After surveying more than 5,000 employees, of which 84% are frontline workers, the TUC found that eight in 10 (79.1%) reported having experienced verbal abuse such as shouting, insults or threats at work.<\/p>\n\n\n\n
Almost one in five (19%) reporting having been physically assaulted, and one in 10 said that they had experienced sexual harassment or violence at work.<\/p>\n\n\n\n
When asked how regularly they had experienced violence or abuse at work, half (51.4%) reported having experienced violence or abuse at least weekly.<\/p>\n\n\n\n
These numbers show that employers must do more to prevent harassment, said Adina Dinu, founder of business consultancy Trauma At Work.<\/p>\n\n\n\n
Dinu said: \u201cAll employers have a duty of care towards their employees. Abuse prevention is part of it.<\/p>\n\n\n\n
\u201cThat means clear behaviour standards, zero-tolerance policies enforced when needed, and accessible disclosure procedures that protect the safety and dignity of anyone who reports abuse.\u201d<\/p>\n\n\n\n
These stats show that workplace violence is not a fringe issue, added Brenig Moore, director and co-founder of health and safety training provider Astutis.<\/p>\n\n\n\n
No employee should be expected to tolerate intimidation, harassment, threats or violence as a normal part of working life. \u201cThe most important takeaway here is that employers need to take action and do more.<\/p>\n\n\n\n
\u201cIf organisations are serious about protecting their employees, then they need to treat harassment and abuse with the same level of rigour as what is typically considered as a more serious workplace risk, such as an injury or potential hazard.\u201d<\/p>\n\n\n\n
To support employees, Dinu advised business leaders to outline what constitutes abuse, and strategies for how to manage it.<\/p>\n\n\n\n
\u201cManagers need the skills and confidence to recognise signs of distress that may stem from abusive experiences at work, particularly where employees may be reluctant to speak up,\u201d explained Dinu.<\/p>\n\n\n\n
To ensure robust employee safeguarding, Moore stressed that HR leaders need to properly review incident data.<\/p>\n\n\n\n
Moore said: \u201cPatterns around repeat offenders, hotspots, timings or departments can reveal where action is most urgently needed, giving HR managers guidance on where needs immediate attention.<\/p>\n\n\n\n
\u201cSafeguarding employees is not about a single policy on paper, it is about building a system that prevents harm where possible, and responds decisively when harm occurs.\u201d<\/p>","protected":false},"excerpt":{"rendered":"
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