Workplace violence isn’t always as dramatic as a viral video of an angry customer or an employee throwing punches. It can also be the angry voicemail from a disgruntled ex-employee, the inappropriate joke that escalates, or the threat scribbled anonymously in a break room. All of it matters — and all of it poses risk.

According to OSHA, nearly 2 million American workers report having been victims of workplace violence each year. But many more incidents likely go unreported due to fear, confusion, or lack of trust in reporting systems.

Workplace violence can come in many forms — and how you respond matters just as much as how you prepare. The first step? Understanding the different types of workplace violence and what effective prevention and response look like in each case.

What are the 4 types of workplace violence?

The National Institute for Occupational Safety and Health (NIOSH) categorizes workplace violence into four main types:

  • Type I: Criminal Intent
  • Type II: Customer/Client
  • Type III: Worker-on-Worker
  • Type IV: Personal Relationship

Let’s walk through each type with real-world scenarios and guidance on how to appropriately respond.

Type I: Criminal Intent

With Criminal Intent, the perpetrator has no legitimate relationship to the business or its employees. This type of violence usually occurs during a robbery or other criminal act. Convenience stores, gas stations, and late-night retail settings are particularly vulnerable.

Scenario: A masked individual enters a pharmacy just before closing time and demands cash from the register. The pharmacist, startled but trained, follows the protocol: comply without resistance, hit the silent alarm, and avoid sudden movements. The robber flees, and police are dispatched.

How to handle it:

  • Prevention: Invest in security measures like surveillance cameras, good lighting, and limited cash on hand. Consider installing panic buttons or silent alarms.
  • Training: Employees should be trained in how to respond during robberies (i.e., comply, stay calm, preserve life over property).
  • Aftercare: Provide trauma support or counseling to affected employees. Review what happened and improve security procedures if needed.
  • Reporting: File a police report and document the incident internally. If OSHA reporting criteria are met (e.g., hospitalization), ensure compliance.

Type II: Customer/Client

In this case, the perpetrator is a customer, client, patient, or any individual to whom the business provides a service. Healthcare, education, and retail workers are disproportionately affected by this type of violence, often in the form of verbal abuse, threats, or physical aggression.

Scenario: A nurse in an emergency room is verbally assaulted by an intoxicated patient. The patient throws a chair and attempts to punch a staff member before security intervenes.

How to handle it:

  • Prevention: Establish zero-tolerance policies for aggressive behavior and post signage in public areas.
  • Training: De-escalation training is critical here. Employees should know how to recognize agitation and use calming techniques to defuse the situation.
  • Response: If an incident escalates, staff should have a clear path to call security or law enforcement. Incident response teams or "Code Grey" alerts (in healthcare) should be activated immediately.
  • Aftercare: Offer support services and conduct a debrief with staff. Ensure employees know it’s not “just part of the job” to be abused.
  • Documentation: Log the event, especially if it involves injury, property damage, or repeated offenders. Track patterns to identify high-risk environments or clients.

Type III: Worker-on-Worker

With Worker-on-Worker violence, the perpetrator is a current or former employee of the organization. This type of violence includes physical altercations, bullying, harassment, or threats between coworkers. Often, the warning signs are there (if someone’s paying attention.)

Scenario: Two warehouse workers have a long-standing feud. After a heated argument, one pushes the other and threatens further harm. Supervisors intervene, separate the employees, and initiate an investigation.

How to handle it:

  • Prevention: Foster a culture of respect and psychological safety. Promote bystander intervention and anonymous reporting tools. Train managers to recognize the early signs of hostility or tension.
  • Response: Take all threats seriously. Immediately separate involved parties, document the incident, and launch a formal investigation. Don’t just move the problem around — solve it.
  • Discipline: Depending on the severity, disciplinary actions may include written warnings, suspension, or termination in accordance with your policy and applicable laws.
  • Support: If there’s a broader culture issue (e.g., toxic work environment), consider workplace climate assessments or mediation services.
  • Follow-up: Monitor the situation over time. Ensure that retaliation does not occur and that employees feel safe coming forward in the future.

Type IV: Personal Relationship

Personal Relationship violence means the perpetrator has a personal relationship with an employee (e.g., a current or former spouse, domestic partner, or stalker) and brings that violence into the workplace. This type is often overlooked, but it’s one of the most dangerous — and hardest to predict. Domestic violence doesn’t think to politely stop at the office door.

Scenario: An employee’s ex-partner begins showing up at their workplace, waiting outside in the parking lot and sending threatening messages. One day, the ex attempts to force their way into the office.

How to handle it:

  • Prevention: Encourage employees to share concerns about domestic abuse confidentially. Your workplace violence plan should include specific provisions for intimate partner violence (IPV).
  • Response: If a protective order exists, coordinate with security or front desk staff to enforce it. Alert local law enforcement as appropriate.
  • Support: Offer flexibility (e.g., remote work, schedule changes) and connect the employee to domestic violence resources or an employee assistance program (EAP).
  • Policy: Your workplace violence prevention plan should also include steps for handling IPV-related risks, including confidentiality protocols and emergency contacts.
  • Environment: Build a culture where employees feel safe disclosing personal safety concerns. One informed employer intervention can prevent tragedy.

The bottom line

How your organization plans for, responds to, and learns from violent incidents sends a clear message about your values, your priorities, and your commitment to protecting your people.

Every employer has a responsibility to create an environment where employees feel safe not just physically, but psychologically as well. That requires proactive planning, regular training, and a culture that takes concerns seriously.

Ask yourself:

  • Are your current policies robust enough to address all four types of workplace violence?
  • Do your employees and managers know what to do in the moment—and afterward?
  • Are you building trust through transparency, or inadvertently discouraging reporting?

When safety becomes a shared responsibility — supported by the right tools, training, and leadership — your organization isn’t actively preventing violence, rather than responding to it.

Strengthen your organization through preparedness

Ethena's workplace violence prevention training is designed to meet legal requirements, model real-world scenarios, and equip employees with tools to recognize, prevent, and respond to violence in the workplace. Whether you’re in retail, manufacturing, or at the office, our training is built to address the risks that matter most to your people — and your organization.