In Australia, managing occupational violence and aggression (OVA) is both a legal obligation and a critical component of workplace safety. Depending on the state, employers are subject to specific state-based legislation, such as Victoria’s Occupational Health and Safety Act 2004 (OHS Act), alongside the federal Work Health and Safety Act 2011 (WHS Act)…
In Australia, managing occupational violence and aggression (OVA) is both a legal obligation and a critical component of workplace safety. Depending on the state, employers are subject to specific state-based legislation, such as Victoria’s Occupational Health and Safety Act 2004 (OHS Act), alongside the federal Work Health and Safety Act 2011 (WHS Act). These Acts mandate that employers provide and maintain a safe working environment addressing both physical and psychological hazards.
Under the OHS Act, employers must ensure a safe work environment “so far as reasonably practicable.” This phrase, central to employer duties, raises important questions: What is “reasonably practicable”? How can employers balance safety with practicality?
The WHS Act clarifies this by emphasising that actions taken must be reasonably able to mitigate risks, considering factors such as:
Employers are expected to do more than tick compliance boxes. The law requires meaningful efforts to manage risks, supported by thorough consultation with employees about the hazards they face daily.
Occupational violence and aggression often mirror broader societal behavior patterns. Increased tolerance for aggression and violence in public spaces, growing youth crime, and the influence of gang culture have contributed to heightened risks across industries. Whether in healthcare, retail, or education, frontline workers frequently face aggression that spills over from societal pressures.
Employers should use a system known as the Hierarchy of Controls. This assists to prioritise possible interventions from eliminating hazards as the most effective measure, to reducing risks through engineering controls, administrative practices, and finally, personal protective equipment (PPE), being the least effective on its own.
An effective strategy for conceptualising and having conversations about OVA is the ESP model developed by the WorkSafe Victoria and Monash University, which assists by segmenting our focus into three key areas:
This method can be used at all levels of the organisations to have conversations about OVA.
Practical Tips for Employers and Workers
Ultimately, managing OVA is about more than legal compliance. Employers and employees must actively work together to create a safe work environment, so far as reasonably practicable – evident by genuine effort. This will likely be assessed against a “reasonable person test”- would a “reasonable person” conclude they have done as much as they sensibly can to control and mitigate safety risks in the workplace, or are they simply ticking boxes?
By adopting comprehensive risk management strategies, consulting with employees, and leveraging models like ESP, employers can create safer workplaces and effectively manage the growing challenge of occupational violence and aggression.
At Vanguard Risk, we partner with organisations to go beyond compliance and create safer, more resilient workplaces and communities. From risk assessments to frontline OVA training and strategic implementation, we help you safeguard your people with confidence.
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The document entitled Managing Occupational Violence and Aggression – Legal Requirements and Practical Strategies for Employers outlines the legal obligations and practical approaches that employers need to adopt to address issues related to occupational violence and aggression in the workplace. It provides comprehensive guidance on implementing policies and procedures to ensure a safe working environment […]
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