Introduction: When Going to Work Feels Unsafe
Most people go to work expecting a safe, respectful environment.
But for millions of Canadians, that is not the reality.
Whether it is a threatening comment from a coworker, intimidation from a client, or physical aggression in a hospital - workplace violence is far more common than most people realize.
According to a national study by the Canadian Labour Congress, over 71% of Canadian workers experienced at least one form of harassment or violence in their workplace within a single year (CBC News, 2022).
That number is not just alarming - it is a call to action for every employer and employee across Canada.
This guide covers everything you need to know: what workplace violence is, the different types, real examples, the causes behind it, and - most importantly - how to prevent it.
What Is Workplace Violence?
Workplace violence is any act or threat of physical violence, harassment, intimidation, or disruptive behaviour that occurs at work - or because of work.
It is not limited to physical assault.
The term covers a wide range of harmful conduct - verbal threats, bullying, stalking, sexual harassment, and physical attacks.
Canada's federal legislation, the Work Place Harassment and Violence Prevention Regulations (Bill C-65), defines it broadly to include any action, conduct, or comment that can reasonably be expected to cause harm, humiliation, or psychological injury to an employee (Government of Canada).
Workplace Violence vs. Workplace Conflict
Not every disagreement is workplace violence.
A heated debate over a deadline is a conflict - uncomfortable, but not violent. Workplace violence is different. It crosses into territory where a person's safety, dignity, or wellbeing is genuinely threatened or harmed.
The key signs are a power imbalance, repeated harmful behaviour, and an intent or effect of causing harm.
Types of Workplace Violence
Canadian safety authorities and experts recognize four main types of violence in the workplace. Each one looks different - and requires a different prevention response.
1. Criminal Intent Violence
This happens when the attacker has no relationship with the workplace. The motive is usually robbery or another crime.
Convenience store workers, taxi drivers, and bank employees are among the most at-risk. Between 1982 and 2024, taxi drivers faced a risk of on-the-job death 20 times higher than the average worker, largely due to criminal violence
2. Customer or Client Violence
This is one of the most widespread forms of workplace violence in Canada.
It involves violence directed at employees by the people they serve - patients, customers, students, or clients. Nearly 9 out of 10 nurses in Canada reported verbal harassment from clients or patients within a single year, and 79% experienced physical attacks from patients (Electroiq, 2025).
This type is especially common in healthcare, social services, education, and retail.
3. Worker-on-Worker Violence
Also called lateral or internal violence, this occurs between employees - including between managers and their direct reports.
According to Canada's 2022 federal workplace report, employee-to-employee incidents made up 42.6% of all reported harassment and violence occurrences (Canada.ca, 2022).
This includes bullying, intimidation, threats, and physical altercations between colleagues.
4. Personal Relationship Violence
Sometimes a personal conflict follows an employee to work.
Domestic violence, in particular, can spill into professional settings. A survey of over 8,000 Canadian workers found that about one-third had experienced or were currently experiencing domestic violence - and more than half of those reported the abuse occurred at or near the workplace (Nurses Unions Canada).
Employers have a responsibility to recognize when this risk is present and respond appropriately.
Real Workplace Violence Examples in Canada
Numbers tell part of the story. But real scenarios make the issue concrete.
Here are workplace violence examples from different settings across Canada.
Office environments: A manager repeatedly sends threatening messages to an employee who filed a complaint. A coworker follows a colleague to the parking lot after a conflict. An employee makes verbal threats during a performance review.
Healthcare settings: An emergency room nurse is struck by a patient during triage. A paramedic is verbally abused and spat at during a call. According to the Canadian Federation of Nurses Unions, 61% of nurses have experienced serious problems related to violence - including physical assault, verbal abuse, and racial or sexual harassment.
Retail and service industries: A cashier is threatened by a customer denied a refund. A hotel employee is sexually harassed by a guest and then discouraged from reporting it. More than 28% of service-sector employees report sexual harassment at work (Electroiq, 2025).
Education: A teacher is physically assaulted by a student. A school administrator receives anonymous threatening messages. In 2024, 80% of teachers reported experiencing some form of workplace violence, primarily from students.
These are not rare edge cases. They are everyday realities across Canadian workplaces.
Causes and Risk Factors of Workplace Violence
Workplace violence rarely happens without warning. Several underlying conditions create environments where it is more likely to occur.
Workplace stress and poor conflict management. When employees feel overworked, undervalued, or unheard - and when there are no healthy channels for grievances - frustration can escalate into something more dangerous.
Lack of physical security. Inadequate lighting, no access controls, and absent security personnel increase risk. This is especially true in late-night retail, healthcare, and transportation.
Communication breakdown and toxic management. As researcher Barb MacQuarrie from Western University noted, managers who turn a blind eye or play favourites "open up opportunities" for violence to occur (CBC News, 2022).
External threats. Clients with a history of aggression, or domestic violence that spills into the workplace, are risk factors that organizations frequently underestimate.
Workplace Violence Prevention Strategies
Prevention is not a one-time task. It is an ongoing commitment woven into how an organization operates.
Start with a risk assessment. Employers need to identify which roles, environments, and situations carry higher risk - then build targeted safeguards. This means reviewing past incident reports, surveying employees, and evaluating the physical workspace.
Train staff to spot early warning signs. Sudden behavioural changes, social withdrawal, increased aggression, verbal threats, or unusual fixation on a coworker are all signals that need attention - not dismissal.
Build a real reporting system. Canadian workplace research found that 1 in 4 workers who reported harassment said the act of reporting made the situation worse.
That statistic matters. A reporting process is only useful if the response is taken seriously. Both matter equally.
Workplace Violence Prevention Training
Training is the backbone of any strong prevention effort.
When employees and managers understand what workplace violence looks like, why it happens, and how to respond - organizations become significantly safer.
Effective workplace violence training covers how to recognize warning signs, how to de-escalate tense situations, how to report safely, and what to do in an emergency. Managers also learn how to handle disclosures properly and build a culture where safety is a shared responsibility.
The benefits are real. Trained workplaces see fewer incidents, faster reporting, and stronger trust from employees.
Today, high-quality training is more accessible than ever. Online workplace violence training lets employees in different locations, roles, and shifts complete certified programs at their own pace - no scheduling conflicts, no travel, no disruptions to daily operations.
If you are looking for a practical starting point, the Violence in the Workplace: Awareness course gives employees foundational knowledge fast - clearly explained and applicable from day one.
For a more comprehensive option, the Harassment, Discrimination and Workplace Violence Prevention Training (Canada) is designed for teams, supervisors, and HR professionals who need broader coverage of responsibilities and scenarios across Canada.
Workplace Violence Prevention Plan: Step-by-Step
A workplace violence prevention plan is a formal, documented strategy. It outlines how an organization will identify risks, prevent incidents, and respond when something does occur.
Under Canadian law, many employers are required to have one in place. The steps below apply broadly - though requirements may vary by province and sector.
Step 1 - Conduct a workplace risk assessment. Evaluate your physical environment, job roles, work schedules, and the history of past incidents.
Step 2 - Establish clear policies. Define what constitutes workplace violence in your organization and make clear that all forms are unacceptable.
Step 3 - Create a confidential reporting system. Employees need a clear, safe path to report concerns - and managers need a protocol for responding.
Step 4 - Train all staff. A prevention plan only works when everyone understands it. Training should happen regularly, not just once at onboarding.
Step 5 - Define emergency response procedures. Who gets contacted in a crisis? What is the evacuation plan? Who speaks with authorities?
Step 6 - Review and update regularly. An outdated plan offers false protection. Annual reviews - or reviews after any incident - are essential.
Workplace Violence Prevention Program and Policies
A workplace violence prevention program is broader than a plan.
It includes the policies, procedures, training, and accountability structures that keep prevention efforts active every single day - not just on paper.
Under Canada's federal Work Place Harassment and Violence Prevention Regulations, federally regulated employers must have a prevention policy, conduct joint workplace assessments, and ensure all employees receive training. In 2023, Canada's Labour Program received 5,393 employer harassment and violence occurrence reports - a significant increase from the previous year (Canada.ca, 2023).
Provincial obligations vary. Ontario's Occupational Health and Safety Act (OHSA), for example, requires employers to assess risks and develop a written program. Requirements in British Columbia, Alberta, Quebec, and other provinces may differ. Always verify current obligations with your provincial health and safety authority.
Workplace Safety Best Practices
A formal program creates structure. Daily habits and culture make it real.
Some practical steps every Canadian workplace can take: conduct regular team check-ins to catch concerns early, keep all physical spaces well-lit and secure, maintain updated emergency contact lists, and make sure safety measures are visible and functional - not just documented.
The most important element is a communication culture where speaking up feels safe.
Statistics Canada data shows that 47% of women and 31% of men in Canadian workplaces have reported experiencing harassment or sexual assault at some point in their careers.
These numbers are a reminder that safety programs must be intersectional, gender-aware, and built to protect everyone - including those who face compounded risks based on gender, disability, race, or sexual orientation.
Frequently Asked Questions (FAQ)
What are the main types of workplace violence?
There are four recognized types: criminal intent violence, customer or client violence, worker-on-worker violence, and personal relationship violence. Each requires a different prevention approach, and Canadian employers are expected to address all four.
How can workplace violence be prevented?
Prevention requires a layered approach - risk assessment, clear written policies, confidential reporting systems, regular training, and a workplace culture where safety is taken seriously. No single measure works on its own.
What is a workplace violence prevention plan?
It is a formal, documented strategy outlining how an organization will identify risks, prevent incidents, and respond when violence occurs. Many Canadian employers are legally required to have one under provincial or federal legislation. Requirements may vary depending on your province and industry.
Why is workplace safety important in Canada?
Workplace safety protects employees' physical and psychological health, reduces costs from absenteeism and turnover, supports legal compliance, and creates an environment where people can do their best work without fear. With over 70% of Canadian workers reporting some form of harassment or violence, the stakes are immediate and real.
What are examples of workplace violence in Canada?
Workplace violence examples in Canada include a nurse being struck by a patient in an emergency room, a retail worker being threatened by a customer, a coworker sending threatening messages after a disciplinary action, or an employee being stalked by an ex-partner near their worksite. These incidents occur across industries - from healthcare and education to offices and service roles.
Is workplace violence training mandatory in Canada?
In many Canadian workplaces, yes. Under the federal Work Place Harassment and Violence Prevention Regulations (Bill C-65), federally regulated employers must provide workplace harassment and violence prevention training to all employees. At the provincial level, requirements vary - Ontario's OHSA, for example, requires employers to develop a written program and take specific preventive steps. Requirements in other provinces may differ.
Conclusion: Prevention Starts With Awareness
Workplace violence is not a rare event. It touches workers across every industry in Canada - from nurses and retail employees to teachers, office workers, and drivers.
The data is clear. The human cost is significant. And the path forward requires action from every level of an organization.
Understanding what workplace violence is, recognizing its forms, and knowing how to respond are not just compliance checkboxes. They are the building blocks of a safer, more respectful Canadian workplace.
Prevention starts with awareness. And awareness starts with education.
Whether you are an employer building your first safety program or an employee wanting to understand your rights and responsibilities - the right training is one of the most practical steps you can take right now.
Explore the Harassment, Discrimination and Workplace Violence Prevention Training (Canada) - a fully online, Canadian-focused course built to give workers and employers the knowledge and confidence to act.
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