An educational library of workplace documents — purpose, who completes them, when they are used, typical fields, common mistakes and how they connect. Linked to workplace safety, workplace training, occupations, industries and employment documents. Informational only — template examples, not legal advice or official documents; employers remain responsible and using a document does not guarantee compliance.
What a violence and aggression risk assessment is
A violence and aggression risk assessment considers situations where workers could face verbal abuse, threats or physical violence — for example in customer-facing, lone-working or cash-handling roles — and records the controls including environment, procedures, communication and support.
This page is an educational overview with a simplified example. It is not an official template, not jurisdiction-specific and not legal advice — the employer decides what their assessment must cover.
Purpose
- Identify roles and situations with a risk of violence or aggression.
- Record environmental, procedural and behavioural controls.
- Set out reporting, support and post-incident response.
- Reduce the risk of harm to workers.
Who completes it
- A competent person appointed by the employer.
- With input from workers who face the situations.
- Reviewed within the organisation’s own process.
- It is the employer’s responsibility to ensure the assessor is competent.
When it is used
- For roles with public contact, lone working or cash handling.
- When the role, setting or threat level changes.
- After an incident of violence or aggression.
- On a review cycle defined by the employer.
Typical fields
- Role or situation and how violence could arise.
- Who is at risk and the triggers involved.
- Controls — layout, procedures, communication, support.
- Reporting and post-incident support.
- Training and review date.
- Example fields only — adapt to the role and the applicable law.
Common mistakes
- Treating abuse as just part of the job.
- No safe way to summon help or de-escalate.
- Underreporting because reporting is discouraged.
- No support after an incident.
Document workflow
A violence and aggression risk assessment sits within the wider risk assessment and links to lone working arrangements, the safe system of work, reporting and support procedures. Incidents feed the accident or incident process; a change or incident triggers a review.
See the related documents below for what is commonly used with a violence and aggression risk assessment.
Retention (high level)
These assessments and any incident records are generally kept for as long as they are relevant and for a period afterwards, in line with the employer’s obligations and data-protection duties. Specific retention periods vary by jurisdiction.
This page does not state a required period — confirm retention with the applicable law and the official authority.
Completing and sharing as a PDF
These assessments are commonly completed and stored as PDFs alongside the risk assessment and procedures. Exporting to PDF supports documentation; it does not make the assessment official or guarantee compliance.
Employer checklist
- Identify roles and situations with a risk of violence.
- Provide controls, communication and ways to summon help.
- Encourage reporting and support people afterwards.
- Train workers and review after incidents.
Worker notes
- Follow procedures for de-escalation and summoning help.
- Report threats, abuse and violence — do not accept it as normal.
- Use the support available after an incident.
Country considerations
Expectations around protecting workers from violence vary by country, and the official authority differs. This page is high-level and general — it is not a statement of any country’s law and not a guarantee that a document is valid anywhere.
Always confirm the current requirements with the official authority for your country and a qualified professional.
Who is responsible
The employer is responsible for assessing and reducing the risk of violence to workers and compliance. This page is an educational overview with a template example; it does not determine what your assessment must contain, does not make a workplace compliant and does not transfer responsibility.
Export, edit and share documents
The documents, policies and templates this involves can be exported, edited, signed, stored and shared as PDFs with the HELPERG PDF Editor.
Free, printable HR & employment resources
Practical, ungated resources to put this into action — no signup.