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Workplace violence and harassment are often misunderstood risks. Many organizations assume that because they are not in a traditionally high-risk sector like healthcare, corrections, or retail, the likelihood of violence is low. However, experience across Canadian workplaces shows that violence and harassment risks can exist in almost any work environment, including offices, construction sites, manufacturing facilities, service industries, and remote work settings.
Violence in the workplace does not only mean physical assault. It can include threats, intimidation, verbal abuse, stalking, harassment, and psychological aggression. Harassment can include repeated inappropriate comments, bullying, discrimination, or behaviors that create a hostile work environment. When these risks are ignored or underestimated, they can lead to injuries, psychological harm, absenteeism, legal liability, and significant damage to workplace culture.
Canadian occupational health and safety legislation requires employers to assess and control the risk of violence and harassment in the workplace. For example, Alberta’s Occupational Health and Safety Code requires employers to conduct a violence and harassment hazard assessment and implement controls where risks are identified. Similar requirements exist in other provinces and federally regulated workplaces.
A violence and harassment risk assessment helps organizations understand where risks exist, who might be exposed, and what controls can be implemented to reduce the likelihood of harmful incidents. Conducting this assessment properly requires a structured approach that combines hazard identification, worker participation, and practical risk management.
Before conducting a risk assessment, it is important to understand what constitutes workplace violence and harassment under occupational health and safety frameworks.
Workplace violence generally includes any act in which a person is abused, threatened, intimidated, or assaulted in a work-related context. This can involve physical attacks, threatening behavior, aggressive confrontations, or situations where workers feel their safety is at risk.
Workplace harassment typically involves repeated inappropriate conduct, comments, displays, actions, or gestures that affect a worker’s dignity or psychological well-being. Harassment can also occur as a single severe incident that has a lasting harmful effect.
Both forms of risk must be considered during a workplace hazard assessment because psychological harm can be just as damaging as physical harm. In many cases, harassment can escalate into violence if it is not addressed early.
The first step in a workplace violence and harassment risk assessment is identifying where risks might exist. This process is similar to other hazard assessments used in occupational health and safety programs.
Organizations should begin by reviewing the nature of their operations and considering situations where workers may interact with members of the public, clients, contractors, or coworkers in ways that could create conflict or aggression.
Some common workplace situations that increase violence or harassment risk include:
Internal workplace dynamics must also be considered. Harassment and bullying often originate from coworkers, supervisors, or other individuals within the organization.
A thorough violence and harassment risk assessment should include a review of past incidents, complaints, and near misses. This historical information can reveal patterns and help identify areas where improvements are needed.
Organizations should examine records such as incident reports, HR complaints, investigation outcomes, and workers’ compensation claims related to psychological injuries or workplace conflict.
Near misses should also be reviewed. For example, a situation where a customer threatened a worker but left before physical violence occurred is still an important warning sign.
When reviewing past incidents, organizations should look for trends such as:
Understanding these patterns allows employers to focus their risk assessment on the areas that present the greatest concern.
Worker participation is one of the most important elements of an effective violence and harassment risk assessment. Workers often have valuable insight into workplace conditions and may be aware of risks that management has not noticed.
Employers should consult workers through surveys, meetings, safety committees, or informal discussions to understand their experiences and concerns.
Workers may identify risks such as:
Encouraging honest feedback is essential. Workers must feel confident that their concerns will be taken seriously and addressed without retaliation.
Once hazards are identified, the next step is to evaluate the level of risk associated with each situation. Risk assessments generally consider two factors: the likelihood that an incident may occur and the severity of potential harm.
For example, a worker who regularly interacts with aggressive customers may face a higher likelihood of verbal abuse or threats. On the other hand, a worker performing administrative duties in a secure office environment may face a lower likelihood of violent encounters.
Severity must also be considered. Some risks may involve minor verbal conflict, while others could involve serious physical harm.
Risk levels help organizations prioritize which hazards require immediate attention and which can be managed through longer-term improvements.
After identifying and evaluating risks, organizations must implement control measures to reduce or eliminate hazards. These controls should follow the hierarchy of hazard control where possible.
Common workplace violence and harassment controls include:
Administrative controls are often the most practical approach for managing harassment risks because these hazards are frequently related to behavior and organizational culture rather than physical conditions.
However, physical controls may also be appropriate in some workplaces, such as panic buttons, security cameras, or controlled entry systems.
One of the most critical components of a workplace violence and harassment program is ensuring that workers know how to report concerns and incidents.
Workers must understand who they should report to, how the reporting process works, and what steps will be taken once a report is submitted.
A clear reporting process helps organizations identify risks early and intervene before situations escalate. It also demonstrates that the organization takes violence and harassment concerns seriously.
Confidentiality and protection against retaliation are essential elements of the reporting process. Workers must feel safe raising concerns without fear of negative consequences.
Training plays a major role in preventing workplace violence and harassment. Even the best policies will not be effective if workers and supervisors do not understand how to recognize warning signs or respond to escalating situations.
Training programs should cover topics such as recognizing aggressive behavior, de-escalation techniques, reporting procedures, and expectations for respectful workplace conduct.
Supervisors require additional training because they often play a key role in responding to complaints, conducting investigations, and ensuring corrective actions are implemented.
Training should be refreshed periodically and incorporated into new worker orientation programs.
A violence and harassment risk assessment should not be treated as a one-time exercise. Workplaces change over time as new tasks, locations, and personnel are introduced.
Organizations should review their assessments periodically and update them when significant changes occur in operations or when incidents reveal new risks.
Regular program reviews help ensure that policies and procedures remain effective and aligned with legislative requirements.
Many organizations struggle to conduct workplace violence and harassment risk assessments because they are unsure where to begin or how to structure the process.
Calgary Safety Consultants works with Canadian businesses to develop practical and legally compliant workplace violence and harassment programs. Our approach focuses on understanding the real conditions of the workplace rather than relying solely on generic templates.
We help organizations conduct structured risk assessments, identify hazards specific to their operations, and develop clear policies and reporting systems. We also provide training programs that help workers and supervisors understand how to recognize risks, prevent escalation, and respond effectively when incidents occur.
Because every workplace is different, our solutions are tailored to the organization’s size, industry, and operational challenges. This ensures that the program is practical and sustainable rather than simply meeting minimum compliance requirements.
Organizations interested in strengthening their workplace violence and harassment prevention programs can learn more by visiting https://calgarysafetyconsultants.ca.
Workplace violence and harassment risk assessments are not simply regulatory requirements. They are an essential part of protecting workers and maintaining a healthy workplace culture.
When organizations take the time to identify risks, listen to workers, and implement meaningful controls, they create an environment where employees feel safe, respected, and supported. This not only reduces the likelihood of incidents but also improves morale, productivity, and trust within the organization.
A well-designed violence and harassment risk assessment helps shift workplace safety from reacting to incidents toward preventing them. That proactive mindset is what ultimately builds stronger and more resilient workplaces.
Government of Alberta – Workplace Violence and Harassment
https://www.alberta.ca/workplace-violence-harassment.aspx
Government of Canada – Violence and Harassment Prevention in the Workplace
https://www.canada.ca/en/employment-social-development/programs/workplace-health-safety/reports/violence-harassment.html
Canadian Centre for Occupational Health and Safety – Violence in the Workplace
https://www.ccohs.ca/oshanswers/psychosocial/violence.html
Canadian Centre for Occupational Health and Safety – Harassment in the Workplace
https://www.ccohs.ca/oshanswers/psychosocial/harassment.html
International Labour Organization – Workplace Violence and Harassment
https://www.ilo.org/global/topics/violence-harassment/lang--en/index.htm
All workplaces should conduct a violence and harassment risk assessment, regardless of industry. While higher-risk sectors such as healthcare, retail, corrections, and public services often experience more incidents, office environments, construction sites, and remote work settings can also experience harassment, threats, or aggressive behavior. Any workplace where people interact with coworkers, customers, or the public has the potential for these risks.
Employers have a legal duty to provide a safe and healthy workplace. Violence and harassment can cause both physical injuries and psychological harm, which means they must be treated as occupational hazards. Provincial OH&S legislation across Canada requires employers to identify hazards, assess risks, and implement control measures. Conducting a risk assessment demonstrates due diligence and helps prevent incidents before they occur.
A workplace violence and harassment risk assessment is a structured process used to identify situations, tasks, or environments where workers may face threats, aggression, intimidation, bullying, or harassment. The assessment evaluates the likelihood and severity of these risks and identifies control measures to reduce or eliminate them. In Canada, many occupational health and safety laws require employers to conduct these assessments as part of their safety management system.
Calgary Safety Consultants is here to help you ensure compliance, enhance safety, and streamline your OH&S program. Don’t wait—fill out the form, and we’ll connect with you to discuss how we can support your business. Let’s get started!
Calgary Safety Consultants delivers game-changing COR Audits and OH&S consulting designed to keep your business safe, compliant, and accident-free. With 30+ years of expertise in high-risk industries like oil & gas, construction, and manufacturing, we understand the unique challenges you face. We offer tailored safety solutions that not only meet regulatory standards but also reduce operational risks and protect your workforce. From conducting thorough safety audits to implementing comprehensive safety management systems, we ensure your team is fully supported. Our hands-on, collaborative approach means we're with you every step of the way, helping you achieve a safer, more efficient workplace. Let us handle the heavy lifting so your team stays protected, and your business thrives!
