What is Workplace Assault?
Workplace assault refers to any act of physical violence or threat of violence that takes place in a work setting. Under UK law, assault is defined as intentionally or recklessly causing another person to fear immediate unlawful force, or actually applying that force. This means that workplace assault covers both physical attacks—such as hitting, pushing, or grabbing—and credible threats that make someone fear they are about to be harmed.
Examples of workplace assault include:
A colleague physically striking or shoving another employee during a disagreement.
A supervisor threatening an employee with violence if they do not comply with a demand.
A customer or visitor attacking a staff member while on work premises.
An employee throwing objects at someone in anger.
It is important to understand how workplace assault differs from other negative behaviours at work. While workplace bullying involves repeated, unreasonable behaviour intended to intimidate or degrade, and workplace harassment is unwanted conduct related to a protected characteristic (such as race, gender, or age), assault specifically involves physical violence or threats of immediate harm. Bullying and harassment are serious issues, but they do not necessarily include the element of physical threat or contact that defines assault.
Legally, workplace assault can be prosecuted under the Offences Against the Person Act 1861 and the Criminal Justice Act 1988. Even if no physical injury occurs, threatening behaviour that causes someone to fear for their safety may still be considered assault. Employers have a legal duty under the Health and Safety at Work etc. Act 1974 to protect staff from violence and threats at work, and failing to do so can have serious consequences.
If you experience or witness workplace assault, it is important to report it promptly and seek support. Understanding the distinction between assault and other workplace issues helps ensure the right steps are taken to protect yourself and others. For more information on related topics and your rights at work, visit our Workplace Issues page.
Your Rights if You Experience or Witness Workplace Assault
Experiencing or witnessing assault at work can be distressing, but UK law is clear: every employee has the right to a safe and healthy working environment, free from violence, harassment, or intimidation. This right is protected under the Health and Safety at Work etc. Act 1974, which places a legal duty on employers to ensure, as far as is reasonably practicable, the health, safety, and welfare of their employees.
If you are assaulted at work, or if you witness an assault, you are protected by a range of laws and regulations. Assault in the workplace is not only a breach of health and safety rules but may also be a criminal offence under the Offences Against the Person Act 1861. Employers must take any report of violence seriously, regardless of whether the perpetrator is a colleague, manager, client, or member of the public.
The Equality Act 2010 also offers protection if the assault is linked to a protected characteristic, such as race, gender, disability, or religion. In these cases, the incident could be considered harassment or discrimination, giving you additional rights to seek redress.
You have the right to report workplace assault without fear of losing your job, facing disciplinary action, or being treated unfairly. The Employment Rights Act 1996 protects employees who raise concerns about health and safety or report wrongdoing (often referred to as “whistleblowing”). If you experience any form of retaliation after reporting an assault, such as demotion, dismissal, or bullying, this may constitute victimisation or unfair dismissal, and you could have grounds for a legal claim.
When making a report, you should follow your employer’s grievance or incident reporting procedure. This may involve speaking to your line manager, HR department, or a designated health and safety officer. It is a good idea to keep a written record of what happened, including dates, times, witnesses, and any communications about the incident.
Victims and witnesses of workplace assault are entitled to support. Many employers offer access to confidential support services, such as employee assistance programmes (EAPs), counselling, or occupational health. You may also wish to seek advice from your trade union, Citizens Advice, or a solicitor who specialises in employment law.
If you feel unsafe or if the assault is serious, you should contact the police. In addition, you can make a complaint to the Health and Safety Executive (HSE) or your local authority if your employer fails to take appropriate action.
When reporting or investigating an assault, it is important to understand your rights around employee privacy and data protection. Your personal information, and that of any witnesses, should be handled sensitively and in line with data protection laws such as the UK General Data Protection Regulation (UK GDPR).
What if my employer does nothing about my complaint? If your employer fails to act, you can escalate your complaint internally, contact the HSE, or seek legal advice. You may also have the right to make a claim at an employment tribunal.
Can I be dismissed for reporting an assault? It is unlawful for your employer to dismiss or penalise you for reporting workplace violence. If this happens, you may be able to claim unfair dismissal or victimisation.
Am I protected if I am a witness, not the victim? Yes. Witnesses who report workplace assault are also protected from retaliation and have the right to support.
Remember, you do not have to deal with workplace assault alone. Knowing your rights and the protections available can help you take action confidently and safely.
How Employers Should Respond to Workplace Assault
Employers in the UK have a legal duty to protect their staff from assault at work. Under the Health and Safety at Work etc. Act 1974, employers must take all reasonably practicable steps to ensure the health, safety, and welfare of their employees. This includes preventing violence or assault in the workplace, whether from colleagues, customers, or other third parties.
A key part of prevention is having clear, well-communicated policies on workplace violence and assault. Employers should set out what behaviour is unacceptable, how incidents will be handled, and the consequences for breaking the rules. These policies should be easily accessible to all staff and regularly reviewed to stay up to date with current best practice.
If an assault occurs, employers have a responsibility to act quickly and appropriately. The typical steps include:
Ensuring immediate safety: The first priority is to make sure everyone involved is safe and receives any necessary medical attention.
Reporting the incident: Employers should encourage reporting and make it easy for staff to come forward without fear of retaliation.
Investigating the incident: A thorough and impartial investigation should be carried out as soon as possible. This might involve gathering witness statements, reviewing CCTV footage, and keeping accurate records.
Taking disciplinary action: If the investigation finds that an employee was responsible for the assault, disciplinary procedures should be followed in line with the company’s policies and UK employment law. This could range from a formal warning to dismissal, depending on the severity of the incident.
Supporting affected employees: Victims and witnesses may need ongoing support, such as access to counselling or adjustments to their working arrangements.
Prevention is just as important as responding to incidents. Employers should provide regular training to staff and managers on recognising, preventing, and dealing with workplace violence. This training can include conflict resolution, de-escalation techniques, and information about how to report concerns.
Employers should also assess workplace risks and take practical steps to reduce them. This might involve improving lighting, installing security systems, or changing working practices to avoid staff being left alone in vulnerable situations.
A robust response not only fulfils legal obligations but also helps create a safer, more supportive working environment. It shows employees that their wellbeing is taken seriously and can reduce the risk of future incidents.
If you want to understand more about employer responsibilities and related concerns, you can find further guidance under Workplace Issues.
Reporting Workplace Assault
If you experience or witness assault at work, it’s important to take action as soon as possible. Reporting workplace assault not only helps protect you and others but also ensures that your employer meets their legal obligations under UK law, such as those set out in the Health and Safety at Work Act 1974.
Most employers have an internal process for reporting incidents of assault or other forms of workplace violence. This usually involves:
Notifying your line manager or supervisor: Report the incident verbally or in writing as soon as it is safe to do so.
Recording the incident: Fill out an official incident report form if your workplace has one. Include as much detail as possible, such as the date, time, location, people involved, and any witnesses.
Following company procedures: Your employer should have a policy on handling violence or abuse at work, often found in the staff handbook or HR policies. If you’re unsure, ask your HR department for guidance.
It’s important to keep a personal record of what happened, including any communications you have about the incident. This can be helpful if you need to refer back to details later or if the matter escalates.
In some situations, it may be necessary or appropriate to report workplace assault to external authorities:
The Police: If the assault is serious, involves physical injury, or you feel threatened, contact the police immediately by calling 999 (for emergencies) or 101 (for non-emergencies). Assault is a criminal offence under the Offences Against the Person Act 1861.
The Health and Safety Executive (HSE): Employers are legally required to report certain incidents, including physical assaults, under the Reporting of Injuries, Diseases and Dangerous Occurrences Regulations (RIDDOR) 2013. You can also contact the HSE directly if you believe your employer is not taking appropriate action to protect staff.
Trade Unions or Employee Representatives: If you are a union member, your representative can provide support, advice, and may help you report the incident.
When reporting an assault, whether internally or to an external authority, try to provide:
A clear description of what happened
The date, time, and location of the incident
Names of everyone involved, including witnesses
Details of any injuries or medical treatment required
Any evidence, such as photos, messages, or CCTV footage (if available)
Previous related incidents, if any
Being as detailed and factual as possible helps ensure the matter is taken seriously and investigated properly.
You have the right to:
Be taken seriously: Employers must treat all reports of assault confidentially and with respect.
A safe working environment: Under UK law, employers must take reasonable steps to protect you from violence and respond appropriately to any reports.
Support and representation: You can have a colleague, trade union representative, or someone you trust accompany you during meetings or investigations.
Protection from retaliation: It is unlawful for your employer to treat you unfairly or dismiss you for reporting an assault.
Access to support services: You may be entitled to counselling or occupational health support, depending on your employer’s policies.
If you feel your concerns are not being addressed, or you want to understand related safety issues, you can also read about Workplace Accidents for more information on reporting and support.
Taking prompt and proper action helps ensure your safety and the safety of your colleagues. If you’re unsure about any step, consider seeking advice from your HR department, a trade union, or an employment law specialist.
Seeking Support and Legal Action
After experiencing or witnessing workplace assault, it’s important to know that you are not alone and that support is available. Taking care of your wellbeing and understanding your legal rights can help you recover and seek justice if needed.
Many employers offer support services for staff affected by workplace violence. These may include counselling sessions, which can help you process your experience and manage any emotional distress. Some workplaces have Employee Assistance Programmes (EAPs), providing confidential advice, mental health support, and sometimes practical help with legal or financial matters. If you’re unsure whether your employer offers these services, check your staff handbook or speak confidentially to your HR department.
If you don’t feel comfortable seeking support through your employer, local charities and organisations such as Victim Support can also provide help, including counselling and advice on your options.
If you have suffered physical or psychological harm as a result of workplace assault, you may be entitled to make a legal claim. Common types of claims include:
Personal Injury Claims: You can claim compensation if you have been injured due to your employer’s failure to protect you from foreseeable harm. Under the Health and Safety at Work etc. Act 1974, employers have a duty to provide a safe working environment.
Discrimination Claims: If the assault was related to a protected characteristic (such as race, sex, disability, or religion), you may have a claim under the Equality Act 2010.
Criminal Injuries Compensation: If the assault is reported to the police, you may be eligible for compensation through the Criminal Injuries Compensation Authority (CICA).
It’s often helpful to speak to a solicitor who specialises in employment or personal injury law. They can explain your options, help you gather evidence, and support you through the process.
For more information about making a claim for injuries at work, see our section on Workplace Injury.
If you are a member of a trade union, you can contact your union representative for advice and support. Unions can help you understand your rights, accompany you to meetings with your employer, and assist with formal complaints or grievances. Employee representatives can also offer guidance, particularly if your workplace does not have a union.
If informal support and internal procedures do not resolve the issue, or if you have suffered significant harm, you may wish to consider formal legal action. This could include making a claim for compensation or taking your case to an employment tribunal.
You should consider legal action if:
Your employer has not taken your complaint seriously or failed to act.
You have suffered lasting physical or psychological harm.
The assault involved discrimination or harassment.
You are facing retaliation for reporting the assault.
There are strict time limits for making claims, so it’s important to seek advice promptly. For personal injury claims, the usual time limit is three years from the date of the incident. For discrimination claims to an employment tribunal, you generally have three months less one day from the date of the assault.
Remember, taking legal action can be a complex process, but you do not have to face it alone. Support is available from legal professionals, unions, and specialist organisations to help you protect your rights and move forward.
Related Workplace Issues to Explore
Workplace assault often overlaps with other serious issues that can affect your safety, wellbeing, and rights at work. Understanding these related topics can help you recognise different forms of unacceptable behaviour and take the right steps to protect yourself.
Workplace Bullying Bullying at work involves repeated, unreasonable behaviour directed at an employee or group. This can include verbal abuse, intimidation, exclusion, or undermining someone’s work. Unlike assault, bullying might not always involve physical contact but can still cause significant harm to your mental health and job performance. Learn more about what counts as Workplace Bullying, how to spot the signs, and what you can do if you’re affected.
Workplace Harassment Harassment is unwanted conduct related to a protected characteristic (such as age, gender, race, or religion) that violates a person’s dignity or creates an intimidating, hostile, or offensive environment. The Equality Act 2010 makes it unlawful for employers to allow harassment to take place. If you’re experiencing targeted behaviour that makes you feel uncomfortable or threatened, find out more about your rights and options on our Workplace Harassment page.
Workplace Discrimination Discrimination occurs when someone is treated unfairly or less favourably because of a protected characteristic. This can include decisions about hiring, promotion, pay, or working conditions. Discrimination can sometimes be linked to assault or harassment, especially if the behaviour is motivated by prejudice. For detailed guidance on what counts as discrimination and how to challenge it, visit our Workplace Discrimination section.
Workplace Injury If you are physically assaulted at work, you may suffer injuries that require medical attention or time off. Employers have a legal duty under the Health and Safety at Work Act 1974 to protect employees from harm, including violence. If you’ve been injured, you may have the right to claim compensation and support. For practical advice on what to do after an incident, see our page on Workplace Injury.
Exploring these related topics will give you a clearer picture of your rights and the protections available under UK law. If you’re unsure whether what you’re experiencing counts as assault, bullying, harassment, or discrimination, it’s important to seek advice and understand all your options. No one should feel unsafe at work, and there are clear steps you can take to address any form of mistreatment.
