April 6, 2023
Preventing Violence, Bullying, and Harassment in the Workplace
Creating a safe and respectful workplace means protecting workers from more than just physical hazards. In BC, employers are required to prevent and respond to all forms of workplace violence, including bullying and harassment.
What’s Included in “Violence, Bullying, and Harassment”?
Workplace violence includes actual or attempted physical harm, threatening behaviour, or statements that give a worker reasonable cause to believe they are at risk. Bullying and harassment is defined as behaviour that humiliates, intimidates, or isolates a worker; all of which can have serious impacts on one’s mental health and workplace culture.
A strong violence prevention program helps to reduce risk, respond effectively, and support your team’s physical and psychological well-being.
Elements of a Prevention Program?
Employers must take a proactive approach to identifying risks and protecting workers. A complete violence prevention program should include:
Conducting a Risk Assessment
Start by assessing your workplace for any risk of violence, including
- Interactions with the public (e.g., late hours, money handling, alcohol service)
- Working alone or in isolated areas
- Previous incidents or near misses
- Environmental or operational factors
Document your findings and update your risk assessment whenever there are changes to the work environment, procedures, or if an incident occurs.
Proactively Establishing Policies and Procedures
Based on your risk assessment, develop clear procedures for:
- Preventing and minimizing exposure to violence
- Reporting incidents and near misses
- Investigating incidents and applying corrective actions
- Providing support to affected workers
Your policies should outline what is unacceptable and make it clear how the organization will respond.
Educating and Training Workers
Train all workers and supervisors on how to:
- Recognize warning signs and prevent incidents
- Communicate proactively with guests or clients
- Use de-escalation techniques and call for help when needed
- Report incidents internally and to authorities if appropriate
- Access mental health support following an incident
Training should be a part of a health and safety orientation for new staff and refreshed regularly. Use realistic scenarios and practice sessions to help staff feel prepared.
Responding to Incidents
When an incident occurs:
- Ensure the immediate safety of everyone involved
- Use de-escalation techniques and call for support if needed (e.g., a manager, security, or 9-1-1)
- Document the incident in detail
- Investigate root causes and implement corrective actions
- Debrief with staff and offer mental health supports
Regular review of incident trends can help you adjust staffing, procedures, or physical controls to reduce future risk.
Supporting the Psychological Side of Violence, Bullying, and Harassment
Preventing workplace violence means more than avoiding physical harm—it also means addressing psychological hazards like bullying, harassment, and threatening behaviour. These actions can leave lasting effects on a worker’s mental health, contributing to stress, burnout, and a decline in team morale.
Creating a safe workplace means showing workers that you have their back—before, during, and after an incident. That includes listening to concerns, following through on reports, and making space to talk about both physical and psychological safety.
Build trust by making your expectations clear, addressing inappropriate behaviour promptly, and offering support services like debriefs, peer support, or access to mental health resources. When workers know they’ll be taken seriously and treated with care, they’re more likely to speak up—and more likely to stay well.
More Information and Resources
Customizable Templates
- Workplace Harassment, Discrimination, Bullying, and Violence Prevention Policy Template (go2HR)
- Violence Prevention Checklists (go2HR) – coming soon!
- Example Scenarios for Training – Multiple Sectors (go2HR)
- Tips for Responding to Challenging Customer Interactions (go2HR) – coming soon!
- Safety Talk: Navigating Challenging Interactions (go2HR)
- Communicating Risk Info to Workers (WorkSafeBC)
- Safety Talk: De-escalation Tips for Hospitality & Tourism (People Working Well)
Additional Information
- Violence (WorkSafeBC)
- Take Care: A Handbook in Violence Prevention (WorkSafeBC)
- Working Alone: A Handbook for Small Business (WorkSafeBC)
- Violence and Harassment in the Workplace (CCOHS)
- Working Alone (go2HR)
- Understanding Trauma in the Workplace (People Working Well)
- Practical Safety Tips for Tourism & Hospitality (People Working Well)
- Critical Incident Response (CIR) Program (WorkSafeBC)
- Critical Incident Stress Management (CISM) (Canadian Mountain Community)
Online Courses
- Violence and Harassment Prevention (go2HR) – coming soon!
- Safer Spaces Employer Course, Safer Spaces Worker Course (go2HR)
- Dealing with Difficult Guests (go2HR & CCOHS)
- SuperHost®: Foundations of Service Quality™
- SuperHost®: Foundations of Inclusive Service: Service for All™
- Respectful Workplace – Worker Course, Respectful Workplace – Supervisors & Managers Course (People Working Well)
- Feeling Safe at Work – Worker Course, Feeling Safe at Work – Supervisors & Managers Course (People Working Well)
Need Help?
We’re here to support you at any stage of the process. Contact us for guidance, templates, or one-on-one support tailored to your business.
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