Occupational Violence and Aggression is Never 'Just Part Of The Job'.

admin • January 6, 2025

Occupational Violence and Aggression. 

Occupational violence and aggression (OVA) is when a person is abused, threatened or assaulted in a situation which is related to their work. It may come from internally (co-workers) or externally (clients, patients, customers or the public). 

It may include verbal abuse, physical intimidation, physical violence, or threats of violence.  It can occur in person, over the phone or even online. There is a broad spectrum of severity, but all can impact the workers mental and physical safety. 

Violence at work is a major health and safety issue and is particularly prevalent in some industries but can occur in any industry. 

 

What do you do about it? 

Like with any other hazard, the employer has a duty und the Victorian Occupational Health and Safety Act (2004) to provide and maintain for employees, as far as is practicable, a working environment that is safe and without risks to health.  

OVA should be treated like any other OHS hazard and includes looking at and addressing root causes and contributing factors. It can be prevented in many cases and can be minimised in others. 

The principles of risk management apply to OVA too: 

  • Identify the hazards 
  • Assess the risks 
  • Implement controls 
  • Review the effectiveness of the controls 
  • Consultation must occur throughout the process 


Make sure that all incidents are being reported. If an incident does occur, then the worker must be supported, but we must not stop here. We must learn from the failure by investigating the incident and working to prevent it from happening again. 

 

When addressing the risk of OVA in a workplace, think about systems and controls which may be effective in the context of your industry and workplace. These might include: 

  • Security – this may include security guards, CCTV and duress alarms. 
  • Hazard identification and risk assessment procedures specifically for OV risks – this may involve assessing any OV risk posed by a patient, client, customer, etc. For example in historical records, or by observing their behaviour on entry to the workplace.  
  • Systems of record-keeping which include a process for recording around the risk of OV. 
  • Reporting processes for incidents of OV. 
  • Processes for following up on incident reports – including investigations to explore the root cause, with actions taken to prevent recurrence. 
  • Workplace design – for example screens, eliminating blind corners and isolated locations, lighting, etc.   
  • Protocols to eliminate known high-risk situations eg: sole charge, night-time, isolation, etc. 
  • Education and training – eg: de-escalation technique training, processes for calling for back-up, etc. Ensure that the workers know what the safety protocols are and how to use them.
  • Policies and procedures which are practical and apply to the context of the workplace.
  • Provide post-incident support – immediate follow up and support tailored to the individual’s needs.
  • Actively promote a culture which empowers staff to expect a safe workplace.

 

When working towards tackling violence and aggression as an OHS issue, it is integral that the employer and the employees believe that they have the right to expect a physically and mentally safe workplace. This means promoting a culture in the workplace that does not accept violence and aggression.  

Violence and aggression are never just ‘just part of the job’. 

The Safety Spotlight on Small Business

By admin • July 1, 2025
The rise of podcasts has made learning and information so accessible and learning about OHS is no different. We came across the WorkSafe Act podcast ‘The Safety Spotlight’ episode on ‘Small Business’. In this podcast, Jacqui Argius, the WorkSafe ACT Commissioner talks about safety in small business . She is joined by Michelle Boundy in a podcast led by Lish Fejer. They discuss a number of matters relating to safety in the small business environment, which are summarised below. Small businesses are required to be compliant with safety legislation, no matter how small they are. It is often the case that small businesses have less OHS expertise. Sometimes they may think that a serious incident ‘won’t happen here’. They may not have a good understanding of what their legal obligations are. Sometimes there may be a ‘fear factor’ about their lack of understanding of how to meet their legal obligations. They may think that they are too small to need proper systems. But – just because they are small, this doesn’t mean that they don’t need to meet the same requirements as the larger businesses when it comes to safety, and this includes both physical and psychosocial safety. Small businesses must also have WorkCover insurance. Like in all businesses, consultation is key. ‘Talking to your workers’ is so important to ensuring a safe workplace. This includes ensuring that young workers and those from culturally and linguistically diverse backgrounds can understand. Guidance material regarding how to communicate safety information is available. The importance of training is also covered. Small businesses must have an induction process and ongoing training for their workers. Employees must also be trained in how to report hazards. The application of risk management systems and the hierarchy of controls is the same in small business as in any workplace, as is the concept of ‘ reasonably practicable ’. The commissioner highlights that the cost of implementing a control will not be considered to be important if a matter goes to court. The employer must eliminate or implement controls to all risks to health and safety. The podcasters acknowledge that there are a myriad of pressures on small businesses – but highlight that this does not reduce their obligations in relation to safety. Nor does it exempt the business from enforcement by the regulator: ‘we will be regulating them the same as anyone else’. Overall, the podcast highlights the need for small business owners to be pro-active and build a safety-first culture. To listen to the WorkSafe ACT Small Business Podcast, check out: Ep. 2 - Small Business There are many resources available to small business to ensure that they are providing and safe and healthy workplace. In Victoria these include: Getting some help from WorkSafe through the OHS Essentials program, which is free to small business and a great place to start. Accessing health and safety checklists as a way to begin a self-assessment. Reading about your obligations and legal requirements. Take a look at the WorkSafe website to access these resources here: Small business | WorkSafe Victoria

Education: The Key to Workplace Safety

By admin • June 24, 2025
At BeSafe Victoria, we live, eat and breathe safety education. Why? Because we believe it is the key to workplace safety. We see and hear the on-the-ground OHS stories from our participants on a daily basis, both during training and while providing follow-up support. It is remarkable to see the transformation that occurs during a training course, as participants grow their safety knowledge and become empowered to influence their own safety and that of their workplace. In regional Victoria, it is not uncommon for OHS Literacy to be very low. This is not in all workplaces, but certainly our experience shows that many workers have received very little or no training in OHS. By gaining an understanding of OHS, we can empower individuals to keep themselves safe. This includes in understanding their rights, recognising hazards, mitigating risks and knowing when to say no to unsafe work. Training an individual also means that they can bring this new knowledge to their workplace, leading to positive improvements in safety outcomes for their colleagues. Safety training has broader implications too – it can inspire conversations with family and friends, creating a ‘ripple effect’ of improved safety awareness in the community. We often see participants who deeply care about safety and have put their hand up to become a Health and Safety Representative (HSR) in their workplace. These participants come in with the drive and walk out with the tools and the passion they need to make a really tangible difference in their workplace. We know of many stories of trained HSR’s who go on to transform the safety of their workplaces. Whether we are duty holders, supervisors, HSR’s, or employees – we all have a role to play in the safety of our workplace – and with the right knowledge, we can make a positive contribution.  What truly underpins a safe work environment? The answer lies in education .