Claims from workplace violence increase by 25 per cent

Violence in the workplace is affecting thousands of workers, according to a recent report from WorkSafeBC.

Between 2013 and 2022, there were 22,472 claim counts related to violence in the workplace – and 13,889 of these claims were in the health care and social services sector, according to the report.

The fact that there is shortage of talent in the healthcare system is not helping, said Dr. Joshua Greggain, president of Doctors of B.C., in a CBC report.

"I have absolutely been physically hit, kicked or spit on over the course of my career," he said.

"When physicians are trained, they're asked to look after patients and care for them. They aren't necessarily trained in having to deal with violence or escalating situations,” he told CBC. “There have definitely been some escalating scenarios over the last few years as patients are under stress and as the systems are under duress."

In November 2022, front-line staff and union supporters at Breton Ability Centre – a home for adults in Nova Scotia – rallied, claiming their employer had failed to address increasing workplace violence. In February the same year, The Ontario Public Service Employees Union (OPSEU/SEFPO) called on the provincial government to take all steps necessary to ensure health care workers are not harassed by the “Freedom Convoy”.

During the past decade, there were also claims related to violence in the following sectors, but the numbers are much smaller:

• Education - 2,638 claims
• Other services (not elsewhere specified) - 1,333 
• Public administration - 1,166
• Retail - 1,073
• Transportation and related services - 1,002 
• Tourism and hospitality - 853
• General construction - 221
• Business services - 205
• Wood and paper products - 92

“The potential for violence in the workplace is an unfortunate reality,” said WorkSafeBC. “Workplace violence can have a significant impact on the physical and psychological health and safety of workers. If there is a risk of violence in a workplace, the employer must set up and instruct workers on procedures to eliminate or minimize the risks.”

Growing problem

One in five people across the world have experienced some form of violence and harassment at work at some point in their lives, according to a previous report. And 22.8% of the respondents to an International Labour Organisation (ILO) study across 121 countries said they have experienced violence and harassment at work, whether physical, psychological, or sexual.

And the problem seems to be getting bigger, reported WorkSafeBC.

Between 2018 and 2022, WorkSafeBC time-loss claims related to violence in the workplace increased by 25 per cent – from 2,292 and 2,868.

WorkSafeBC defines "violence" as “the attempted or actual exercise by a person, other than a worker, of any physical force so as to cause injury to a worker”. This includes any threatening statement or behaviour which gives a worker “reasonable cause to believe that the worker is at risk of injury”.

Preventing workplace violence

Now, WorkSafeBC is reminding employers of their responsibility to keep workers safe from violence in the workplace.

“The potential for violence in the workplace is an unfortunate reality,” it said. “Workplace violence can have a significant impact on the physical and psychological health and safety of workers. If there is a risk of violence in a workplace, the employer must set up and instruct workers on procedures to eliminate or minimize the risks.”

Risk assessment is essential in prevention of violence, and it should be part of employers’ general Occupational Health and Safety Program, according to the statutory agency. These programs must also include the following components:

• Written policy to eliminate or minimize risk, including identifying the nature and extent of the risks of worker injury due to violence.
• Regular risk assessments, including identifying the types and probability of risks of injury due to violence.
• Prevention procedures, including written instructions for workers and supervisors.
• Worker and supervisor training to ensure workers understand and follow violence prevention procedures.
• Procedures for reporting and investigating incidents, including implementing corrective actions.
• Incident follow-up, including reviewing actions taken in response to violent incidents and evaluating their effectiveness.
• Program reviews should be done annually to identify potential new risks.

In December 2022, the Canadian Labour Congress (CLC) noted that “we are still waiting for the [Canadian] government to ratify C190 and take this step toward addressing third-party and gender-based violence at work.”