Workplace Violence in Health Care: Its Impact on Staff, Safety, and Resources

As a health care worker, you often find yourself in high-stress environments—waiting rooms, emergency departments, behavioral health units, and more. While health care settings are essential places of healing, they can also be sites of crisis situations and verbal or physical abuse. Unfortunately, the toll of workplace violence extends beyond just the immediate safety concerns—it is also deeply linked to the ongoing staffing crisis and budget constraints that health care organizations are facing today. 

In this blog, we’ll explore the growing concerns with workplace violence in health care and dive into the steps organizations can take to keep their staff safe with comprehensive de-escalation training and workplace violence prevention plans. 

The Rising Crisis of Workplace Violence 

Research shows that health care workers face disproportionately high levels of violence compared to other industries. According to the latest statistics: 

• 8 in 10 nurses report experiencing workplace violence at some point during their careers. 

• Health care workers are more than four times as likely to be injured by workplace violence compared to workers in other industries. 

• 75% of nearly 25,000 workplace assaults reported annually occur in health care and social service settings. 

• Health care workers account for 73% of all nonfatal workplace injuries and illnesses due to violence. 

• 81.6% of nurses have experienced at least one type of workplace violence in the past year. 

• 91% of emergency physicians indicated that they have been threatened or attacked in the past year. 

• 71% of emergency physicians believe that violence in the emergency department is worse than last year. 

And the extensive physical and mental toll this is placing on health care professionals is not going unnoticed. It plays a significant role in the ongoing staffing shortages and budget constraints that many health systems are currently facing.  

Workplace Violence and Its Link to the Staffing Crisis 

As health care workers face increased rates of workplace violence, many are experiencing burnout and job dissatisfaction, leading to staffing shortages. As violence becomes more prevalent, many staff members are leaving the profession altogether. According to National Nurses United, during a survey of nearly 1,000 nurses across 48 states: 

• 65.3% report experiencing anxiety, fear or increased vigilance  

• 37.2% are considering leaving the profession  

• 22.9% have taken time off or reduced working hours  

• 19.2% have changed or left their job  

• 4.1% have left the health care profession 

This creates a vicious cycle. Fewer workers, longer hours, and higher stress are heightened by an increasing number of violent incidents. 

The American Nurses Association reports that a significant number of nurses who experience workplace violence cite it as a primary reason for leaving the profession. This, combined with the already existing nursing shortage, creates a critical gap in available health care workers. 

These staffing shortages are exacerbated by budget constraints in health care facilities. Limited financial resources mean fewer staff members are hired to manage increasingly complex and dangerous situations. This leads to overworked staff members who are at greater risk of burnout and violence. When workers feel unsupported—whether due to inadequate staffing or insufficient training—the situation worsens. 

As workplace violence continues to take its toll on staff well-being and retention, the need for comprehensive violence prevention plans has never been more urgent. These programs not only protect staff, but also directly impact the ability of health care organizations to maintain ideal staffing levels. 

The Growing Need for Comprehensive Workplace Violence Prevention Plans 

Given the heightened risks of violence, it’s critical that health care organizations adopt workplace violence prevention programs and equip their staff with effective de-escalation training.  

Training that empowers workers to safely defuse potentially violent situations can reduce incidents of violence, but it also builds morale and reduces the stress levels of employees who feel equipped to handle volatile situations.

Many regulations and state laws require training for all health care workers. This requirement covers everyone who encounters individuals in a health care setting—from nurses and doctors to security, pharmacy, and customer service staff. The Joint Commission recommends training all staff in de-escalation techniques as soon as threatening language and agitation are identified.  

7 Action Steps to Mitigate Workplace Violence 

In response to the cycle of workplace violence and staff turnover, health care facilities must strengthen their workplace violence prevention programs. These steps not only address the immediate safety of workers but also have a broader impact on retention and staff satisfaction, alleviating some of the pressure on staffing levels. 

1. Clearly Define Workplace Violence: Establish systems to report all instances of workplace violence, including verbal abuse. Incorporating a clear definition helps staff understand what constitutes violence and ensures consistent reporting and documentation.
   
   CPI can help you develop a definition of workplace violence that includes the full range of behaviors staff might encounter. Our Nonviolent Crisis Intervention^® program gives you tools to train staff in documenting and reporting verbal (and physical) incidents as part of the debriefing process. We also offer industry-leading supports like troubleshooting guidance, plus reporting tools and supplemental training on incident reporting. 
   
   
2. Track and Analyze Data: Continuously capture and track reports of workplace violence. Using this data allows health care systems to identify patterns and take targeted action to mitigate risk in high-incidence areas. 
   
   CPI’s debriefing model and documentation tools can help you capture, track, and trend all incidents of workplace violence, including verbal abuse and physical aggression. Our training also helps you use Postvention for prevention; use incident reviews to guide you in making changes to prevent similar situations from happening. 
   
   
3. Provide Support for Affected Individuals: Ensure that those who are victims of violence or who witness such incidents have access to psychological support and trauma-informed care.  
   
   The CPI COPING Model^SM guides you through the process of giving caring, constructive support to everyone involved in an incident—victims, witnesses, staff, patients, family members, or visitors. 
   
   
4. Review Contributing Factors: Analyze each incident to understand the root causes and underlying factors that may have contributed to the violence. This review process helps inform future prevention strategies. 
   
   When you use CPI’s prevention, response, and debriefing protocols, you’ll find determining contributing factors to be one of your most crucial and effective tools.
   
   
5. Develop Quality Improvement Initiatives: Create ongoing initiatives to reduce workplace violence, focusing on both preventative measures and employee support.
   
   Health systems that partner with CPI aim to create lasting, positive change that yields returns in time, cost savings, and improved retention.
   
   
6. Train All Staff: Ensure that all health care staff, including security, undergo training in de-escalation techniques and emergency response protocols. Well-trained staff are better equipped to handle difficult situations safely and effectively.
   
   This creates a safer environment that in turn leads to a more satisfied workforce, replacing turnover and burnout with increased employee performance.
   
   
7. Evaluate and Improve Prevention Plans: Regularly evaluate the effectiveness of workplace violence reduction programs and make necessary adjustments. This continuous improvement is essential to fostering a safer and more supportive work environment.
   
   CPI is always here to help you evaluate your current or new workplace violence prevention initiatives. If you choose to connect with a CPI workplace violence expert, we will review the current policies you have in place, discuss the areas in which challenges are arising, and identify the appropriate steps to ensure you remain in compliance. 

By implementing these actionable steps, health systems can mitigate the impact of workplace violence while fostering a safer, more supportive workplace. Ultimately, a unified approach that prioritizes both safety and staff retention is essential to overcoming the current challenges. 

A Unified Approach to Workplace Violence Prevention 

Addressing workplace violence is not just about ensuring the physical safety of health care workers—it’s about creating a supportive, safe, and sustainable work environment where staff feel empowered and valued.

As violence becomes an even greater challenge in health care settings, facilities must prioritize staff safety and well-being to ensure that staff can continue providing essential care without compromising their own safety.  

With the right training, leadership, and commitment to improvement, we can break the cycle of violence, burnout, and staffing shortages, ensuring that health care workers remain equipped to provide high-quality care.