk of these events. 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

In 2024, organisations are integrating WPV prevention into broader health and safety programmes, moving away from treating it as a security issue. This integration enables organisations to take a more coordinated approach to both physical and emotional risks. Workplace Violence Prevention Plans (WVPP) can combine physical security measures with mental health support and conflict resolution training to create a safer and more supportive environment for employees. 

By integrating WPV into health and safety programmes, organisations can develop comprehensive prevention strategies that address the full spectrum of employee well-being. Mental health training, wellness checks, and conflict resolution initiatives are critical components of a holistic Workplace Violence Prevention Plan (WVPP).

4. Legal and Regulatory Changes: New Compliance Standards

Legal and regulatory developments in 2024 have shaped how organisations address workplace violence. New laws, such as Senate Bill (SB) 553 and the Retail Worker Safety Act (S8358), reflect a growing commitment to establishing clear compliance standards, especially in high-risk sectors like retail. These legislative efforts are designed to ensure that organisations have the necessary prevention measures in place and are held accountable for providing safe work environments.

For organisations, staying compliant with these new laws is critical. Failing to meet legal requirements can result in fines, reputational damage, and increased liability. As part of their Workplace Violence Prevention Plans (WVPP), organisations must update training programmes, review incident reporting systems, and ensure their threat assessment protocols comply with the latest regulations.

5. Shift Toward Early Threat Assessment and Intervention

A key trend in 2024 is the shift from reactive to proactive approaches, focusing on early threat assessment and intervention. Traditionally, organisations responded to violent incidents after they occurred, using strategies like active shooter training and emergency response plans. Today, there is a growing emphasis on identifying potential threats before they escalate.
 
Organisations are adopting threat assessment models that train employees and management to recognise early signs of potential violence. These programmes help staff identify behavioural red flags, such as changes in behaviour, withdrawal, or sudden aggression. Early intervention can help prevent violent incidents and contribute to a positive workplace culture where employees feel supported and heard.

A comprehensive Workplace Violence Prevention Plan (WVPP) should focus on early threat recognition and provide employees with the tools to address potential violence before it escalates.

6. Looking Ahead to 2025: What Organisations Should Focus On

• 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.